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Hospital Authority hires AMN to lead CEO search, outlines candidate priorities and interview cadence
Summary
The Hospital Authority committee engaged AMN Healthcare to conduct a national CEO search, asking for stakeholder intake, 5–6 finalists and multi-hour interview blocks; the board emphasized staff support, partnership-building and long-term facility vision.
AMN Healthcare presented its plan to lead the Hospital Authority's CEO search and asked the committee for input on priorities, time commitments and stakeholder intake. "This is your search that we're executing," Mick of AMN told the committee, framing the firm's role as a partnership to identify and vet candidates.
The firm said it will provide regular updates, request a 90-minute panel presentation when candidates are presented and expects the first-round interviews to require lengthy time blocks: AMN recommended scheduling two-hour windows to evaluate 5–6 candidates with about 90 minutes of interview time each. Julie Dieter, a senior consultant, and Rob Brinkerhoff, AMN's practice leader, joined Mick in outlining roles for sourcing and vetting candidates.
Board members and partners emphasized the qualities they want in a next CEO: broad staff support, strong management skills, political and partnership savvy, a strategic vision for the hospital's future and practical operational experience to optimize an aging facility. "Whoever has this job needs the support of the staff," one board member said, adding that a successful candidate should come from an environment where the departure would be felt.
AMN also asked the committee for stakeholder names and pledged to return for more extensive intake, including day-long sessions with the executive team and community stakeholders. The committee plans a regular two-week meeting cadence for search updates and to provide AMN with the stakeholder list developed during the RFP phase.
The meeting closed with AMN agreeing to follow up individually with committee members for deeper intake, and the board consenting to the general timeline and resource commitments the firm described. The committee approved its previous minutes and then adjourned to a scheduled employee recognition event.
Next steps: AMN will begin intake interviews with board members and stakeholders, provide a candidate timeline, and schedule first-round interview blocks once the search committee confirms availability.
