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District 26 hears superintendent search plan from HYA executive-search firm
Summary
HYA representatives outlined a confidential, recruitment-focused superintendent search process that emphasizes stakeholder engagement, virtual outreach and optional third-party background checks; board asked questions about interview rounds and confidentiality but took no formal action.
HYA, an executive search firm, presented its recommended process for Cary District 26’s superintendent search at the Committee of the Whole meeting on July 21, 2025, describing a recruiting-focused, board-led search that uses community input and virtual outreach to build a leadership profile and a slate of finalists.
Why it matters: The board selects the superintendent. The vendor’s approach and the board’s decisions about confidentiality, stakeholder involvement and background checks will shape who applies, how candidates are vetted and whether experienced superintendents will pursue the job.
Jane Westerhold and Dr. Ken Arndt of HYA told the board they will interview each board member individually, gather stakeholder input through surveys and focus groups and recruit candidates rather than relying solely on public advertising. "We recruit as much as possible," Arndt said, adding that HYA typically finds that about "75% of the superintendents who are hired where we've assisted boards have been recruited and not just applying because they saw it on a website." Westerhold and Arndt said HYA will present a slate of roughly five to seven candidates for initial screening and then a narrowed set of two or three finalists for deeper interviews tailored to the board’s priorities.
Board members asked about interview structure, confidentiality and background checks. A board member asked whether the board would first interview a larger group and then narrow to two or three finalists; Arndt replied that the initial round would be broader and that later rounds would be "very specific to the candidate." On confidentiality, HYA recommended a confidential search to attract experienced sitting superintendents, noting that many senior candidates will not apply if the search is public. "You will get more experienced superintendents if it's a confidential search," Arndt said.
The consultants described two tiers of vetting: HYA’s preliminary reference checks and a separate, more invasive third-party background check for finalists. HYA recommended using third-party due diligence for at least the top candidate or top three, describing cases where prior background checks had revealed falsified credentials or financial concerns. "We recommend that," Westerhold said of the invasive checks for finalists.
HYA also described a transition/onboarding role: the firm said it will support the board and incoming superintendent through hiring and transition as requested. They also offered to prepare sample, board‑specific interview questions based on the leadership profile and community input.
No formal board motion or vote was taken at the meeting. Board members indicated they understood the process and asked to review details and sample documents. HYA invited board members to email additional questions after the presentation.
Looking ahead: The board will consider whether to retain HYA, decide on confidentiality and determine how broadly to involve stakeholders before the firm begins recruiting and screening.
