The Melbourne Beach Commission voted Nov. 21 to invite five candidates for in-person interviews for the town manager job and set a full-day interview process for Dec. 19.

The commission’s decision followed a presentation from recruiter Jim Deegan of MGT, who described an eight-week search that drew about 70 applications from 17 states, including 53 from Florida. Deegan told the commission his firm screened applications, conducted reference checks and identified seven candidates they recommended for consideration; he said it is common in his practice to narrow that list to three to five interviewees so the commission can conduct deeper, manageable interviews.

"We got 70 applications from 17 different states. Fifty-three of them were from Florida," Deegan said, describing the firm’s outreach and vetting. He told commissioners the advertised salary limited some applicants and that the firm had interviewed eight people but one withdrew, leaving seven qualified recommended candidates.

Commissioners debated whether to interview all seven recommended candidates or pare the list to a smaller number. One commissioner warned that leaving candidates off the initial interview list can make it difficult later to "go back to the well" if someone withdraws, while others argued a smaller group allows more focused questioning.

After discussion and public comment, the commission voted to invite five candidates to interview. The motion listed the candidates by packet number and name as in the search materials: candidate number 1 (David Bridal), candidate number 2 (Sherry Burrows), candidate number 3 (Lisa Frazier), candidate number 4 (Amory Smith as listed in the packet), and candidate number 5 (Tim Thomas). The motion carried by voice vote; the mayor reported the result as unanimous.

A member of the public, local applicant Terry Wooldridge, asked the commission to consider his application; he described his management experience in Brevard County fire and airport operations and asked that his package be compared to the selected pool. The commission discussed but did not reopen the vote; the recruiter said the commission may request additional packets if they wish, and multiple commissioners asked staff to make selected application packets available for review.

The commission also agreed on the logistics for interviews. Deegan recommended— and commissioners accepted—a sequestered (quarantined) interview day in which each candidate answers the same set of consolidated questions. Commissioners will submit suggested questions in advance to the town attorney, who will consolidate them; those consolidated questions will be given to the commissioners the morning of interviews and read aloud for each candidate, but not released to candidates beforehand. The commission set a proposed Dec. 19 start, with interviews beginning at 9 a.m., roughly one hour per candidate with short breaks and a lunch break.

What the motion does and next steps
The vote formally authorizes staff to invite the five named candidates for in-person interviews and directs the town attorney and recruiter to prepare the interview logistics described above. Commissioners said they expect to complete interviews and return with a candidate recommendation and any contract details at a subsequent meeting.

Quotes and claims
- "We got 70 applications from 17 different states. Fifty-three of them were from Florida," said Jim Deegan of MGT, describing the applicant pool.
- Local applicant Terry Wooldridge told commissioners he had met the search criteria and asked that his application be reviewed against the selected finalists.

Meeting outcome and vote
- Motion to use informal procedures for the meeting: approved by voice vote (reported 5-0). (procedural)
- Motion to invite five candidates for interviews (as read on the record): approved by voice vote (reported unanimous). (action)

Context
The commission hired MGT to lead the executive search for town manager earlier in the recruitment process. Commissioners emphasized both operational experience (budget, capital projects, public works knowledge) and cultural fit when considering finalists. Deegan told commissioners the salary cap for the position (referenced in discussion as $120,000) influenced applicant interest; he said the firm performed reference and internet checks and found no disqualifying issues among the seven recommended candidates, though he noted one candidate had a resignation-tenure item in 2015 that appeared to have been dismissed in subsequent review.

Next steps
Staff and the town attorney will consolidate commissioner-proposed interview questions, coordinate final scheduling and provide candidate packets the commission requested. Interviews are planned for Dec. 19 starting at 9 a.m., with the commission reserving time to deliberate and, if appropriate, take follow-up steps on the successful finalist.