North Miami Beach reopens city manager search, sets $300,000 cap and $30,000 headhunter ceiling

The North Miami Beach City Commission voted to reopen its search for a permanent city manager and to expand outreach nationally, setting a new advertised salary cap of up to $300,000 and authorizing staff to solicit proposals from executive-search firms with headhunter fees capped at $30,000.

The vote concluded a lengthy discussion at the commission’s October meeting on how to broaden recruitment, how much to pay a new manager and whether to hire an executive search firm. Commissioners debated trade-offs between local familiarity and bringing in candidates with transferable executive skills, weighed the city’s recruitment record, and pressed staff for clarity about background checks and timelines.

Commissioners said the city’s initial recruitment yielded about 70 applications, and several members argued that a broader search — with professional screening help — could increase the pool and signal transparency to residents. “I think we should cast a nationwide net,” Commissioner Hsu said, urging the commission to consider hiring a headhunter to identify and vet additional candidates. Interim human-resources director Jacob Newman told the panel that any finalists would receive both a preliminary background screening and a more formal background investigation that could include criminal- and driving-history checks and social-media reviews.

Opponents of a nationwide sweep said South Florida experience matters. “Florida is different than everywhere else,” Commissioner Chernoff said, arguing that candidates familiar with state and county networks are likelier to succeed. Commissioner Smith pressed for transparency and documentation, asking staff to distribute resumes and noting that commissioners had received a 455-page packet with applications. Several commissioners also urged clearer vetting rules and a probationary/evaluation approach tied to performance and incremental pay adjustments.

After debate, the commission directed staff to re-advertise the position with a deadline 45 days from the meeting (the commission recorded that date on the record as November 21), to solicit proposals from executive-search firms for presentation at a later meeting, and to raise the advertised salary cap to up to $300,000. The commission also set a ceiling of $30,000 for headhunter fees as an initial authorization and asked that search proposals include proposed timetables; commissioners said they would consider those proposals before finalizing any contract with a firm.

The roll call on the motion recorded five yes votes and two no votes. The commission approved the package with the following recorded votes: Mayor Michael Joseph — yes; Commissioner Chernoff — yes; Commissioner Smith — yes; Commissioner Sue — yes; Commissioner Floremon — yes; Commissioner Smuckler — no; Vice Mayor Jean — no.

Commissioners asked that the current applicant pool not be discarded and that any executive-search firm be given the existing materials to incorporate in its review if selected. Jacob Newman said the city could perform preliminary screening on a larger list (e.g., 15–25 names) and reserve formal background checks for semifinalists, a process that typically takes longer; he noted a full vetting period could range from about one to three weeks for intensive checks per finalist and said search firms often describe their own timelines in proposals.

Commissioners also debated compensation strategy. Several members argued for a higher posted range to attract more candidates, while others cautioned that salary increases should be tied to performance and negotiation, not simply posted as a maximum. Multiple commissioners said they favored staged raises or merit-based increases rather than an immediate top-of-range salary.

The commission left several operational details to staff: the exact wording and closing date of the readvertisement, the scope and timing of preliminary versus comprehensive background checks, and whether the search firm proposals could commit to abbreviated timetables. Commissioners said they would review headhunter proposals when they are presented and retain the right to accept, reject or condition any contract offered by the city.

Next steps recorded on the motion: re-open the recruitment with a 45-day application deadline from the meeting date; solicit and review executive-search proposals (HR to present options at the next meeting); preserve and share the current application materials with any hired firm; authorize a headhunter fee up to $30,000 if the commission approves a firm; and advertise the salary at up to $300,000. Commissioners did not finalize whether new finalists would be flown in for interviews or initially interviewed remotely; staff said many interviews could happen by video and any in-person travel would be handled in accordance with the city’s hiring and contracting policies.

The commission’s discussion included frequent references to the city’s past hiring practices, public perception of internal politics as a recruiting deterrent, and the need for improved civility and transparency during the recruitment. Officials said the goal is to find a candidate who can manage a roughly quarter-billion-dollar budget and the city’s water-utility and infrastructure needs while remaining accountable to the commission and residents.