City human-resources staff presented the commission with the results of an initial screening of applicants for Fort Pierce's vacant city manager job and commissioners agreed to a special meeting to continue the short-listing process.

Human resources manager Jared Sorensen told the commission the city received about 60 applications (including both in-state and out-of-state candidates). After a first pass against the position's minimum qualifications staff identified 24 candidates to whom they sent a 15-question questionnaire; 19 questionnaires were returned on time. Five other candidates met minimum qualifications but did not return the questionnaire.

Why it matters: The city manager is the commission's chief executive and hires and manages the majority of city staff. Commissioners framed the hire as a priority given Fort Pierce's active development agenda, pending capital projects and stated goal of improving city operations.

What staff proposed: Sorensen recommended shortlisting six to eight candidates for in-person interviews; staff said shortlisted candidates would be brought to Fort Pierce for a day of interviews and that background checks and reference checks would follow for finalists. Assistant HR manager Linda Aronsivia said staff had emailed reminders during the holiday posting period and that the majority of questionnaire responses arrived the day before the deadline.

Commissioners' concerns and direction: Commissioners generally asked for more time to review materials and requested additional context. Commissioner Johnson and others suggested the city consider hiring an executive-search firm to reach potential candidates who would not otherwise apply publicly. Commissioners asked staff to research costs and timelines for a national search firm; staff said prior engagements commonly ranged in the mid-five-figures and agreed to return an estimate (commissioners mentioned figures of about $35,000$50,000 as a plausible range).

Process and schedule: The commission agreed to hold a special meeting at 4:00 p.m. Jan. 16 to continue shortlisting and to receive materials requested of staff, including ballpark costs and schedules for contracting a recruitment/search firm. Commissioners said they would use the interval to review the 19 completed questionnaires and the other qualified resumes.

Ending: Staff will return to the commission with the requested recruiter cost and timeframe estimates and the commission will complete shortlisting at the Jan. 16 special meeting. Human resources said background checks and formal reference checks would be conducted only for candidates the commission selects to interview.