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Boone City narrows city manager search after three recruitment firms present proposals
Summary
Three recruiting firms presented proposals for Boone City’s city manager search; commissioners praised different strengths and deferred a final choice while agreeing to continue background checks on shortlisted candidates. The commission emphasized active outreach and cost, and asked staff to return with a recommendation at the next meeting.
Boone City commissioners heard presentations from three executive-search firms on their proposals to lead a city manager recruitment and took no final vote, instead asking staff to continue background work on shortlisted candidates and return with a recommendation.
The issue mattered because the city council must replace a recently departed manager while also coping with limited administrative capacity. Jerry Richards of the Michigan Municipal League (MML) described a tiered offering focused on statewide municipal experience and a traditional search process. “Our typical service is $18,500 for members,” Richards told commissioners, and said MML’s vetting includes criminal and financial background checks and verification of employment and degrees.
Pivot Group principal James Freed emphasized direct solicitation and an aggressive outreach model focused on passive candidates who do not regularly monitor job boards. “You really have to actively recruit,” Freed said, noting housing-market and geographic constraints that make relocation harder for many candidates. His firm offered a lower-fee, highly focused model with advertising expense estimates in the $500–$700 range and a typical timeline of roughly eight to ten weeks to present finalists.
Amy of YoYo HR Advisory Solutions said her firm brings a multi-person team, community-engagement tools and a full assessment process that can include recorded video interviews, community and staff panels, and onboarding support. Her full-service package was presented at approximately $19,500 with tiered lower-cost alternatives available.
Commissioners asked comparable questions about guarantees, background-investigation depth, travel and advertising costs, and how each firm would expand the candidate pool. Several commissioners said they favored Pivot’s direct outreach; others noted the value of MML’s municipal experience and YoYo’s broader, team-based approach. No motion to award a contract was passed; several commissioners said they preferred to consider staff recommendations and return with a decision at the next meeting.
The commission also directed staff to continue background screening for named shortlist candidates, and to preserve careful documentation of references and any red flags identified during vetting. The next procedural step is for staff to compile findings for the commission and return to take a possible selection vote at an upcoming meeting.
