CITY OF PACIFICA
COUNCIL AGENDA SUMMARY REPORT
11/17/2025
1 SUBJECT:
Selection of Executive Recruitment Firm to Conduct City Manager Recruitment RECOMMENDED ACTION:
Consider Recommendation from City Manager Recruitment Ad Hoc Committee Regarding Retention of Executive Search Firm for the Recruitment of the New City Manager; By Motion, Authorize City Manager to Enter into Agreement with Council-Selected Firm; Provide Direction on Process and Timeline for Recruitment and Development of Candidate Profile; and Authorize the Ad Hoc Committee to Take further Actions as Directed Related to the Recruitment Process.
CITY MANAGER RECRUITMENT AD HOC COMMITTEE:
Mayor Sue Beckmeyer
Vice Mayor Christine Boles
BACKGROUND:
On September 26, 2025, City Manager Kevin Woodhouse provided written notice to the Council of his plans to resign effective March 11, 2026. A recruitment process for selection of a new City Manager generally takes between four to six months. The process for selection of a new City Manager generally involves selection of an executive recruitment firm which brings expertise in developing the following: an appropriate candidate profile; an advertising and outreach plan; assessment of the candidate pool; and support for the Council during the interview and selection process. The first step in the City Manager recruitment process is to select the executive recruitment firm and determine the process for recruitment.
At the City Council meeting on October 13, 2025, the Council agreed to retain the services of an executive recruitment firm to assist the Council in its process. The Council also took two actions at that meeting: 1) established a City Manager Recruitment Ad Hoc Committee (“Ad Hoc Committee”) to solicit proposals and interview executive recruitment firms and bring a recommendation to the full Council; and, 2) the Council appointed Mayor Sue Beckmeyer, and Vice Mayor Christine Boles, to the Ad Hoc Committee.
DISCUSSION:
The Ad Hoc Committee ’s activities to date and recommendations to the Council are described below.
Executive Recruitment Search Firms
Hiring an executive recruitment search firm to assist the Council with the process of identifying, recruiting, vetting, and interviewing prospective City Managers is desirable and prudent for a number of reasons. First, established and reputable search firms have access to a deep and wide pool of talent by virtue of their experience and many contacts in the public sector. Second, search firms are equipped to advertise the City Manager position locally, state-wide and, where appropriate, nationally. Third, recruiters perform background and reference checks early in the process and can quickly and efficiently filter out candidates who are not qualified or otherwise unsuited for the position.
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Fourth, and perhaps most importantly, a recruiting firm facilitates the critical process of identifying and describing the desired and necessary characteristics and attributes of the next City Manager. This is accomplished through, among other things, interviews with Council members and City staff members, and input from the community. The recruiting firm consolidates all of this information into a comprehensive recruiting brochure that describes the unique needs and characteristics of the City of Pacifica, including sections about the community, city organization, position description, ideal candidate, compensation and benefits, and how to apply.
The Ad Hoc Committee contacted four firms and studied written proposals from three highly qualified executive recruitment search firms that have significant experience and strong reputations for recruiting in the public sector for city managers and other executive level positions: 1) Gary Phillips from Bob Murray & Associates; 2) Anton (Tony) Dahlerbruch from Peckham & McKenney; and 3) Heather Renschler from Ralph Anderson & Associates. The Ad Hoc Committee interviewed the recruiters from each of the three firms and asked questions that were intended to elicit information that was additive to the proposal materials.
The Ad Hoc chose to recommend 2 firms to put forward for Council’s consideration in selecting an executive search firm.
The proposals from each of the 2 recommended firms are attached as Attachments 1 and 2.
The recruitment schedule and costs are outlined by each of the recommended firms is detailed below.
1) Gary Phillips, Bob Murray & Associates
Recruitment Schedule: This proposal offers to complete a full search within 13-16 weeks from the date of initial retention. The final recruitment schedule will be determined in collaboration with City of Pacifica. More detailed information can be found on p. 10 of their proposal.
Activities by Month
Month 1
(i.e., December:
Month 2
(i.e., January)
Month 3
(i.e., February)
Month 4
(i.e., March)
• Weeks 1-2
Stakeholder
Meetings
• Week 5
Brochure
Distribution
• Week 9 Recruiter
Resume Review
• Week 13 Client
Initial Interviews
• Weeks 2-4
Development
of Marketing
Materials
(Recruitment brochure
is anticipated to be
sent out in midDecember before the
holidays)
• Weeks 5-6
Social Media
Campaign
Launch
• Week 10 Recruiter
Interviews Top
Candidates
• Weeks 13-14
Background and
References
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• Week 4
Placing Ads
• Weeks 5-8
Targeted
Outreach (via
email, phone)
(Recruitment is
anticipated to
close January
11, 2026)
• Week 11 Public
Records Search
• Week 15 Client
Final Interviews
• Week 12
Candidate
Presentation and
Recommendations
• Week 16
Negotiations and
Appointment
Costs: The all-inclusive fee for conducting the City Manager recruitment on behalf of the City of Pacifica is $37,000. Services provided for in this all-inclusive fee consist of all steps outlined in their proposal, including design and distribution of the recruitment brochure, advertising, marketing and promotion, administrative support, public records research, comprehensive background reporting on the final candidates, postage, technology, and three (3) days of on-site meetings. The fee also includes one community or staff survey, which due to timing constraints, will be used to inform the Council’s decision and not the brochure. The following optional services and are in addition to the all-inclusive professional services fee:
• Additional virtual stakeholder meetings: $250/meeting • Additional on-site meeting days: $1,500/day/Consultant, plus travel expenses • Additional online Surveys: $500/each (includes preparing recommended questions, preparing and sharing the survey link, closing the survey, and sending the survey response data for your review and analysis)
• Additional background checks: $300/candidate
• Additional reference checks: $500/candidate
• Additional hires: $9,000/candidate
2) Anton “Tony” Dahlerbruch, Peckham & McKenney
Recruitment Schedule: This proposal offers to complete a full search within 12-14 weeks from the date of initial retention. More detailed information can be found on p. 7 of their proposal.
Timeline Activity
Pre-Recruitment Project Organization, Meet to discuss the search timeline, process and logistics for search.
2 Weeks (i.e., mid-December)-
Development of the Candidate
Profile (Recruitment brochure
is anticipated to be sent out in
mid-December before the
holidays)
Meet with agency members to listen to specific expectations of the position; conduct group meetings with department heads; learn the background and experiences desired in the ideal candidate; and understand the organizational culture and interests to create an attractive Candidate Profile marketing brochure.
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4-6 Weeks (i.e., mid-January)-
Recruitment (Recruitment is
anticipated to close January
11, 2026)
Focus in outreach will be direct, personal contact with quality potential candidates. Additionally, ads will be placed in industry publications and social media to broadly market the opportunity.
Client agency is continuously updated on progress.
2 Weeks (i.e., late January,
mid-February)-Supplementary
Review
Review of resumes received, supplemental questionnaires sent to candidates who appear in most alignment with the Candidate Profile. Following review of supplemental questionnaires, conduct preliminary telephone interviews. Internet research will also be conducted.
1 Week (i.e., late February)-
Recommendation of
Candidates/Selection of
Finalists
A report will be provided to the agency that includes, among a variety of documents, a full listing of all candidates for review and the materials submitted by candidates recommended for interview. 2 Weeks (i.e., March)-
Interview Process
Recruiter will facilitate the interview process, inclusive of an orientation session at the beginning, and a discussion of candidates at the end.
1 Week (i.e., March)-
Qualification
Once finalist is selected, a reference check and thorough background check will be conducted. Assistance with negotiating compensation will also be provided.
Costs: The all-inclusive fee for conducting the City Manager recruitment is $34,500. The allinclusive fee includes 3 in-person meetings, professional fees and expenses (out-of-pocket costs associated with advertising), recruiter travel, administrative support/ printing/ copying / postage / materials, telephone / technology, internet, research checks on recommended candidates, and full background check on selected finalist only. Due to timing constraints, the surveys will be used to inform the Council’s decision and not the brochure. The following costs are in addition to the all-inclusive fee:
• Additional on-site meetings - $1,000 per day plus travel expenses. • Additional Surveys - $1,500 per survey.
It is important to note that while both recruiters’ timelines are ambitious to try to minimize the vacancy time, even after a candidate is selected, there will likely need to be an additional 4-6 weeks before the selected candidate can start work for the City, to allow the selected candidate to transition to their new role.
RECOMMENDATION:
The Council-appointed Ad Hoc Committee was charged with the task to work with the City Attorney in screening executive recruitment firms. At the October 13, 2025 meeting, multiple Councilmembers also expressed specific interest in being involved in the process of selecting the firm, including the opportunity to speak individually with the recruiters.
The Ad Hoc Committee feels that both Gary Phillips from Bob Murray & Associates and Tony Dahlerbruch from Peckham & McKenney are highly qualified and experienced with a significant number of contacts and strategies for identifying qualified candidates for City Manager. Both recruiters are flexible and amenable to incorporating Council’s unique Pacifica City Council 5
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desires into the recruitment process. Importantly, both recruiters are willing to work quickly, including over the holidays, to minimize leadership vacancy time. Proposals are similar in cost and scope.
The Ad Hoc committee is therefore recommending both firms to the City Council and providing the full Council the opportunity to evaluate the individual lead recruiters’ proposals. Further, all Councilmembers will be able to ask questions of Mr. Phillips and/or Mr. Dahlerbruch, who will attend the Nov. 17, 2025 Special Council Meeting by Zoom.
As the full Council reviews the proposals and hears presentations from the two finalists at the November 17, 2025 Special Meeting, the Ad Hoc committee recommends that Councilmembers pay close attention to communication and working style in evaluating each recruiter. The goal is to select a recruiter that will be best able to identify City Manager candidates who will be the best fit with the City Council and staff of the City of Pacifica.
RELATION TO CITY COUNCIL STRATEGIC PLAN:
“A Strong Workforce Infrastructure” includes strategies to address employee retention and attraction challenges, engaging staff in decision-making, and recognizing staff.
ENVIRONMENTAL REVIEW:
The approval of a Professional Service Agreement with a Recruitment Firm is not subject to environmental review pursuant to the California Environmental Quality Act (CEQA) these amendments would only make administrative changes and would not be considered a “project” pursuant to Public Resources Code Section 21000, et seq. and the CEQA Guidelines (14 Cal. Code Regs. §§ 15000 et. seq.), including without limitation, Public Resources Code section 21065 and California Code of Regulations 15378.
FISCAL IMPACT:
The costs relating to the recruitment of the new City Manager will likely be dependent upon the firm selected and any additional services required that are not included in the allinclusive fee. Based on the proposals received, it be dependent on the selected firm and the outreach efforts by the City. It is estimated that these costs will likely be between $35,000- $45,000.
ORIGINATED BY:
City Attorney's Office
ATTACHMENT LIST:
Attachment 1: Bob Murray & Associates Proposal (PDF)
Attachment 2: Peckham & McKenney Proposal (PDF)