Ad Hoc Executive Director Hiring Committee Meeting Agenda

Transcription

1 Ad Hoc Executive Director Hiring Committee Meeting Agenda Date: Wednesday, August 23 rd, 2017 Time: 2:30 p.m. 4:00 p.m. Location: Elliott Bay Room (Economy Building) Committee Members: Rico Quirindongo (Chair), Matt Hanna, Gloria Skouge, Colleen Bowman, Jim Savitt, Mark Brady 2:30pm I. Announcements Chair 2:35pm II. Public Comment 2:45pm III. Interview: Fred Pabst, Herd Freed Hartz Fred Pabst 3:30pm IV. Public Comment 3:45pm V. Concerns of Committee Members Chair 4:00pm VI. Adjournment Chair Pike Place Market Preservation & Development Authority (PDA) pikeplacemarket.org P: F: Pike Street, Room 500 Seattle, WA 98101

2 Questions Provided in Advance To Consulting Firms 1. What is the consultant s approach and process? 2. What vehicles do the consultant s use to get the word out? 3. What would the consultant recommend regarding defining the parameters of the search? 4. Who will the PDA s primary point of contact be with the consultant firm? 5. What is the consultant firm s availability? 6. What is one or more examples of the consultant firm s past success that would be relevant to the PDA as we prepare for this engagement? 7. What are a minimum of two references the consultant may provide from their past successes that we may contact? 8. What is their cost structure and expected expenses for a search of this type and scale? Pike Place Market Preservation & Development Authority (PDA) info@pikeplacemarket.org pikeplacemarket.org P: F: Pike Street, Room 500 Seattle, WA 98101

3 Additional Questions Pike Place Market - Executive Director 1. What is the consultant s approach and process? Our approach is to design, in partnership with Pike Place PDA, an executive search process that results in the strongest, most diverse and inclusive process possible. This starts by speaking with the key stakeholders as identified by the committee, seeking their input for the position specification/profile. This document, once approved by your Search Committee, will be used in our outreach efforts to targeted candidates and will serve as both a marketing tool and screening instrument for the opportunity. In terms of the search process, after meeting with both internal and Seattle community stakeholders and spending time with the Search Committee we will recommend a process for consideration that is customized, matches your current organizational culture, and will lead to a quality hire. We will work in close partnership with the Search Committee throughout the process and will be on-hand to facilitate the screening and final interviews. We ensure that professional references and a comprehensive background check is complete before the hire and announcement are made. 2. What vehicles do the consultants use to get the word out? Unlike many firms, we do not rely on postings. We recruit passive candidates for the search engagements we lead, reaching out to candidates who closely match the developed specifications directly to assemble the best pool possible. This is done through utilizing our comprehensive network, exhaustive research and direct candidate outreach via phone and . We also utilize social media where appropriate to build your candidate pool. 3. What would the consultant recommend regarding defining the parameters of the search? We are a retained boutique firm based here in Seattle. While we do a fair number of executive searches in other states, the majority of our work is for Puget Sound Area clients who desire a national search with a local focus. There is a great deal of talent in the Pacific NW, and we could ideally attract an individual

4 that not only possesses the executive talent and local contacts you may seek for this role, but also has familiarity, passion and an affinity for the Market. The Market is an iconic part of the life of the city and we would be focused on candidates who appreciate and honor the impact of the Market on our community. 4. Who will be the PDA s primary point of contact be with the consultant firm? Fred Pabst and Scott Rabinowitz, both Partners with HFH, would be lead this search and would serve as single points of accountability for this engagement. 5. What is the consultant firm s availability? We are available immediately to begin this engagement at the Search Committee s request. While we are leading other key searches in our region, we balance our workloads effectively and will remain responsive to the Committee s needs throughout the process. We are also available to attend in person for meetings as we are located only five blocks away from the Pike Place Market PDA s office. 6. What is one or more examples of the consultant firm s past success that would be relevant to the PDA as we prepare for this engagement? Below are a few recent and relevant examples of successful executive search processes that we have led: Executive Director, Port of Seattle (current search) Chief Executive Officer, Northwest Harvest Executive Director Pilchcuk School of Glass Chief Executive Officer, Art with Heart Chief Financial Officer, US Program, Bill & Melinda Gates Foundation 7. What are a minimum of two references the consultant may provide from their past successes that we may contact? Tracia Luh CFO, US Program Bill & Melinda Gates Foundation tracia.luh@gatesfoundation.org

5 Phone: Tracia ( Trae ) is a candidate we placed at the Gates Foundation, as well as a Board Member for The Seattle Y (HFH is currently leading their executive search for a Chief Human Resources Officer). Kathy Brown Board Member Northwest Harvest kbinrb@gmail.com Phone: Kathy was the Search Committee Leader for the recent executive search for NW Harvest s CEO. Karianne Fallow Chief Executive Officer United Dairymen of Idaho / Dairy West kfallow@udidaho.org Phone: Karianne has been both a candidate and a client. We worked closely with her Board of Directors to place her with UDI a few years back, and she has since retained HFH on several occasions to help her build out her Leadership Team. 8. What is their cost structure and expected expenses for a search of this type and scale? Our fee is typically 33% of 1 st year estimated compensation. Please note - When working with public sector and nonprofit organizations we prefer to determine a mutually agreeable, discounted flat fee. We never charge for marketing, food, research, administrative costs, etc. Travelrelated expenses, if any, will be approved in advance and either handled directly by the client or passed through by HFH without mark up.

6 E x e c u t i v e S e a r c h S e r v i c e s O v e r v i e w A u g u s t Fred Pabst, Partner /fred@herdfreedhartz.com

7 Over 90% of our search projects are from repeat clients or referrals for a reason P ROV EN Since 2001, we are honored to have over 300 clients choose to retain our search firm across a wide mix of industries and functional leadership roles. NATIONWIDE REACH / LOCAL EXPERTISE We know the Northwest backyard well, but have the ability to pull nationwide talent for all searches. Living, working and playing in the Seattle area also helps us sell relocation to distant candidates. RESULTS Our average Time to Selected Candidate metric is only 37 days. This means we deliver recruiting quality AND speed. 1

8 A Few Northwest Clients Who Work with HFH 2

9 Selected Search Examples Nonprofit/Public Sector Executive Director (current) Senior Director Human Resources Chief Executive Officer (CEO) Chief Financial Officer, US Program Accounting Manager ( Multiple additional management ro les) 3

10 Selected Search Examples (cont.) Chief Executive Officer (CEO) Chief Executive Officer (CEO) Chief Financial and Administrative Officer 4

11 We believe CULTURE FIT matters most C a n d i d a t e A s s e s s m e n t f o c u s i n g o n t h r e e ke y a r e a s : C U LT U R E F I T: Va l u e s M i s s i o n / D r i v e Te a m a p p r o a c h C O M P E T E N C I E S : K e y r o l e o p e r a t i o n s C o m p l e x i t y & s c a l e E d u c a t i o n & t r a i n i n g T R A C K R E C O R D : To p 3 o u t c o m e r e s u l t s P r o v e n & t r u s t e d P o s i t i v e r e f e r e n c e s 5

12 We believe UPFRONT STRATEGY Saves Time D efining success and a game p lan together p ro vides c larity and alignment. D i s c o v e r y p ro c e s s : W e m e e t w i t h a l l o f y o u r k e y s t a k e h o l d e r s ( B o a r d, S e a r c h C o m m i t t e e, s t a f f a n d c o m m u n i t y p a r t n e r s ) t o l e a r n w h a t m a k e s y o u r o r g a n i z a t i o n, y o u r c u l t u r e, a n d t h i s r o l e u n i q u e. T h e s e c o n v e r s a t i o n s, a l o n g w i t h o t h e r p o s i t i o n a n d o r g a n i z a t i o n i n f o r m a t i o n, w i l l b e r e f l e c t e d i n a c o m p r e h e n s i v e p o s i t i o n s p e c i f i c a t i o n t h a t c o n t a i n s a n i d e a l c a n d i d a t e p r o f i l e.. O u tcomes vs. Activities: W e f o c u s o n t h e r o l e s k e y o u t c o m e s i n t h e f i r s t y e a r w h i c h p r o v i d e s c l a r i t y a n d f o c u s i n c a n d i d a t e a s s e s s m e n t. D i v e rs i t y / I n c l u s i o n : W e h a v e a r e p u t a t i o n f o r s u c c e s s f u l l y p r o v i d i n g d i v e r s e c a n d i d a t e p o o l s f o r o u r c l i e n t s. A s s e s s m e n t : B e h a v i o r a l p r o f i l e a s s e s s m e n t o p t i o n s f o r t h e t e a m. M u t u a l e x p e c t a t i o n s : C l a r i f y r o l e s a n d p r o c e s s t o e n s u r e w e p a r t n e r w e l l t o g e t h e r. 6

13 We believe in the art of great STORYTELLING We u n d erstand that we are a reflection o f yo u r o rganization and s e r ve as an extension o f yo u r b rand in the marketplace. S t a n d o u t f ro m t h e p a c k : I t s a n o i s y j o b m a r k e t t o d a y. W e d e v e l o p y o u r u n i q u e s t o r y t o c a t c h a t t e n t i o n a n d e n g a g e s t r o n g c a n d i d a t e s n o t a c t i v e l y l o o k i n g. E x p e r i e n c e d exe c u t i v e s e a rc h te a m : T h e r e c r u i t e r y o u m e e t w i l l b e t h e o n e t o o w n t h e s e a r c h a n d t e l l y o u r s t o r y i n t h e m a r k e t. C a n d i d a te ex p e r i e n c e : W e s e r v e a s b r a n d a m b a s s a d o r s, a n d e n s u r e a l l c a n d i d a t e s, i n c l u d i n g a n y i n t e r n a l c a n d i d a t e s ( i f a p p l i c a b l e ), h a v e a p o s i t i v e e x p e r i e n c e. B e s t p ra c t i c e s : A s a l o n g - t e r m p a r t n e r, w e c a n a l s o o f f e r y o u r e c r u i t i n g i n s i g h t a n d t i p s t h a t c a n h e l p y o u i n y o u r o v e r a l l r e c r u i t i n g e f f o r t s f o r o t h e r p o s i t i o n s. 7

14 Typical Timeline & Deliverables Tw o weeks a f te r We e k 3 + : W e e k l y 8 5 d a y s : A v e r a g e 30/90/180 days k i c ko f f m e e t i n g : D r a f t j o b d e s c r i p t i o n f o r y o u r r e v i e w. s e a r c h u p d a t e s a n d s o u r c i n g u n t i l t h e r o l e i s f i l l e d. T i m e t o F i l l f r o m k i c k o f f t o o f f e r a c c e p t a n c e. a f te r s t a r t d a te : C a n d i d a t e c h e c k - i n t o e n s u r e o n b o a r d i n g s u c c e s s. Search Kickoff Weekly Updates Offer & Onboarding Post Search Follow-up 2 w e e k s a f te r d e s c r i p t i o n a p p ro v e d : I n i t i a l c a n d i d a t e r e v i e w m e e t i n g f o r c a l i b r a t i o n a n d f e e d b a c k. 3 7 d a y s : A v e r a g e T i m e t o C a n d i d a t e f r o m k i c k o f f t o d a t e c a n d i d a t e p r e s e n t e d w h o w a s h i r e d. O f fe r s t ra te g y : P a r t n e r c l o s e l y o n o f f e r d e t a i l s a n d m u t u a l e x p e c t a t i o n s t o l a n d t h e f i n a l i s t y o u w a n t. 8

15 Executive Search Terms Overview We align our goals to develop a long -term partnership and mutual trust. S e a rc h fe e : T y p i c a l l y 3 3 % o f 1 st y e a r e s t i m a t e d c o m p e n s a t i o n. P l e a s e n o t e - W h e n w o r k i n g w i t h p u b l i c s e c t o r a n d n o n p r o f i t o r g a n i z a t i o n s w e p r e f e r t o d e t e r m i n e a m u t u a l l y a g r e e a b l e, d i s c o u n t e d f l a t f e e. Pay m e n t te r m s : S p l i t i n t o t w o e q u a l p a y m e n t s - I n i t i a l r e t a i n e r t o g e t s t a r t e d ; S e c o n d p a y m e n t u p o n f i n a l o f f e r a c c e p t a n c e. S e a rc h e x p e n s e s : W e d o n t c h a r g e f o r m a r k e t i n g, f o o d, r e s e a r c h, a d m i n i s t r a t i v e c o s t s, e t c. Tr a v e l - r e l a t e d e x p e n s e s, i f a n y, w i l l b e a p p r o v e d i n a d v a n c e. G u a ra n te e : O n e ( 1 ) y e a r r e p l a c e m e n t g u a r a n t e e a s w e s t a n d b y o u r w o r k a n d s c r e e n c a n d i d a t e s f o r a l o n g - t e r m c u l t u r e f i t. 9

16 Search Team Bios Fred has over 20 years of experience in executive recruiting and serves as Herd Freed Hartz s Public Sector & Nonprofit Practice leader. He has successfully placed executives in a wide range of industry environments working in-house and with retained executive search firms. F r e d P a b s t P a r t n e r Prior to joining Herd Freed Hartz in 2010, Fred was Director of Business Development for Carena, Inc., a Seattle-based health care company. Before this he was Manager of Corporate Relations in the Internal Communications Department and an Executive Recruiter at Washington Mutual. Prior to joining WaMu, he was Executive Vice President and Public Sector Practice Leader for Waldron & Company where he also provided corporate-sponsored outplacement and executive coaching services. Fred holds Bachelor's and Master's Degrees in Psychology from San Diego State University, and is certified as a Senior Professional in Human Resources (SPHR). He is a past president of the Seattle Chapter of the Society for Human Resource Management (SHRM), as well as the Bainbridge Schools Foundation and has served on several other not-for-profit boards. Fred continues to be active in the community, serving on the Pacific Northwest Regional Council of San Diego State University and as a leader of the Port Madison Trails Team. Fred lives on Bainbridge Island with his wife and two sons. 10

17 Search Team Bios Scott brings over 16 years experience in the executive search industry and serves as a strategic recruiting partner to recruit top executives. He combines a strong national and international network. Locally Scott has partnered with companies as diverse as T-Mobile, Premera, and the Pilchuck School of Glass to fill critical senior leadership roles ranging from Board members, C-level executives, and strategic functional leaders. Scott Rabinowitz Partner Prior to joining Herd Freed Hartz, Scott served 5 years as Executive Vice President and Managing Director building out DHR International's Seattle office. DHR International is a top 5 retained executive search firm with over 50 offices worldwide and a client base that includes some of the world's top companies. Prior to joining DHR, Scott was Recruiting Manager for Discus Dental Inc, a leading dental products manufacturing company based in Los Angeles. Scott began his search career in New York with a series of boutique firms where he gained experience in the Technology, and Banking sectors. Scott earned his Bachelor of Arts from New York University. Scott is active within the Seattle community and serves on the Board of the Hope Heart Institute, PONCHO and the Seattle chapter of the Association for Corporate Growth. In addition Scott is a proud member of Vistage an international executive leadership organization and is a member of the Zino Society where he coaches startup companies on talent acquisition strategy. Scott is the father of his talented and amazing daughter Sadie. 11