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Church staff searches
made better.

We help churches find GREAT staff members, and staff members find AWESOME churches.

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Finding candidates for your church is easy.

Finding AMAZING candidates for your church can be hard.

We Help Churches Find Great Staff Members

(and staff members find great churches)

The Five Essentials of a Healthy Long-term Church Staff Fit...

In our work with churches over the years, we have identified five different areas that need to match up in order for your next hire to have ‘long-term, healthy fit’ potential.  Miss on any one of these five, and the chances for longevity of your new staff member goes down significantly.  Misalignment on two or more of these areas are the things that bad hires are made of. 


Does this person believe the same as us on both core and secondary issues?


Will this person be a good fit for our community, church, and culture?


Does this person play well with others?  Are they likeable?


Does this person have the talents and abilities we need to do a good job?


Will this person fit on our team? Do we want to do life AND ministry together?

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What is the Chemistry experience like?

Chemistry’s process is unlike any other search process. Their strategy and system uniquely identifies candidates who fit the profile we put together. They lead relationally throughout the process, with excellent communication both with us as the church and with every candidate. They have the ability and resources to source high impact candidates from across the country! When we created the ideal candidate profile, we had no idea how Chemistry would absolutely exceed our expectations in sending us a candidate that was beyond what we could have imagined!
Brandon Reed
Senior Pastor - Vista Church in Orlando, FL
We appreciate the thoroughness and availability of Chemistry Staffing's process. Your initial intake of our church profile was very extensive but that thoroughness set the tone to make sure that you understood who we are as a church and that ultimately led to finding the right hire for us to make. We were also able to contact Kelly consistently when needed and she made herself available for us with needed advice, counsel, direction, and explanation in the midst of the search. That personal touch made our experience with Chemistry Staffing really work well.
Mike Adams
Executive Pastor of Ministries - Loudonville Community Church in Loudonville, OH

Let's start the conversation...

Are you getting ready to start the search process at your church? Or maybe you’re in the midst of a search that needs a little extra help? Let’s talk. We’d love to hear your story and see if there’s a way that we can help find your next long-term ministry staff member.


As you talk with potential staff members, it’s important the you make sure that they are a good fit for your church theologically. 

  • How do your church’s open-handed and close-fisted theological issues line up with the candidate’s views on these issues?
  • On close-fisted issues, non-alignment needs to disqualify the candidate from your search, but you should also be exploring the open-handed issues to ensure that they will not cause a low-grade frustration between you and your new hire.

When not thoroughly aligned, cracks many time begin to show within 12-18 months of the hire.  

At Chemistry Staffing, our process pre-screens every potential candidate on major and secondary theological issues and compares the results with your church’s theological beliefs. This instantly identifies areas of disagreement or issues that warrant additional discussion before the hire.


Every church has a different culture and DNA. Small-town churches have a different feel than city churches. And most Baptist churches have a different ministry philosophy than Pentecostal churches.  Finding a candidate that matches your church’s (and community’s) distinct ‘way’ of doing ministry is key to finding a healthy, long-term fit.

  • What type of church culture is the candidate coming out of and how does that compare to your church?
  • An honest assessment of your culture will help ensure that you do not bring someone on the team that will chafe at the way you do things from day one.

Every candidate that applies for your staff opening at Chemistry Staffing is asked a series of culture and DNA questions to see if they have the potential to be a great fit at YOUR church.  It is not uncommon for a candidate to be a tremendous fit for your church theologically but be a total mis-match when it comes to your church’s culture and ministry philosophy.  Identifying areas of misalignment early in the process will help insure you don’t make a common hiring mistake.


Every church and every church staff member has a personality. Too many churches make hires based on a first impression: “Do I like this person?”  But there is much more that likeability that determines whether or not a candidate will be a great fit at your church.

  • A hard-charging, type-A personality in a type-B church will not end well.
  • Knowing how your church is wired and comparing that to the candidate will help you discern whether someone will be able to stay for the long-term.

It’s extremely important to get to know your candidate well BEFORE you make an offer to come on your staff.  Introducing your candidate to key staff and volunteers in different social and church settings can help you determine how well a candidate will fit with your church’s and staff’s personality.

At Chemistry Staffing, our personality assessment sees if there is great potential for personal connectedness and affinity or if the candidate has personality traits that may clash with your team and church in the long-run. Our assessment also flags potential problem areas that can be addressed during the interview process.


Skills and experience is one of the easier things to assess.  Resumes and interviews can pretty easily uncover a candidate’s past experience, education, and innate abilities.

We often remind churches that the goal of your search is not to find “Jesus with a guitar”. Keeping realistic expectations is important. (It’s impossible to find someone, for example, with an MDiv, 20 years of experience, and 32 years old!)

Here are some key questions to ask:

  • Has this candidate demonstrated the required skills of the position, or are they ready to step into a bigger role?
  • Digging into a candidate’s skill set will keep you from setting someone up for failure.

Hiring the right person is sometimes a mix of evaluating past successes and future potential.

At Chemistry Staffing, we’ll work with you to find the right mix of skill and experience you’ll need for the success of this role. We can help you navigate each candidates potential strengths and weaknesses. Our pre-interview skills and abilities assessment helps us find candidates that meet the expectations and requirements of the role.


Many times you’ll know if a you have made a personal connection with a candidate within the first ten minutes. But hiring based on your first-impression of a ‘chemistry’ match can be a huge mistake.

Chemistry should be the final test for whether or not a potential candidate will do well serving on staff at your church. Here are some key questions to ask:

  • Is this someone that you will enjoy working with for the next five years?
  • Would you feel comfortable inviting this person over to your house on a Tuesday night for BBQ?

Determining the level of chemistry a candidate has with your team saves you from incredibly awkward work environments.

But hiring based on chemistry alone can be a dumpster fire when you find that the person you’ve fallen in love with also shares key theological or philosophy of ministry differences.

When a church hires Chemistry Staffing to help with their staff search, we assess for the first four critical areas (theology, culture/dna, personality, and skills/experience). Once a candidate aligns in those four areas, we urge our churches to dive into the ‘chemistry’ question. Most churches will know instinctively if a candidate possesses the ‘chemistry’ it will take to be a healthy part of their team.