Chief Ross Stevens of Public Safety Consultants told the Camden Select Board on June 30 that hiring a police chief requires a multi‑phase recruitment and assessment process tailored to town size and community fit.

Stevens, who identified himself as representing Public Safety Consultants, said the firm prepares a job announcement, advertises broadly (including to Massachusetts chiefs and minority law enforcement associations), screens resumes, requires written essay responses, conducts oral board interviews, and finishes with an in‑person assessment center for the top candidates. “Finding a police chief is is not an easy task,” he told the board, emphasizing both qualifications and “fit for the community.”

The presentation matters because the chief is one of the town’s most visible department heads and the board must balance technical skills — budgeting, grants, labor relations — with community expectations. Stevens said the announcement typically stays open about 30 days, though the board could shorten advertising to three weeks if it wants a faster timeline. He estimated a typical search attracts roughly 16 candidates, with variation based on location and the qualifications the town sets in the posting.

Board members asked about recent references and the cost and time frame. Stevens listed recent Massachusetts searches and said his firm has handled about 50 chief searches in the past three years; he offered to send a written proposal and a list of references. “I’ll send you a proposal, and that will have…a list of the chief searches we’ve done,” he said.

No formal contract or vote was taken at the meeting; the Select Board asked Stevens to provide a proposal and references so members can consider cost and scope at a later meeting.

What’s next: Stevens will send a written proposal and references to the town; the board will review cost and scope and decide whether to hire the firm or run some recruitment phases in‑house before committing to an assessment center.