Executive Search Services

The Vendor is required to provide executive search services to be utilized on an as-needed basis.
1. Development of position profile:
•    The contractor will work with the county to develop or refine a position profile that clearly describes the duties, leadership expectations, organizational context, and required qualifications for the position. 
•    The position profile will be reviewed and approved by the county prior to initiating candidate outreach.
2. Candidate recruitment and outreach:
•    Contractor must develop an effective search strategy to identify qualified candidates with the necessary skill sets. 
•    Contractor may use a variety of outreach methods. 
•    Contractor will proactively seek a diverse candidate pool with superior qualifications and invite and encourage them to participate in the executive recruitment. 
•    Contractor will recommend appropriate advertising venues including professional associations, industry publications, and executive recruitment platforms and will manage the placement of recruitment announcements upon county approval. 
•    The county will approve the plan prior to advertising. 
•    Provide periodic status updates to the county at intervals agreed upon by the county and contractor, but no less than biweekly during active recruitments.
3. Candidate pre-screening:
•    Acknowledge receipt of all applications to candidates and evaluate all resumes and potentially other materials. 
•    Initial screening will be based upon criteria contained in the position profile, information contained in the resumes and other materials submitted to the contractor, and contractor's knowledge of the people and organizations in which they work. 
•    Conduct telephone screenings with the most promising candidates to gain a better understanding of their backgrounds.
•    This report will include resume summaries, supplemental information, and the original resumes of those candidates believed to be the best qualified for the position.
•    Supplemental information on a candidate typically includes: the size of the organization for which the person works, reporting relationships, budget responsibility, the number of people supervised, related experience and reasons for interest in the position.
4. Candidate assessment:
•    Conduct in-depth reference checks to verify candidates’ qualifications, competencies, and individual strengths.
•    Interview (either in person or via video conference) those candidates whose qualifications most closely match the criteria established by the county.
5. Candidate interviewing:
•    In conjunction with the county, contractor shall develop final interview process, i.e., questions, panelists, scheduling, etc. and submit to the county for review and approval. 
•    Prepare a written report on the top candidates recommended by contractor. 
•    Assist the county in scheduling final candidates for interview by the county. 
•    If required, after the interviews conclude, contractor will meet with the county to discuss the interviews, candidates and the top selections. 
•    Consider additional candidates, if necessary. 
•    Conduct telephone reference checks for the top one or two candidates with individuals who are, or have been, in a position to evaluate the candidate’s performance on the job. 
•    Provide the county a detailed, supplemental written report on the references checked.