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Multiple search firms pitch superintendent searches to Cumberland board; committee schedules decision for next meeting
Summary
Four national and regional superintendent-search firms presented methodologies and timelines to the Cumberland County Board of Education committee, emphasizing stakeholder input, diversity sourcing and candidate vetting. The board deferred selection to future discussion and will vote at the next meeting.
Representatives from five search firms and two professional organizations presented superintendent-search proposals to the Cumberland County Board of Education committee on Jan. 30. Firms described outreach, stakeholder engagement, candidate vetting and guarantees if an early departure occurs.
Connie Collins represented Hazard, Young, Attea & Associates (HYA) and described a four-phase nationwide recruitment model emphasizing stakeholder surveys, listening sessions, a leadership profile report and active recruiting of candidates identified by the firm. HYA noted a guarantee to re-run recruitment under some departure scenarios.
Barry Carroll presented McPherson & Jacobson’s national search approach, highlighting transparency, founder-led vetting and a multi-day on-site stakeholder process. He cited the firm’s track record and a two-year replacement guarantee for departures in certain circumstances.
Katie Cornetto presented a proposal from a North Carolina-based firm (Scribe/appointé law practice) that combines legal and search services; she cited background checks through a third-party vendor (TransUnion) and an emphasis on confidentiality and contract negotiation support.
Aracie Adkins represented Summit Search Solutions, a boutique firm headquartered in North Carolina, and emphasized human-resources-led behavioral interviewing, targeted passive recruitment, diversity sourcing and a high-touch outreach strategy for passive candidates.
Board members asked about advertising packages, candidate vetting (including social-media and criminal/financial background checks), community engagement and the firms’ track records with similar-sized districts. Firms described layered due diligence: national recruitment, reference checks, deep background checks on finalists, social-media screening and community stakeholder processes that mix in-person and virtual listening sessions.
Why it matters: The search process will determine the district’s next top executive and set priorities for district strategy, bargaining and community relations. The committee received the proposals and agreed to place the item on the full board’s discussion agenda for the next meeting.
What’s next: The board will review written proposals and reference checks, perform additional due diligence as desired, and vote on a search firm at an upcoming meeting.
