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Board hears two finalists’ approaches to superintendent search process
Summary
Two search-consultant teams — MABE and Hazard Young Atia (HYA) — presented competing approaches to conducting a superintendent search for Queen Anne's County Public Schools. Presenters emphasized confidentiality, stakeholder engagement, and differing recruitment and fee models.
Queen Anne's County Board of Education members heard competing proposals on Feb. 5, 2025, from the Maryland Association of Boards of Education (MABE) and Hazard Young Atia (HYA) on how to run a search for the district's next superintendent.
MABE’s executive director Milton Nagel, joined by retired Caroline County superintendent Dr. Shirley, described a process that emphasizes confidentiality, stakeholder input and compliance with Maryland certification requirements. “Overall, this is one of your biggest responsibilities,” Nagel said, adding that boards should build a timeline that allows a signed superintendent contract on or before July 1 to meet state approval requirements. Nagel told the board MABE designs a budget for each search and does not maintain a passive database of candidates; consultants recruit actively but do not preselect finalists without board direction.
HYA associates Monica Brown and Daryl Williams outlined a national search model that includes a larger recruiting network, structured stakeholder focus groups and several advertised recruitment packages. Brown described the search in four phases — “engage, recruit, select, and transition” — and said HYA will present a leadership profile, recruit nationally and assist with finalist interviews, background checks and a transition plan for the new superintendent. HYA said it will continue recruiting until the board hires a candidate and offered optional add-on services including enhanced advertising and third-party background checks.
Both teams addressed legal and logistical constraints: MABE highlighted the need to screen candidate certification under COMAR and MSDE rules and flagged the July 1 deadline for a signed employment agreement; HYA described advertising packages and an optional deep background check performed by an outside firm. Both teams said confidentiality is necessary for candidates currently employed elsewhere.
Board members asked about cost, scope and how much control the board keeps over candidate review. Nagel said MABE charges a fixed fee based on the agreed scope and does not present pricing in a one-size-fits-all format. HYA provided sample package pricing for advertising and vetting services in its proposal and said a full-service search including advertising, stakeholder engagement and background checks can run into the mid five figures depending on selected options.
No formal action was taken during the presentations. The board may decide at a later meeting whether to hire a consultant and which scope or vendor to select.
