Executive Recruitment Services

The vendor is required to provide executive recruitment services for a staff of over 1,700 teachers, professionals, administrators, and support staff serving approximately 7,000 students in grades pre-k-12 in 17 schools, public schools is a well-resourced, supported, and strongly positioned urban public school district from financial, educational, community, and civic perspectives.
- Position: community meetings and outreach; candidate recruitment; screening and initial interviews late; semi-finalist interviews; finalist community forum; finalist site visits completed; selection of new superintendent; candidate.
- Execute all stages of the recruitment process in alignment with the directives of the school committee.
- Collaborate with the school committee and its members to evaluate goals, priorities, and objectives for selecting a new superintendent of schools.
- Partner with the committee and the executive director of human resources to create a comprehensive position description and leadership profile for the next superintendent.
- Create comprehensive recruitment materials: design compelling and inclusive recruitment materials that clearly communicate the enhanced leadership profile and qualifications desired in a candidate, and highlight the district's commitment to diversity, equity, and inclusion.
- Engage in national advertising: utilize a wide range of national advertising platforms, including industry-specific publications, professional organizations, and educational leadership forums, to reach a broad audience.
- Leverage professional networks: actively engage with professional networks, associations, and leadership groups to identify and attract diverse, highly qualified candidates with a track record of success, particularly those with experience in urban education.
- Utilize social media strategically: harness the power of social media and online platforms such as LinkedIn, and other relevant outlets to promote the opportunity and connect with a diverse and talented pool of potential candidates
- Prioritize diversity in the candidate pool: ensure outreach efforts are inclusive and designed to attract candidates from diverse backgrounds, including those who may not have followed a traditional superintendent career track but possess the leadership qualities and skills needed for success.
- Focus on urban experience: emphasize the value of previous experience working in urban environments as a critical qualification to meet the unique challenges and opportunities within the community.
- Target passive and nontraditional candidates: proactively identify and engage candidates who may not be actively seeking new opportunities but align with the leadership profile, as well as those from nontraditional career paths who bring innovative perspectives.
- Budget: $280 million.
- Contract Period/Term: 1 year
- Questions/Inquires Deadline: February 12, 2025