Executive Search Services

The Vendor is required to provide executive search services for include:
• Confer with each member of the authority board of commissioners, the board’s executive selection committee, the current interim executive director, the human resources director, and legal counsel to obtain critical information for the position of executive director, including but not limited to the following:
o Become familiar with authority mission, structure, culture, goals, current strategic direction and priorities, as well as the current and anticipated challenges facing the agency
o Obtain information on the duties and responsibilities of the executive director and the board’s expectations of the executive director
o Identify the knowledge, skills, abilities and other qualities needed for satisfactory performance of the executive director job
o Identify the pay, benefits, and other compensation considerations associated with the executive director position.
• Meet with representatives of the city, including but not limited to members of city council and the city manager, to obtain their perspective on desirable attributes for the position.
• Meet with authority executive staff to obtain input on job expectations and desirable qualities.
• Confer with representatives of the tenant management corporations, other residents of authority communities, representatives of organizations who are partnering with authority, including but not limited to civic organizations and non-profit agencies, and other local stakeholders to obtain their input.
• Provide to the board a summary of the input received from all stakeholders.
• Plan and execute a national recruitment effort to identify potential candidates for the job.
• Coordinate the effort with the interim executive director, the human resources director and legal counsel to prepare recruitment materials, advertise for the position, network and confer with industry contacts, solicit interest from qualified candidates, obtain applications and maintain contact with applicants.
• Review the applications of candidates, conduct background checks of qualified candidates, verify prior employment and education, check references, review the applicants’ social media and other public internet presence, and perform any other verifications to establish continued consideration for the position.
• Work with the executive search committee, the interim executive director, the human resources director and legal counsel to narrow down the number of applicants and to identify up to fifteen (15) candidates who would be most suitable for the position.
• These applicants, prepare a briefing outlining their work history, expertise and qualifications.
• Provide those documents to the board.
• The board will discuss these applications and decide which candidates to interview.
• Receive from the board’s executive selection committee a list of candidates to be interviewed.
• Organize interviews and make arrangements with the candidates to meet with the board.
• There may be more than one interview for each candidate, as the board deems necessary.
• Assist the board during the interview period, which may include assisting the board with logistics and making additional contacts with the candidates.
• Once the board has selected a final candidate, coordinate any additional meetings with the board, the executive selection committee, the human resources director and legal counsel for the preparation and delivery of a job offer.
• Assist with communications with the selected candidate and with negotiations of compensation and other terms of employment to reach agreement.
• Notify all other candidates of the close of the recruitment effort.