By Brent Lacy

Your pastor just announced they’re leaving.

Maybe it was expected. Maybe it wasn’t. Either way, the church is now in transition, and someone needs to know what to do next.

This guide is for the deacons, elders, and board members who are sitting around a table right now wondering where to start.

First: Don’t Panic

Pastoral transitions feel like crises. They rarely are.

The church has survived pastoral transitions before, probably many of them. God has not abandoned your congregation because your pastor left. The mission hasn’t changed. The people are still there. Take a breath. Then take the next step.

The First Two Weeks

Communicate clearly with the congregation.

People fill information vacuums with anxiety. A simple announcement covers what happened, what you’re doing next, and who to contact with questions. You don’t need all the answers. You need to show that someone is in charge and has a plan.

Secure the finances.

Ensure two signatures are required on all checks. Review the budget. Confirm who has authority to make financial decisions during the transition. This isn’t distrust. It’s good stewardship.

Arrange Sunday coverage.

Line up guest preachers for the next 60 to 90 days. Reach out to your denomination, neighboring pastors, and seminary professors. Most are willing to help a church in transition.

Consider an interim pastor.

An interim pastor serves the church during the transition period, typically 6 to 18 months. They’re not a candidate for the permanent position. Their job is to keep the church healthy while you search. MinistryPlace has a free Interim Pastor Handbook that covers this role in detail.

Before You Start the Search

The most common mistake small church search committees make is starting the search before they know what they’re looking for. Answer these questions as a leadership team before you review a single resume.

• Full-time or bi-vocational? Be honest about what your church can afford.
• What are the three most important things this pastor must do well? Preaching? Pastoral care? Outreach? Administration?
• What kind of leader does your church need right now? A stabilizer? A grower? A shepherd?
• What is your realistic salary range? Include housing allowance, benefits, and ministry expenses.

Write the answers down. This becomes your search profile.

Running the Search

Form a search committee.

Three to five people is ideal. Include a deacon or elder, a long-tenured member, and someone who represents the congregation’s future, not just its past. Keep the committee small enough to make decisions.

Build your candidate pipeline.

Contact your denomination’s placement office. Reach out to seminary placement offices aligned with your theology. Ask your network: “Do you know anyone who might be a good fit?” Post on the MinistryPlace job board, which is built specifically for small and rural church positions.

Screen efficiently.

Paper screen first. Video interview second. In-person visit third. Keep the process moving. Good candidates have other options. Delays lose good people.

Check references thoroughly.

Call every reference. Don’t just email. Ask open-ended questions. “Tell me about a time this pastor handled a difficult situation in the church.” And ask the question behind the question: “Is there anything you’d want us to know that we haven’t asked?”

Onboarding the New Pastor Well

A good hire can be lost in a poor onboarding. Put the compensation package in writing before the candidate accepts. Create a 90-day onboarding plan. Assign a deacon or elder as the pastor’s primary point of contact for the first year.

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