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Committee hears AMN pitch for CEO search; firm outlines timeline, candidate protections and costs
Summary
An executive search firm, AMN/BE Smith, presented a nationwide CEO search plan including stakeholder intake, a prospectus, a multi-week recruitment timeline, confidentiality safeguards under Tennessee Open Meetings law, and a promise to send cost and reference materials.
Members of the Hospital Authority ad hoc search committee heard a presentation from AMN/BE Smith about conducting a nationwide CEO search for Nashville General Hospital. The AMN team described a staged process that begins with stakeholder intake and a prospectus, proceeds to active national recruiting and multiple rounds of interviewing, and culminates with three finalists brought on-site for full-day interviews.
Mick Rule, a principal partner with BE Smith / AMN Healthcare, summarized the planned timetable and milestones, saying the firm expects to bring candidates forward to the search committee between roughly 75 and 90 days after launch and anticipated the firm-controlled portion of the process up to offer acceptance would take about 120 to 140 days. Hasham (Hisham) Siddiqui, AMN consultant and front-end recruiter for the search, described sourcing priorities that begin locally and extend nationally while emphasizing cultural fit and feasibility of relocation.
AMN outlined standard recruiting steps: a prospectus developed from stakeholder interviews; a market campaign combining postings, network outreach and direct recruiting; an initial qualifiying interview stage (up to about 45 days), then more intensive fit interviews, and a first-round interview block where the committee would interview 5–6 candidates. AMN said it typically presents between seven and ten candidates and asks the committee to interview five or six, then select three finalists for on-site evaluation.
The AMN team addressed confidentiality and Tennessee’s Open Meetings Act. Committee members raised concerns that public meeting requirements complicate confidentiality for candidates who do not want their current employers to learn they are exploring other opportunities. AMN said it has experience working with public entities, can redact candidate details when appropriate, and will coordinate with the committee and Metro Legal to protect sensitive information until finalist names become public.
AMN also said it would provide behavioral assessments for the three finalists, a side-by-side comparison of assessment findings, and market compensation data. The firm agreed to send a written cost proposal and references by the end of the business day following the meeting. Committee members asked AMN to include examples of work with safety-net hospitals, academic medicine partnerships and organizations with HBCU ties.
The committee discussed two existing vendor options: AMN (a current hospital vendor through a 2014 RFP) and Insight Global (a Metro-selected vendor). Committee leaders said the group would likely decide which search firm to engage at its next meeting and that running a new procurement process could add at least three months.
Ending: AMN will provide a written cost proposal and references; the committee will consider its options and expects to decide whether to engage a search firm at the next meeting.
