The Moore County Board of Education heard presentations Dec. 17 from four superintendent-search firms as it prepares to hire a consultant to lead the search for a permanent superintendent. Presentations came from BWP; McPherson & Jacobson (represented by Dr. White); the North Carolina School Boards Association (NCSBA); and HYA (represented by Ed McCormick). After discussion the board recessed and scheduled a follow-up meeting for Dec. 19, 2025, at 1:00 p.m. to hear a fifth firm and aim to finalize a selection.

Each presenter outlined a multi-step process that included planning and stakeholder engagement, targeted recruitment, candidate assessment and vetting, and finalist interviews. BWP emphasized proactive national recruitment, deep vetting and community engagement and recommended a confidential search to expand the candidate pool. Frank Morgan (BWP) described “intense community engagement, really strong proactive recruitment, and really thorough vetting” as core elements of their approach.

Dr. White of McPherson & Jacobson described a five-phase process that includes video introductions of finalists and post-hire follow-up. She cited regional experience and offered a not-to-exceed cost in the proposal of $35,008.50 and a two-year guarantee that the firm would redo the search at no cost (beyond expenses) if a recommended hire left within two years.

Sam Thorpe, representing the North Carolina School Boards Association, emphasized legal compliance and administrative support: use of a secure online platform for application confidentiality (the presentation referenced a platform spelled inconsistently in the packet and slides), adherence to relevant personnel law, third-party background and degree verification conducted under Fair Credit Reporting Act procedures, and a practice of supplying all application materials to the board rather than screening applicants on the board’s behalf.

Ed McCormick (HYA) described HYA’s national candidate network, an extensive focus-group and survey-driven stakeholder process, portal access for board members to review applicants, and retention statistics the firm cited (HYA said roughly 93% of its placed superintendents remain through their first contract). HYA provided advertising-cost estimates and described anticipated applicant volumes and timeframes for searches.

Board members asked similar questions across presentations about active recruitment approaches, how firms engage internal staff and community stakeholders, timelines (application window length and overall schedule), and candidate vetting practices. Some board members argued for selecting a firm immediately to meet the district’s March leadership transition schedule; others favored hearing the fifth firm and taking a few days to digest proposals. The board recessed to Dec. 19 at 1:00 p.m. to hear the remaining firm and to take a decision then.