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Prosper ISD trustees hear two executive-search firms as district seeks next superintendent
Summary
At an April 20 board meeting, trustees heard 15-minute presentations from two firms vying to run Prosper ISD’s superintendent search. Firms outlined vetting practices, stakeholder engagement plans and fees: one firm proposed a $15,000 flat fee, while JG Consulting offered a negotiable baseline of $40,000 and emphasized proprietary data tools.
The Prosper Independent School District board of trustees heard presentations from two executive-search firms on Monday as the district advances its search for a new superintendent.
Board President Bill Beavers opened the meeting and introduced the firms, saying trustees would hear qualifications and ask questions after each 15‑minute presentation. Ross Mitchell, presenting with partner Lisa Kras, described a boutique school‑law practice that conducts executive searches. Mitchell said the firm’s process emphasizes stakeholder listening circles, behaviorally based interview questions and reference checks, and he said the firm charges a flat fee of $15,000 including expenses.
"We charge 15,000 for as a flat fee, and that does include expenses," Mitchell said, later describing how his team screens candidates with referees and background conversations to surface potential conflicts or board‑superintendent issues.
JG Consulting, represented by James Gera and Dr. Hinojosa, described a broader, full‑service recruitment and transition offering. Gera said the firm uses a proprietary scorecard that pairs national accountability and NCES datasets to verify candidate claims about performance and to build a leadership profile tailored to Prosper. He said the firm will conduct multilingual community engagement and produce a market analysis and compensation recommendation. Gera described the firm’s baseline cost as $40,000, but added the fee is negotiable.
"Our baseline cost is 40,000. But what I would say ... it's negotiable," Gera said, and he emphasized the firm's capacity to handle onboarding and governance training after placement.
Board members asked both firms detailed questions about vetting for undisclosed issues, use of personality or cognitive testing, how many concurrent searches each firm manages, and how the firms tailor outreach to a fast‑growth, high‑performing district. Both firms said they conduct media scrubs and third‑party background checks in later finalist stages and use interviews and referees to identify red flags.
The board recessed to closed session after the presentations to continue private deliberations about the search process. The trustees did not take a public vote on selecting a firm at this meeting.
