CALIFORNIA | COLORADO | TEXAS | OHIO
PROPOSAL
Town of Yountville
Executive Search Services for Town Manager
DUE: May 12, 2026
Submitted by:
Melissa Asher
Chief of Client Services
CPS HR Consulting, 2450 Del Paso Road, Suite 220, Sacramento, CA 95834 P: (916) 471-3358, [email protected]
Tax ID: 68-0067209
www.cpshr.us
2450 Del Paso Road, Suite 220 Sacramento, CA 95834 www.cpshr.us Tax ID: 68-0067209 Table of Contents
Background and Experience ............................................................... 1 About CPS HR Consulting ........................................................................ 1 Client Focused ............................................................................................... 1 Joint Powers Authority ............................................................................. 2 Consulting Services .................................................................................. 2 CPS HR Board of Directors ....................................................................... 3 Recruitment Experts ................................................................................. 3 Our Approach ........................................................................................ 6 Key Stakeholder Involvement ................................................................. 6 The Town’s Needs .................................................................................... 6 Commitment to Communication .......................................................... 6 Aggressive, Proactive, and Robust Recruitment .................................. 6 Diversity Outreach Process ..................................................................... 7 Stakeholder Engagement ....................................................................... 7 Methodology and Scope of Work ....................................................... 8 Phase I - Develop Candidate Profile and Recruitment Strategy ....... 8 Phase II - Aggressive, Proactive, and Robust Recruitment ................. 9 Phase III - Selection ................................................................................ 10 Timeline .................................................................................................. 12 Our Executive Recruiting Team .......................................................... 13 Team Resumes ....................................................................................... 13 Professional Fees and Guarantee ..................................................... 15 Professional Services .............................................................................. 15 One-Year Service Guarantee .............................................................. 15 References ............................................................................................ 16 Appendix A: Sample Brochure .......................................................... 17 2450 Del Paso Road, Suite 220 Sacramento, CA 95834 www.cpshr.us Tax ID: 68-0067209 May 12, 2026
Gary Bell, Co-Managing Shareholder
Town of Yountville
6550 Yount Street
Yountville, CA 94599
Submitted via email to: [email protected]
Subject: Executive Search Services for Town Manager
Dear Mr. Bell,
CPS HR Consulting (CPS HR) is pleased to have the opportunity to submit a proposal to assist the Town of Yountville (Town) with the recruitment of a new Town Manager. We are uniquely qualified to undertake this effort as we have vast experience in assisting public agencies with executive search, screening, and placement. We have 40 years of experience providing human resources services to state and local government agencies and non-profit organizations, and over 20 years of experience placing top executives in public agencies throughout the United States.
We understand that each agency is unique, and our extensive experience allows us to tailor our process to specifically meet your needs. Our work with local government agencies throughout the United States gives us an in-depth understanding of government operations, programs, and services.
CPS HR offers a broad spectrum of human resource services while delivering personalized, results-oriented services, utilizing best practice methods of recruitment and selection strategies from our team of recruitment experts. Each recruitment is an opportunity to shape and prepare your organization for the future. We understand how important this transition is for you and are perfectly placed to assist you in this endeavor. Once this project begins, we will work with the Town to tailor our process to highlight this exciting opportunity and attract the best possible candidates.
We are committed to working in close partnership with your organization to achieve a successful recruitment outcome.
Thank you for the opportunity to be considered for this assignment. Should you have questions or comments about the information presented in this proposal, please do not hesitate to contact me at (916) 471-3358 or via email at [email protected].
Sincerely,
Melissa Asher
Chief of Client Services
Proposal to the Town of Yountville
Executive Search Services for Town Manager
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Background and Experience
About CPS HR Consulting
CPS HR is a client-focused human resources and management consulting firm, dedicated to addressing the unique challenges faced by government and non-profit organizations. Founded in 1985, we have earned a reputation as a trusted advisor by leveraging our in-depth public sector expertise to deliver practical, results-driven solutions. As a Joint Powers Authority, we are a selfsupporting government agency exclusively serving public entities. This gives us a distinct advantage in understanding and meeting the specific needs of clients across all levels of government, including Federal, State, Local, Special Districts, Higher Education and Non-Profit organizations.
Our unwavering commitment to delivering an unparalleled client experience is built on our comprehensive knowledge of the complexities within the public and non-profit sectors. We assist organizations in attracting, hiring, retaining, and motivating top talent, essential for driving organizational excellence in alignment with their vision.
With more than 100 full-time employees and a network of 200+ project consultants and technical experts across the nation, CPS HR has partnered with more than 2,700 public and non-profit clients throughout the United States. Headquartered in Sacramento, CA, with regional offices in Texas, Colorado, Ohio, and Southern California, we are strategically positioned to support your organization's growth and help your employees fulfill the promise of public service.
Client Focused
We help clients succeed by:
Understanding Their Goals: We listen to your needs, understand your business, and focus on achieving your desired outcomes.
Unlocking New Perspectives: Together we explore new ideas, expand possibilities, and consider the broader impact on those you serve.
Bringing Solutions to Life: We put plans into action, making strategies operational and effective.
Empowering Their Growth: Provide you with the tools and knowledge to elevate performance and expand capabilities for your organization and those you serve.
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Executive Search Services for Town Manager
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Joint Powers Authority
Cooperative Personnel Services, doing business as CPS HR Consulting, is a national firm and is a governmental Joint Powers Authority (JPA) of the State of California. A JPA is a public agency created pursuant to the Joint Exercise of Powers Act (Government Code 6500 et seq). This Act allows two or more government agencies to establish a new public entity authorized to exercise those powers jointly held. A JPA is an instrumentality of a state or a political subdivision of a state and is not a registered corporation of any state. Cooperative Personnel Services was established under a “Joint Powers Agreement” by the State Personnel Board of the State of California, the counties of Sacramento and Sonoma, the Hayward Unified School District, the City of Anaheim, and the East Bay Municipal Utility District, and its purpose is to provide the opportunity for the joint powers “to discuss, study and solve common or similar problems with respect to modern human resource and related management processes.”
Consulting Services
Areas of Expertise and Core Markets
CPS HR believes in an integrated, systems-based approach to talent management and provides consulting in all the key areas which follow.
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Executive Search Services for Town Manager
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CPS HR Board of Directors
Recruitment Experts
CPS HR specializes in the recruitment and selection of key professionals for cities, counties, special districts, and non-profits. Working in partnership with the governing body or selection team, we develop customized search strategies that focus on locating and recruiting qualified candidates who match the agency’s unique needs. Our wealth of recruitment experience has been gained through more than 20 years of placing top and mid-level executives in public agencies throughout the United States.
Unmatched Recruitment Experience for Government Agencies. CPS HR has extensive experience in recruiting executive-level professionals for public agencies across the United States. As a public agency ourselves, we understand how to work with and within government. Our understanding of public sector culture and policy uniquely sets us apart from our competitors.
Focus on Diversity Recruiting. In the past three years, 57% of the candidates placed by CPS HR were female, members of ethnic minorities or both. To continue this trend, CPS HR is constantly assessing the best methods for reaching the broadest network of Proposal to the Town of Yountville
Executive Search Services for Town Manager
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possible candidates. To that end, we have just signed a contract with Zoom Info, a new sourcing platform, that includes a diversity sourcing filter. Seasoned Executive Recruiters. Our recruiters possess a high level of expertise in recruiting and placing executive-level professionals. Our staff of experts includes an exceptional group of full-time employees as well as a full complement of subject matter experts, intermittent employees, and part-time employees with a variety of public and private sector experience.
Detailed Needs Assessments. We conduct a detailed needs assessment to identify 1) future organizational direction; 2) challenges facing the position; 3) the working style and organizational climate; and 4) required core and job specific competencies as well as personal and professional characteristics.
Success Recruiting Non-Job Seeking Talent. We recognize that the very best candidates for some types of positions may not be looking for a career change, therefore, our recruitment team takes a very aggressive approach to identify and recruit such candidates.
Vast Pool of Public Agency Contacts. CPS HR maintains a database of candidates and an extensive network of external resources to leverage for executive-level positions.
We utilize our vast pool of public and non-profit contacts to deliver a strong list of competitive candidates who will be well prepared to assist you in the accomplishment of your specific mission and goals.
Satisfied Clients. Our executive search client satisfaction rating averages 4.6 on a scale of 5. While many companies talk about client satisfaction, how many measure the impact of that through assessing client satisfaction by distributing written surveys and tying the results of these surveys to their performance management system? CPS HR Consulting does. A client satisfaction survey is sent at the end of every engagement requesting feedback on the quality of our staff, deliverables, and the overall consulting relationship.
Retention/Success Rate. Our success rate is tied to the longevity of the candidates we place, currently more than 95% of our placements are still in their position after two years.
Partial list of recruitments. Below is a list of recent executive recruitments to showcase our experience in leading searches of similar scope.
Agency Title Year Completed
City of Alameda, CA City Manager Current
City of Brownsville, TX City Manager Current
City of Fernley, NV City Manager Current
City of Wichita, KS City Manager 2025
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Executive Search Services for Town Manager
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Agency Title Year Completed
County of Washoe, NV County Manager 2025
City of Sacramento, CA City Manager 2025
City of Missouri City, TX Assistant City Manager 2025
City of Oklahoma City, OK Assistant City Manager 2025
City of Arvada, CO City Manager 2025
County of Orange, CA County Administrative Officer 2025 City of Carbondale, IL City Manager 2025
Jefferson County, WI County Administrator 2024
San Joaquin Area Flood Control
Agency, CA
Executive Director 2024
San Diego Ethics Commission, CA Executive Director 2024 California Workforce Association Executive Director 2024 County Welfare Directors
Association of California, CA
Executive Director 2024
City of Simi Valley, CA Deputy & Assistant City Manager, Outreach
2024
City of Farmersville, CA City Manager 2024
County of San Diego, CA Chief Administrative Officer 2024 San Diego Association of
Governments, CA
Chief Executive Officer 2024
City of Arcata, CA City Manager 2024
California Student Aid
Commission, CA
Executive Director 2024
Stanislaus County Housing
Authority, CA
Executive Director 2024
City of Simi Valley, CA City Manager 2024
Contra Costa County Employees’
Retirement Association, CA
Chief Executive Officer 2024
Orange County Power Authority,
CA
Chief Executive Officer 2024
Southern California Public Power
Authority
Executive Director 2024
County of Luis Obispo, CA County Administrative Officer 2024 City of Gillette, WY City Administrator 2023
City of Phoenix, AZ Assistant City Manager 2023
City of Phoenix, AZ Deputy City Manager 2023
City of Baytown, TX City Manager 2023
City of Littleton, CO Deputy City Manager 2023
Proposal to the Town of Yountville
Executive Search Services for Town Manager
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Our Approach
Key Stakeholder Involvement
The Town Council on behalf of the Town of Yountville must be intimately involved in the search for a new Town Manager. Our approach assumes their direct participation in key phases of the search process. At the discretion of the Town Council, other key stakeholders may also be invited to provide input for the development of the candidate profile.
The Town’s Needs
A critical first step in a successful executive search is for the Town Council to define the professional and personal qualities required of the Town Manager. CPS HR has developed a very effective process that will permit the Town Council to clarify the preferred future direction for the Town; the specific challenges the Town is likely to face in achieving this future direction; the working style and organizational climate the Town Council wishes to establish with the Town Manager; and ultimately, the qualities required of the Town Manager.
Commitment to Communication
Throughout the recruitment process, we are strongly committed to keeping you fully informed of our progress. We will collaborate with you to provide updates on the status of the recruitment via your preferred method of communication (phone conference, email, etc.).
We place the highest level of importance on customer service and responding in a timely manner to all client and candidate inquiries. Our previous clients and candidates have expressed a sincere appreciation for our level of service and responsiveness to the management of the recruitment process. As a result, we have many long-term relationships with clients that have led to opportunities to assist them with multiple recruitments.
CPS HR’s communication continues once you have selected a candidate, and will contact the Town Council and the newly appointed Town Manager within six months of appointment to ensure an effective transition has occurred.
Aggressive, Proactive, and Robust Recruitment
We take an aggressive approach in identifying and recruiting the best available candidates. There are those candidates who would gladly rise to the professional challenge and apply for this position; however, some of the best candidates are often not actively seeking a new position and may only consider a change once we present them with your opportunity. Evoking the sense of vision and opportunity in qualified persons is among the responsibilities of CPS HR, and we pride ourselves in our efforts to reach the best available potential candidates.
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We use advertisements, directly email the outreach brochure, post messages and connect with potential candidates on business media such as LinkedIn, and of course, pick up the phone and call qualified individuals and referral sources.
Diversity Outreach Process
CPS HR strives to attract the most highly qualified, diverse candidate pool possible. We are pleased that our diligent efforts have resulted in more than 57% of our executive level placements being people of color and/or female candidates within the past three years.
We accomplished this by advertising with organizations like the National Forum for Black Public Administrators, the National Association of Asian American Professionals, and the Local Government Hispanic Network in order to reach these specific population groups. We also seek candidate referrals from local subject matter experts and the national leadership of groups like Women Leading Government. By taking the time to directly contact these influential industry experts, we ensure that we capture the maximum number of distinguished candidates – particularly those who are well-known in their industries, but who may not be actively looking for a new job.
Our recruitment process results in an exceptionally diverse candidate pool and a high level of client satisfaction.
Stakeholder Engagement
The Town Council may desire input from residents, stakeholder groups, employees, etc. To accomplish this task, we have deployed several strategies to gather feedback including community meetings, online surveys, roundtable/visioning meetings, and teleconferences. This information is compiled into a comprehensive report and presented to the Town Council. This information can be used to create marketing materials and inform the creation of appropriate applicant screening processes. This kind of engagement is standard for CPS HR and is included in our professional fee.
Proposal to the Town of Yountville
Executive Search Services for Town Manager
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Methodology and Scope of Work
Our proposed executive search process is designed to provide the Town with the full range of services required to ensure the ultimate selection of a new Town Manager is uniquely suited to the Town's needs.
Phase I: Our consultant will meet with the Town Council to ascertain the Town’s needs and ideal candidate attributes, to target our search efforts, and maximize candidate fit with the Town.
Phase II: The recruitment process is tailored to fit the Town’s specific wants and needs, with targeted advertising, combined with contacts with qualified individuals from our extensive database.
Phase III: The selection process is customized for the Town. CPS HR will work with the Town Council to determine the process best suited to the Town of Yountville.
Phase I - Develop Candidate Profile and Recruitment
Strategy
Task 1 - Review and Finalize Executive Search Process and Schedule Task 2 - Key Stakeholder Meetings
Task 3 - Candidate Profile and Recruitment Strategy Development Task 4 - Develop Recruitment Brochure
The first step in this engagement is a thorough review of the Town’s needs, culture and goals; the executive search process; and the schedule. CPS HR is prepared to meet with key stakeholders to obtain input in developing the ideal candidate profile and to assist us in understanding key issues and challenges that will face a new Town Manager. Activities will include:
Identifying key priorities for the new Town Manager and the conditions and challenges likely to be encountered in achieving these priorities. Describing the type of working relationship the Town Council wishes to establish with the Town Manager.
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Executive Search Services for Town Manager
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Generating lists of specific competencies, experiences, and personal attributes needed by the new Town Manager in light of the discussions above. Discussing recruitment and selection strategies for the Town Council’s consideration to best produce the intended results.
CPS HR will provide a summary to the Town stemming from these activities as an additional source of information for developing the candidate profile and selection criteria.
Following the completion of the workshop session, CPS HR will work with a professional graphic artist to design a recruitment brochure and present it to the Town for review. Please refer to Appendix A for a sample brochure. Additional brochure examples are available on our website at https://www.cpshr.us/executive-level-recruitment-job-listings/.
Phase II - Aggressive, Proactive, and Robust Recruitment Task 1 - Place Advertisements
Task 2 - Identify and Contact Potential Candidates
Task 3 - Resume Review and Screening Interviews
Task 4 - Town Council Selects Finalists
The recruitment process is tailored to fit the Town’s specific wants and needs, with targeted advertising, combined with personal contacts with qualified individuals from our extensive database.
CPS HR will prepare, submit for your approval, and publish advertisements on professional and affiliate websites to attract candidates on a nationwide, regional, local or targeted basis based on the recruitment strategy.
As a consulting firm that interacts with hundreds of public sector executives during engagements, we have a cadre of individuals who we inform of recruitments, both to increase the visibility of the opening and to attract appropriate individuals who fit the special needs of our client.
Communication with these professionals ensures that an accurate picture of the requirements of the job is apparent and proliferated throughout their professional networks.
CPS HR is focused on reaching a diverse candidate pool and would recommend publications/websites that are targeted to minority and female candidates. In addition to placing ads on websites aimed at minority candidates, we will contact leaders within appropriate associations to gain their insight and referrals of possible candidates.
Within the past three years, more than 57% of our executive level placements have been minority and/or female candidates.
CPS HR will prepare an email distribution list containing prospective candidates and referral sources. These individuals will receive a link to the Town Manager brochure along with a personal invitation to contact CPS HR should they have any questions about the position.
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Executive Search Services for Town Manager
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CPS HR maintains a comprehensive, up-to-date database of industry leaders and experienced professionals; however, we do not rely solely upon our current database. We also conduct research to target individuals relevant to your specific needs and expectations to ensure that we are thorough in our efforts to market this position to the appropriate audience and to garner a diverse and quality pool of candidates.
We will:
Convey a strong sense of the purpose and strategy of the Town. For many talented individuals, understanding these aspects is one of the key motivators to compete in such an environment.
Provide guidance and resources to candidates regarding the area’s cost of living, mean and median housing prices, higher education opportunities, K-12 education information, and other aspects of interest to those who are considering relocating to the area.
Actively seek highly qualified candidates who may be attracted by the prospect of collaboration with other departments, providing exceptional leadership to the Town or continuing to ensure the public confidence in the integrity of the Town.
CPS HR will directly receive and initially screen all resumes. This screening process is specifically designed to assess the personal and professional attributes the Town is seeking and will include a thorough review of each candidate's resume, and if applicable, supplemental questionnaire responses and other supporting materials. CPS HR will personally speak to selected candidates during a preliminary screening interview and will spend extensive time ascertaining each candidate’s long-term career goals and reasons why the candidate is seeking this opportunity, as well as gaining a solid understanding of the candidate’s technical competence and management philosophy. We will gather data on any other unique aspects specific to this recruitment based upon the candidate profile, as well as conduct internet research on each candidate interviewed.
CPS HR will prepare a written report that summarizes the results of the recruitment process and recommends candidates for further consideration by the Town Council. Typically, the report will recommend five to eight highly qualified candidates and will include resumes and a profile on each interviewee's background. CPS HR will meet with the Town Council to review this report and to assist them in selecting a group of finalists for further evaluation.
Phase III - Selection
Task 1 - Design Selection Process
Task 2 - Administer Selection Process
Task 3 - Final Preparation for Appointment
Task 4 - Contract Negotiation (if requested)
Proposal to the Town of Yountville
Executive Search Services for Town Manager
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CPS HR will design a draft selection process based on information gathered in Phase I. We will meet with the Town to review this process and discuss the Town’s preferred approach in assessing the final candidates. The selection process will typically include an in-depth interview with each candidate but may also include other selection assessments such as an oral presentation, preparation of written materials, and/or problem-solving exercises.
We will coordinate all aspects of the selection process for the Town. This includes preparing appropriate materials such as interview questions, evaluation manuals, and other assessment exercises; facilitating the interviews; assisting the Town with deliberation of the results; and contacting both successful and unsuccessful candidates.
Following the completion of the selection process, CPS HR will be available to complete the following components:
Arrange Follow-up Interviews/Final Assessment Process: Should the Town wish to arrange follow-up interviews and/or conduct a final assessment in order to make a selection, CPS HR will coordinate this effort.
Conduct In-Depth Reference Checks: The in-depth reference checks are a comprehensive 360-degree evaluation process whereby we speak with current and previous supervisors, peers, and direct reports. (It is our policy to not contact current supervisors until a job offer is made, contingent upon that reference being successfully completed, so as not to jeopardize the candidates’ current employment situation.) Candidates are requested to provide a minimum of five references. CPS HR is able to ascertain significant, detailed information from reference sources due to our commitment to each individual of confidentiality, which leads to a willingness to have an open and candid discussion and results in the best appointment for the Town. A written (anonymous) summary of the reference checks is provided to the Town. Conduct Background Checks: Upon a conditional job offer, we will arrange for a background check of a candidate’s records on driving, criminal and civil court, credit history, education, published news, and other sensitive items. Should any negative or questionable content appear during these checks, CPS HR will have a thorough discussion with the finalist(s) and will present a full picture of the situation to the Town for further review.
Contract Negotiation (if requested): Successful negotiations are critically important, and we are available to serve as your representative in this process. With our expertise, we can advise you regarding current approaches to various components of an employment package. We can represent your interests with regards to salary, benefits, employment agreements, housing, relocation, and other aspects, with the ultimate goal of securing your chosen candidate.
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Executive Search Services for Town Manager
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Timeline
The project team CPS HR has selected is prepared to begin work upon receipt of a fully-executed contractual agreement. All search activities up to and including the selection of a new Town Manager can be completed in 14 to 16 weeks. The precise schedule will depend on the placement of advertising on appropriate professional and affiliate websites, and the ability to schedule, as quickly as possible, the initial meeting. A proposed schedule of major milestones is presented below.
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Our Executive Recruiting Team
CPS HR has assembled a strong project team with each member possessing extensive recruiting experience and a direct, in-depth understanding of local government. Ms. Allison Picard and Ms.
Fatima Nukic will serve as your dedicated project team throughout this recruitment process.
They will work together to fulfill the Town’s needs in a timely and effective manner. We are committed to providing each of our clients the same level of service excellence, and we take great care not to take on more work than this commitment allows. We will not utilize subcontractors for these services. No staff members will be removed or replaced without the prior written concurrence of the Town.
Team Bios
Allison Picard, Executive Recruiter
Allison is a seasoned public-sector executive with more than four decades of experience in human resources, labor relations, and county and municipal administration. She has held senior leadership roles across California, including Human Resources Director, Assistant General Manager of Employee Relations, Chief Assistant County Administrative Officer, and Interim HR Director for multiple large public agencies. Her expertise spans collective bargaining, executive recruitment, organizational restructuring, workforce development, benefits administration, and complex employee relations, with a proven track record of guiding organizations through fiscal challenges, labor negotiations, and large-scale change initiatives—including COVID-19 response and recovery.
Allison holds a Master of Public Administration with concentrations in Finance and Urban Planning from California State University, Long Beach, and a Bachelor of Arts in History from Loyola Marymount University. She is a Credentialed County Senior Executive, a Certified Labor Relations Master, and a graduate of UC Berkeley’s Executive Seminar in Strategic Management.
A recognized leader in her field, Allison has served as President of both the California Public Employer Labor Relations Association and the County Personnel Administrators Association of California, earning numerous honors for her career contributions to public service and labor relations.
Fatima Nukic, Executive Recruiter
Fatima Nukic brings more than 15 years of experience with CPS HR Consulting and over a decade of dedicated public sector recruiting expertise. Throughout her tenure, she has served in both assistant-level and project management roles, supporting and leading a wide range of executive and hard-to-fill recruitments for cities, counties, special districts, and professional associations.
Fatima has assisted on searches for high-level positions including Executive Director, City Attorney, Police Chief, Human Resources Director, Finance Director, Health and Human Services Proposal to the Town of Yountville
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Director, Risk Manager, Environmental Resources Director, and other key leadership roles. Her depth of experience allows her to navigate complex recruitment processes with a strong understanding of public agency operations and governance.
As an Executive Recruiter, Ms. Nukic is known for her action-oriented and results-driven approach. She develops innovative outreach strategies, expanding candidate networks, and utilizing targeted sourcing and social media marketing to attract top-tier talent.
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Professional Fees and Guarantee
Professional Services
Our professional fixed fee covers all CPS HR services and deliverables associated with Phases I, II, and III of the recruitment process.
Travel expenses for candidates who are invited forward in the interview process are not included in our flat fee price; however, an option to make those arrangements can be included in our agreement for an additional cost.
Professional Fixed Fee *
Service Pricing
Full Executive Recruitment $30,000 Flat Fee
*Professional fees will be billed and paid at the completion of each phase.
One-Year Service Guarantee
If the employment of the candidate selected and appointed by the Town as a result of a full executive recruitment (Phases I, II, and III) comes to an end before the completion of the first year of service, CPS HR will provide the Town with professional services to appoint a replacement. Professional consulting services will be provided at no cost. The Town would be responsible only for expenses such as re-advertising, consultant travel, additional background checks, etc. This guarantee does not apply to situations in which the successful candidate is promoted or re-assigned within the organization during the one-year period. Additionally, should the initial recruitment efforts not result in a successful appointment, CPS HR will extend the aggressive recruiting efforts and screen qualified candidates until an offer is made and accepted. CPS HR does not provide a guarantee for candidates placed as a result of a partial recruitment effort.
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Executive Search Services for Town Manager
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References
Provided below is a partial list of clients we have recently worked with in providing similar executive recruitment services. We are confident that these public-sector clients will tout our responsiveness and ability to successfully place candidates that were a good fit for their organization’s needs.
Reference 1
Agency: City of Sacramento
Contact: Dennis Rogers, Chief of Staff; Councilmember Rich Jennings, District 7 Phone/Email: (916) 201-8325 / [email protected] Address: 915 I Street, Sacramento, CA 95814
Project: City Manager (2025); City Attorney (2026)
Reference 2
Agency: City of Simi Valley
Contact: Jennifer Gutierres, Deputy Human Resources Director Phone/Email: (805) 583-6741 ; [email protected] Address: 2929 Tapo Canyon Road, Simi Valley, CA 93063
Project: Full Recruitment for City Manager (2024)
Reference 3
Agency: County of Washoe, NV
Contact: Julie Paholke, HR Manager Compensation and Recruitment Phone/Email: (775) 328-2095 / [email protected] Address: 1001 E. Ninth St., Bldg. A, Reno, NV 89512
Project: Full Recruitment for County Manager (2026)
We thank you for your consideration of our proposal. We are committed to providing high quality and expert solutions and look forward to partnering with the Town Manager in this important endeavor.
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Appendix A: Sample Brochure
City of Sacramento – City Manager (2025)
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