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Two search firms pitch superintendent search services to Atlantic board; Rain Associates and HYA outline timelines and guarantees
Summary
Rain Associates and HYA each gave detailed presentations about executing a superintendent search, emphasizing stakeholder engagement, video interviews, robust vetting and post-placement support; the board will discuss firm selection at an Oct. work session.
At the Sept. 11 Atlantic Comm School District board meeting two executive-search firms presented competing superintendent-search approaches and answered board questions.
Rain Associatesrepresentative Greg Bon H opened with a self-introduction and described his 40 years in education. He outlined a phased search process that includes building a district profile through stakeholder interviews and surveys, aggressive recruiting (including national outreach), standardized video interviews of semifinalists, deep background and social-media vetting, and a two-year guarantee to redo a search if a placement departs early. "Choosing a superintendent is the most important thing that a board does," he told the board, stressing fit and sustained follow-up with placed superintendents.
In the later presentation, HYA representatives (Carrie, Bla McCann, Lynn Bur and Kiri Ferrero) described a signature, customizable four-phase search: engagement (profile building and stakeholder meetings), recruitment (using a network of 135 associates and a 6,000-candidate database), vetting (video interviews and assessments) and selection/transition (implementation support and post-placement follow-up). HYA provided a fixed-fee proposal with a base fee of $14,950 and a maximum not-to-exceed figure of about $18,900 including travel reimbursements and a $1,000 contractual fee.
Board members asked both firms about retaining candidates from out of state, timelines (8—12 weeks typical but flexible), how to evaluate candidates for retention and community fit, and whether the firms provide portals and asynchronous viewing of video interviews for board members. Both firms emphasized stakeholder engagement, tailored interview processes and tools to reduce "surprises" from candidate backgrounds.
Why it matters: The board is preparing to replace its superintendent and needs a firm that can build community input into hiring, vet candidates thoroughly and help negotiate contracts. Both firms emphasized retention and transition supports as central to their approaches.
Next steps: Board members said they will discuss firm selection at a Sept. 25 work session and may add an action item to a future meeting to hire one of the firms.
