Search firms serve two roles in diversifying senior leadership. The first is to partner with organizations to identify what they are looking for in a new hire. The second is to help organizations move beyond their own networks to find the best candidates. Despite the relatively high proportion of well-educated people of color in the United States, diversity among management and leadership in a variety of sectors remains limited. In the environmental sector, particularly, people of color comprise only 12 to 16 percent of staff at environmental organizations and agencies (Taylor 2014). Organizations are increasingly turning to executive search firms to assist them in hiring for senior level positions, and often express interest in finding more diverse candidates, thereby, making search firms the gatekeepers of the networks that impact the movement of talent (Faulconbridge, Beaverstalk, Hall and Hewitson 2009).