From communist Poland to boardrooms in America, Martin Rowinski’s journey is extraordinary. As the CEO and co-founder of Boardsi, he’s helping executives turn their careers into legacies. Known as “The Corporate Matchmaker,” Martin has built a name for himself by being part of Boadsi as a co-founder, Boardsi is connecting senior leaders with board seats.
In this interview, Martin opens up about the story behind Boardsi, how his past shaped his mission, and what it really takes to stand out in today’s competitive boardroom space. For aspiring board members and individuals building their personal brand, his insights are practical, powerful, and personal.
Martin, before Boardsi became a major player in executive placement, what personal frustration or market gap first sparked your idea for a matchmaking platform tailored to corporate boards?
Martin Rowinski: It really started from a personal place. As I got older and had built some success through my ventures, I naturally began exploring opportunities to join advisory boards and corporate boards. But I ran into a wall pretty quickly—there wasn’t a simple, accessible solution out there that could connect seasoned executives like me with the right board opportunities.
What I found was a fragmented system. Traditional executive recruiters weren’t focused on boards, and when they were, it was mostly behind closed doors, based on legacy relationships or a very narrow pool. It felt like there were great executives looking to give back and contribute, and companies that desperately needed diverse, innovative thinking at the board level, but nothing connecting the two.
That’s when I got together with some of my former partners and said, “Why isn’t there a smarter way to do this?” That’s how Boardsi was born. But we didn’t want to just be a placement platform—we wanted to build a full ecosystem. One that not only matches executives with board opportunities but also prepares them to step into those roles with confidence and clarity. That meant adding education, executive branding, and tools like the Executive Impact Report to help executives clearly communicate their value.
Boardsi was built out of that frustration—and more importantly, out of a vision to make board service more accessible, transparent, and strategic for both companies and leaders.
The phrase “Corporate Matchmaker” suggests more than just placing executives. What does it mean to you personally, and how does that concept influence the way Boardsi operates behind the scenes?
Martin Rowinski: Absolutely, I’m glad you asked that—because “Corporate Matchmaker” isn’t just a tagline, it’s a reflection of the philosophy behind everything we do at Boardsi.
To me personally, Corporate Matchmaker means forging relationships that are not only strategic but also deeply aligned with purpose, culture, and long-term value. It’s not about throwing names at a boardroom table and hoping something sticks. It’s about understanding two very specific sides of the equation: the goals and gaps of a company, and the depth, character, and unique strengths of an executive.
When we say “matchmaking,” we’re talking about building chemistry, not just resumes. We dig into where a company is headed, what challenges they’re facing—maybe it’s digital transformation, ESG accountability, market expansion, or leadership succession. Then we look for executive talent that’s not only qualified but also ready to accelerate that vision.
Behind the scenes, this philosophy shapes everything we do at Boardsi:
- We educate our executives through board-readiness programs because we know that being brilliant in the C-suite isn’t the same as being effective in the boardroom.
- We help them build their executive brand so they don’t just show up—they stand out.
- And we deliver tools like the Executive Impact Report, which helps companies clearly see not just what someone has done, but how they’ll move the needle strategically.
At its core, being a Corporate Matchmaker means we’re in the business of alignment, not just access. We’re connecting missions, not just people. And that’s why the relationships we help create last—because they’re built on strategy, purpose, and preparation.
That’s the Boardsi difference.
Boardsi has earned attention for its tech-driven platform, but real trust comes from human insight. How do you balance algorithmic precision with the intuition needed to make the right leadership connections?
Martin Rowinski: Absolutely. At Boardsi, we’ve always believed that technology should enhance human judgment, not replace it. While our tech-driven platform brings scale, speed, and precision to the executive matchmaking process, it’s our human insight that builds trust and makes the real difference.
Our algorithms can analyze experience, industry background, board-readiness, and dozens of variables to narrow down a pool of potential matches. That’s incredibly powerful—but the moment that truly matters is what happens after. That’s where our team steps in, and it’s where the art of the match begins.
We take the time to personally engage with each executive during onboarding—not just to validate credentials, but to understand their leadership style, their motivations, and where they truly want to make an impact. The same goes for our partner companies. We speak with leadership, often with the CEO or board chair, to gain deep clarity on not just what they need, but who they need.
This balance—technology on the front end, human insight at the core—is what gives Boardsi its edge. It ensures that we’re not just recommending candidates who check boxes, but introducing leaders who align with vision, culture, and long-term strategy.
In the end, our technology sets the foundation, but it’s our people—and the relationships we build—that turn a match into a meaningful, lasting board placement. That’s what it means to lead with both innovation and intention. And that’s exactly how we operate at Boardsi.
Serving both executives and organizations requires strong dual alignment. How does Boardsi ensure that each match serves the long-term growth of both the candidate and the company, rather than just checking experience boxes?
Martin Rowinski: That’s a powerful question—and one that gets right to the heart of why we built Boardsi the way we did.
From day one, we knew that board placement can’t be transactional. It has to be transformational for both the executive and the organization. That means going far beyond resumes, credentials, or keyword-matching. It’s about strategic alignment, shared values, and long-term impact.
At Boardsi, we ensure dual alignment by building a deep discovery process into both sides of the platform:
For Executives:
We don’t just onboard talent—we prepare them. Every candidate goes through Executive Board Education, personal branding development, and receives a custom Executive Impact Report. This process sharpens their clarity about how they want to serve, what kind of companies they align with, and what unique value they bring to the table. It’s not just about finding them a seat—it’s about making sure they’re ready to lead.
For Companies:
We engage directly with leadership, not just through intake forms, but through strategic consultations. We ask questions that uncover blind spots: What kind of leadership is missing? Where are the growth constraints? Is the current board aligned with future goals? Often, companies come to us thinking they need a specific background, but through discovery, we find they actually need a different kind of perspective to grow.
The Match:
Because we understand both sides so well, we can present curated candidates who aren’t just qualified—they’re strategically aligned. These are executives who already understand the company’s challenges, who have been prepared to speak that language, and who are committed to making a difference.
And we don’t stop after the introduction. Our team supports both parties through the interview process and even post-placement, offering continuous development through our Board Suite resources.
Boardsi’s model is built for alignment, not algorithms. That’s why our matches don’t just look good on paper—they lead to measurable progress in leadership, innovation, and culture.
It’s matchmaking at the highest level. Not for a moment—but for momentum.
What were some of the early challenges or near-failures that tested your leadership, and how did those moments shape the current success of Boardsi as a platform and brand?
Martin Rowinski: In the early days of Boardsi, one of the biggest challenges we faced wasn’t building the technology—it was educating the market. We had a clear vision: to create a full-service ecosystem that not only connected executives with board and advisory opportunities, but also prepared them to succeed once they got there. But the market wasn’t quite ready for that conversation.
Challenge 1: Misunderstood Business Model
Many assumed we were just another recruiter or job board. Executives would ask, “Why am I paying for this?” And companies would question how we were different from traditional search firms. The truth is, we weren’t offering a transaction—we were building transformation. But it took time, and real clarity in our messaging, to help people understand that Boardsi is not about paying to get placed—it’s about investing in yourself to become board-ready and then being positioned strategically for the right match.
Those early misunderstandings forced me as a leader to refine our narrative. I had to become a better storyteller. I had to show, not tell, what value really looked like:
- The impact of a strong Executive Brand.
- The edge that education provides in board interviews.
- The credibility of an Executive Impact Report when presenting to a company.
And that led us to build a platform that could support that value at every stage of the journey.
Challenge 2: Balancing Tech with Human Connection
Another early hurdle was learning how to scale without losing the personal touch. We invested heavily in our technology, but we quickly realized that AI doesn’t build trust—people do. That’s when we expanded our onboarding teams, added customer success roles, and implemented more one-on-one interaction. We didn’t just want to match executives with roles. We wanted them to feel heard, guided, and empowered every step of the way.
Looking back, every challenge shaped the DNA of what Boardsi is today:
- Purpose-driven instead of profit-driven
- Human-first instead of AI-only
- Focused instead of scattered
We’re successful today not because we never hit a wall, but because we learned how to climb it, every single time. Those early trials helped me grow as a leader, and they helped Boardsi grow into a platform that’s not only innovative but deeply trusted.
Looking forward, how do you see the role of board-level talent evolving, and what is your long-term vision for how Boardsi will continue to shape executive recruitment in a changing corporate landscape?
Martin Rowinski: The role of board-level talent is evolving faster now than at any point in modern corporate history. What used to be a space reserved for legacy leaders and traditional governance oversight is now shifting toward dynamic, forward-thinking leadership that can actively shape a company’s innovation, culture, and growth.
The Evolution of Board-Level Leadership
Looking forward, here’s how I see board roles changing:
- From oversight to active strategy: Boards are no longer just there to review financials and maintain compliance. Companies are increasingly relying on directors and advisors to guide digital transformation, navigate ESG demands, manage geopolitical risk, and fuel strategic pivots in real time.
- Diversity of thought will become non-negotiable: It’s not just about gender or race—diversity of industry experience, generational perspectives, and leadership style are what will differentiate successful boards from stagnant ones.
- Expectations around impact are increasing: Boards are being held accountable by stakeholders and the public. That means companies will seek leaders who are not only qualified but also visible, credible, and actively engaged in relevant conversations.
This shift will require board-ready leaders who are educated, branded, and aligned with a company’s mission, not just its industry.
Boardsi’s Long-Term Vision
At Boardsi, we’re not just observing this transformation—we’re building the platform to power it.
- Board Education as a Core Pillar: As demand grows for highly capable board members, we’re doubling down on executive education. We don’t just offer credentials; we teach executives how to think like a board member, contribute with intention, and lead with clarity.
- Executive Branding at Scale: In a world where digital presence and thought leadership matter, we’ll continue elevating our members through branding tools like our Executive Impact Report, curated biographies, and exposure on platforms like Leadafi—so companies can discover them before the opportunity even arises.
- AI + Human Matchmaking Intelligence: Our vision is a tech-enabled, human-first model that goes beyond resumes and into alignment of values, mission, and strategy. We will use machine learning to scale our ability to match talent—but we’ll never remove the human guidance that makes those matches meaningful.
- Creating a Global Board-Ready Talent Marketplace: We see a future where every company—no matter the size or stage—can tap into a global, vetted network of executive leaders prepared to deliver strategic value. We’re not just building a platform. We’re building the ecosystem that supports board growth at every level.
As the world becomes more complex, the boardroom must become more intentional. Companies that fail to evolve their leadership will struggle to adapt. At Boardsi, our long-term commitment is to lead that evolution—empowering executives to prepare, companies to align, and boards to transform.
That’s what being a Corporate Matchmaker means to me. And that’s the legacy I want Boardsi to carry into the next decade.
Conclusion
Martin Rowinski is a well-known name in executive leadership. From a childhood in Poland to becoming a well-known name in executive leadership, his story is fascinating. Martin’s expertise in executive branding, career growth, and leadership strategy is evident in every word he shares. He understands that the right connection can make all the difference. Martin’s work focuses on helping others rise through opportunities. Boardsi is a bridge. It helps people move from where they are to where they want to be. Through Boardsi, he has turned a big idea into a trusted platform for thousands of executives. The platform makes executive recruiting faster, smarter, and more personalized. Martin’s journey encourages leaders everywhere to think bigger, act boldly, and never settle for average.
