Superintendent Search Services

The vendor is required to provide executive superintendent search firm to assist the governing board in conducting a comprehensive national search to identify and hire the next superintendent of the district.
•    Create an effective, expeditious procedure to assist the governing board in selecting the most qualified superintendent with the intent of governing board approval of the selected candidate on January 27, 2026.
•    Develop a detailed plan with specific tasks to support a customized recruitment process for a nationwide superintendent search with the intent of awarding an employment contract to the selected candidate with an assumed start date of July 1, 2026. 
•    Recommend a search process which includes input from all stakeholder groups, including but not limited to the governing board, administrators, staff, parents, students, community members, and community leaders. 
•    Provide advice and assistance to the governing board in developing the qualifications and attributes of the successor superintendent. 
•    This work will result in a candidate profile and job description.
o    Conduct in-depth meetings with the board to establish a clear understanding of their expectations, priorities, and collective vision for the next superintendent. 
o    Review board policies, strategic plans, and relevant district data to inform the search process. 
o    Establish communication protocols and provide regular progress updates to the governing board or its designated liaison(s). 
o    Develop a detailed timeline and project plan with key milestones. 
o    Solicit community and stakeholder engagement regarding a collective vision for the next superintendent
1.    On line surveys o facilitated focus groups with representative groups (e.g., teachers, administrators, support staff, union representatives, community leaders, business partners). 
2.    Potential community forums to provide opportunities for broad public input. 
3.    Synthesize all feedback to develop a comprehensive leadership profile that outlines the desired qualifications, characteristics, and priorities for the new superintendent. 
4.    This profile will serve as a guide for recruitment and evaluation.
o    Develop a position description and recruitment materials:
1.    In collaboration with the board, develop a compelling and accurate position description that reflects the district’s needs and the qualities identified in the leadership profile. 
2.    Create a professional and engaging online search brochure and advertisement that highlights the district’s strengths, community, and the opportunities of the superintendent role.
•    Gather additional input from all district stakeholders regarding this candidate profile and job description. 
•    Prepare and distribute materials and advertise nationally and statewide for the position. 
•    Identify and solicit applications from superior candidates nationwide. 
•    Encourage qualified internal and external candidates to apply. 
•    Communicate with and manage candidates’ expectations, coordinate and facilitate the interview process and arrange any site visits. 
•    Prepare reports and recommendations to the board as requested, including information on the candidate pool. 
•    Based upon the paper applications, evaluate and rank qualified applicants in accordance with the criteria developed. 
•    In cooperation with the governing board, assist with developing questions for candidate interviews. 
•    Arrange, manage, and facilitate initial interviews with the governing board and, subsequently, additional rounds, as necessary, at your cost, to be included in the cost proposal. 
•    Conduct in-depth reference and background checks and investigations on all interviewees, as required, including extensive reference checks of the identified finalists.
•    Provide a sample questionnaire to be used in the superintendent candidate evaluation process that includes current school district or other educational organization performance data such as graduation rates, state assessment performance, advanced placement test passage percentage, CTE programs success, enrollment history and other demographic data, and any other performance recognition or awards providing the governing board information regarding the success of candidate's current educational environment. 
•    Maintain complete documentation regarding the search and selection process. 
•    At the conclusion of the process, such documentation related to the final recommended and governing board approved candidate will be relinquished to and become the property of the district.
•    Provide any other necessary related services, including but not limited to the support of the governing board and its legal counsel during the contract negotiations process related to compensation and benefits. 
•    If any services, functions, or responsibilities not specifically described are necessary for the proper performance and provision of the services, they shall be deemed to be implied by and included within to the same extent and in the same manner as if specifically described herein. 
•    Assist the governing board in developing a superintendent transition plan. 
•    Notify unsuccessful candidates appropriately. 
•    Maintain strict confidentiality throughout the process. 
•    In addition to the foregoing, the governing board will provide a district contact to coordinate the activities associated with this recruitment process to include you, the vendor, and the scheduling of meetings, forums, interviews and any other necessary supports.

- Questions/Inquires Deadline: August 11, 2025