201 S. Anaheim Blvd.
Suite 501
Anaheim, CA 92805
Tel: (714) 765-5111
Fax: (714) 765-5215
www.anaheim.net
CITY COUNCIL AGENDA REPORT
City of Anaheim
HUMAN RESOURCES DEPARTMENT
DATE: FEBRUARY 24, 2026
FROM: HUMAN RESOURCES DEPARTMENT
SUBJECT: CITY MANAGER RECRUITMENT PROCESS
ATTACHMENT (Y/N): NO ITEM # 18
GOVERNMENT CODE § 84308 APPLIES: NO
ACTION:
This is a discussion item for the City Council to provide direction to the Human Resources Director on the recruitment process for the position of the City Manager for the City of Anaheim.
DISCUSSION:
At the February 3, 2026 meeting, various members of the City Council requested a nationwide recruitment process to fill the vacancy of the City Manager position as well as discussion to consider the recruitment process.
The City Manager is one of the most critical leadership roles in the City, responsible for implementing City Council policies, overseeing city operations, and stewarding public resources. Article VI of the City Charter provides that the City Manager serves as the Chief Administrative Officer of the City and is appointed directly by and serves at the pleasure of the City Council. It further provides that the City Manager shall be chosen on the basis of qualifications, with special reference to actual experience in, and knowledge of, accepted practice in respect to the duties of the office as set forth in Section 604 of the City Charter.
Given the critical role of the City Manager, it is important that the recruitment process be aligned with Council’s vision and expectations. Early direction from Council regarding transparency, timeline, and process structure will support a process that is deliberate, transparent, equitable, defensible, and appropriately confidential.
This report outlines key considerations, best practices and options and considerations for Council discussion.
Timeline: A typical executive recruitment ranges from three months to five months, depending on the scope, engagement strategies, selection process, pre-employment requirements, background investigations, contract negotiations, and final approval at a public meeting. Council may wish to provide direction on the desired timeline.
City Manager Recruitment Process
February 24, 2026
Selection of an Executive Recruitment Firm: During the February 3, 2026 Council meeting, members of the City Council expressed their interest in a nationwide executive search. It is common for cities, especially those similar in size and complexity, to retain an executive recruitment firm, and the City has historically followed this approach and recommends maintaining this practice. Council should consider whether the firm shall be by RFP or RFI and who shall select the firm, the City Council or Human Resources.
Executive recruitment firms have extensive experience recruiting city managers, confidential outreach to currently employed candidates, and access to a broader and more diverse candidate pool. Moreover, the process is independent and reduces the perception of any influence.
Develop Candidate Profile – Council may wish to highlight key core competencies or reserve conversation with the executive recruiter. Areas could include experience, qualifications, leadership qualities and style, policy implementation philosophy, fiscal stewardship, organizational culture priorities, expectations, and community and business relations and involvement. Communication now or later is imperative to developing a candidate profile for recruitment.
Level of Stakeholder Involvement – Council may determine the appropriate level of stakeholder input. If any, Council may wish to discuss and identify stakeholders and clarify whether stakeholder input should be limited only to early stages that include defining the ideal candidate profile and shared priorities or participation in later phases.
Structured input could include confidential surveys, small group sessions, and meet and greet with the recruiter. The advisory panel could include the executive team, community leaders, and business stakeholders. It is important to provide that interaction with candidates in later stages can risk confidentiality and deter highly qualified applicants from applying, thereby narrowing the pool of qualified candidates.
Community Meetings – Council may wish to discuss whether community engagement should be incorporated. Community meetings may be used to build the candidate profile and identify community priorities.
Establishing a clearly defined recruitment framework supports transparency, organizational continuity, governance integrity, and strengthens city and community confidence in the process. The City Council may wish to direct the Human Resources Director to proceed within best practices and/or provide direction in areas such as retention of an executive recruiter, confidentiality parameters, transparency expectations, extent of stakeholder and employee involvement, level and format of community engagement, and the timeline Council aims to achieve.
City Manager Recruitment Process
February 24, 2026
IMPACT ON BUDGET:
Costs will vary depending on Council’s direction. An executive recruitment is estimated to be $50,000 - $65,000+ and generally includes contract cost, travel, meeting facilitation, advertising and outreach, and pre-employment screening and testing. Additional costs may be incurred post candidate selection and depending on the scope of Council’s direction.
Costs will be absorbed in the Administration FY 25/26 budget.
Respectfully submitted,
Linda N. Andal
Human Resources Director