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Council approves up to $30,000 to hire recruiting firm for senior planner search
Summary
The Common Council approved a transfer of up to $30,000 from contingency to pay a recruitment firm and possible relocation costs as the city seeks to fill a senior planner position deemed critical to development services.
The Marshfield Common Council on May 13 approved a budget resolution to transfer up to $30,000 from contingency to the city administrator’s professional‑services account to cover recruitment services and potential relocation costs for a senior planner position.
City Administrator Steve Bard and interim HR comments summarized the need: the city currently lacks full planning staff, including a senior planner and a director, and council and staff described the senior planner role as an immediate priority for handling plan‑commission duties and development reviews.
The planned procurement model discussed is a contingency (success‑fee) recruitment contract. Bard said contingency recruiters typically charge 20–25% of the candidate’s first‑year salary and pursue both active and passive candidates. Sarah, the human resources director, who led the recruitment discussion at the finance committee, told council members the firms can structure guarantees — prorated payments, a one‑year replacement guarantee, or limited refunds if a hire departs quickly — and that the city attorney would review contract terms.
Why it matters: Council members said filling the senior planner post would restore in‑house capacity for long‑range planning and development services, reducing reliance on outside firms. Bard and staff said the contingency model reduces upfront cost because payment occurs only on a successful hire.
Council action: Alderman Karan moved, and Alderman Delos seconded, approval of budget resolution 16‑2025 to transfer up to $30,000 from contingency to the city administrator’s professional‑services account for recruitment services. The motion carried on voice vote.
Next steps: Staff said they will negotiate contract terms that include appropriate guarantees and report back on scope and any hires. Bard noted the approach could be applied to other hard‑to‑fill positions but that high‑level executive searches often require a retained (upfront) search firm rather than contingency-only arrangements.
