Executive Search Firm FY26 Services

The Vendor is required to executive search firms to provide executive recruitment and interim placement services on an as-needed basis
- Search methodology
1. Search approach and methodology
•    End-to-end search process, from engagement through onboarding
•    Use of research, market mapping, talent analytics, and sourcing tools
•    Experience conducting confidential, sensitive, or high-profile searches
•    Experience working with public higher education systems or comparable complex organizations
2. Search team and staffing
•    Identification of lead consultant(s) and supporting team members
•    Résumés or bios outlining relevant experience, tenure with the firm, and higher education or public-sector expertise
•    Policy on subcontractors or affiliate firms, if applicable
3. Areas of specialization
•    Types of executive positions typically recruited
•    Volume and percentage of searches completed successfully within the past five years
•    Experience with system-level, campus-level, and shared-services leadership roles
4. Technology, data security, and compliance
•    Use of applicant tracking systems, CRM platforms, and assessment tools
•    Data privacy and cybersecurity protocols, including compliance with FERPA and other applicable regulations
•    Confidentiality standards for candidates, search committees, and institutions
5. Advertising and outreach
•    Types of advertising and outreach utilized (digital platforms, professional associations, targeted outreach, etc.)
•    Role of paid advertising versus direct sourcing
•    Approach to passive candidate engagement
6. References
•    A minimum of three (3) references from clients within the past five years, preferably public higher education institutions or similarly complex organizations
- Core executive search services
1. Search planning and position development
•    Meet with the search committee and key stakeholders to understand institutional goals, culture, and leadership needs
•    Assist in developing or refining position descriptions, leadership profiles, and recruitment announcements
•    Develop a customized recruitment strategy and search timeline
2. Candidate sourcing and screening
•    Conduct proactive sourcing and outreach to identify qualified candidates
•    Review applications and nominations
•    Conduct initial screenings and assessments
•    Prepare detailed candidate profiles aligned with position requirements
3. Interview and selection support
•    Coordinate interview logistics, including scheduling and travel arrangements
•    Assist with development of interview questions and evaluation criteria
•    Facilitate interviews (virtual and in-person), as requested
•    Provide regular status updates to the search committee
4. Due diligence and credentialing
•    Conduct reference checks
•    Verify education and professional credentials
•    Conduct background and criminal history checks (as permitted by law)
•    Perform media, reputational, and public-record reviews to identify potential risks or concerns
5. Offer, negotiation, and onboarding support
•    Assist with compensation benchmarking and market analysis
•    Support offer development, negotiation, and acceptance
•    Serve as intermediary during negotiations, if requested
•    Provide onboarding and transition support, as applicable
6. Candidate communication
•    Maintain professional and confidential communication with all candidates
•    Notify and follow up with candidates not selected
- Interim executive placement services
•    Types of interim roles supported (e.g., interim president, provost, vp, dean, cfo, cio, etc.)
•    Process for identifying, vetting, and placing interim executives
•    Average time to present qualified interim candidates
•    Compensation models for interim placements
•    Length of typical interim assignments
•    Transition support when moving from interim to permanent leadership.