Town of Yountville
Executive Recruitment Services – Town Manager
PROPOSAL / MAY 11, 2026
Table of Contents
Cover Letter ............................................. 1 Firm Overview.......................................... 2 Recruitment Team ................................... 3
Methodology and Approach................... 8
Timeline.................................................. 12 References and Relevant Experience . 13
Cost......................................................... 17 Photo on cover courtesy of Adobe Stock Photos
Giving back
The Raftelis Charitable Gift Fund seeks to
make a difference on issues that matter to
our clients and employees by helping build
sustainable, inclusive communities locally
and worldwide. We do this by allocating
company profits and employee contributions
of time and money. We support
organizations that:
• Promote efficient, sustainable resource
use
• Advance diversity, equity, and inclusion
within the public sector
• Invest in access to clean water and
sanitation
• Help vulnerable communities by
addressing affordability issues
RAFTELIS 1
611 Wilshire Boulevard, Suite 900, Los Angeles, CA 90017 | www.raftelis.com
COVER LETTER
May 11, 2026
Gary B. Bell
Town Attorney
Town of Yountville
555 University Avenue, Suite 275
Sacramento, CA 95825
Subject: Proposal for Town Manager Recruitment
Dear Gary Bell:
Thank you for the opportunity to submit the enclosed proposal for the Town of Yountville’s (Town) upcoming Town Manager search. For over 30 years, Raftelis has been dedicated to helping local governments and utilities across the country solve their financial, organizational, and technological challenges. Our executive recruitment team contributes to this mission by helping our clients find the best leaders for their organizations and then set those leaders up for success in their new role.
Our proposed team for the Town is comprised of skilled recruiters, seasoned in local government management with search experience throughout California and across the country. The team includes Serena Wright-Black, our California-based team member, who has direct experience working with and for municipal governments in California. Collectively, we have completed over 400 nationwide searches, and we have had significant success in identifying and retaining ideal candidates who meet each organization’s unique needs and expectations.
We look forward to the opportunity to serve the Town. If you have any questions, please contact my colleague, Serena Wright-Black, or me directly using the information below.
Serena Wright-Black, Senior Manager (Primary Point of Contact) Phone: 310.733.7835 / Email: [email protected]
Sincerely,
Catherine Tuck Parrish, Senior Vice President
Phone: 240.832.1778 / Email: [email protected]
RAFTELIS 2
FIRM OVERVIEW
Who We Are
RAFTELIS HELPS LOCAL GOVERNMENTS AND UTILITIES THRIVE.
Public sector leaders partner with Raftelis to plan for the future, identify top talent, improve their organization’s financial condition, and tell their story. We’ve helped more than 800 organizations in the last year alone. Our team includes former local government and utility management leaders with decades of hands-on experience running successful organizations. Raftelis provides expertise and insights that help bring about the innovation and improvements that our clients seek. Please visit raftelis.com/capabilities to learn more about the full array of services we provide.
We believe that our Executive Recruitment team is the right fit for your search. We provide customized services that will benefit your organization and make this recruitment a success.
RESOURCES AND EXPERTISE:
With more than 190 consultants,
Raftelis has one of the largest local
government management
consulting practices in the nation.
Our executive recruitment team
includes six experienced, full-time
recruiters and two talented
recruitment specialists. As a firm,
we have successfully provided
executive recruitment services to
local governments and utilities
across the country since 2010.
DECADES OF COLLECTIVE
EXPERIENCE: Our recruiters and
subject matter experts have decades of experience in leading public sector organizations across the country. They have served in a wide range of positions, from city manager to human resources director to housing director, and many other essential leadership roles.
PERSONALIZED SERVICE FROM SENIOR-LEVEL RECRUITERS: You appreciate it when deadlines are met, phone calls are returned, and your team, as well as your newly placed employee, feel valued and heard throughout the recruitment process. While other firms may assign your business to junior-level staff, our clients and candidates receive personalized service from our seasoned recruiters.
NICHE EXPERTISE: Our expertise lies in strengthening public sector organizations. We’re specialists rather than generalists, focusing our strengths on delivering results for local governments, utilities, authorities, and special districts across the country.
RAFTELIS 3
RECRUITMENT TEAM
Recruitment Team
OUR TEAM INCLUDES SENIOR-LEVEL RECRUITERS WHO PROVIDE SEARCH
LEADERSHIP WITH SUPPORT FROM A TALENTED GROUP OF RECRUITMENT SPECIALISTS.
On the following pages, we have included resumes for our proposed team members, including our California-based recruiter, Serena Wright-Black, who will lead this recruitment.
With the current and anticipated workload of our proposed team, we have the capacity to kick off this search immediately following contract execution. As a rule, Raftelis operates at a company-wide utilization rate of approximately 65% to 75%. This level of utilization, which will continue through the expected timeline for this search, allows our proposed team to fully support your recruitment needs. Our team of six Recruiters and two Recruitment Specialists participate in weekly review meetings to ensure the needs of all our clients are met during the current and future weeks, with workload adjustments made as necessary.
As the lead recruiter, Serena manages all day-to-day aspects of the search, ensuring it is within budget and on schedule. They provide regular updates to the Town on a schedule that is established collaboratively during initial scoping. She will screen every applicant and conduct initial one-on-one interviews with the candidates who best meet the requirements in the position profile. They present our team’s recommended top candidates to the Town, manage the semi-final and final interviews, and facilitate the Town finalist selection process. The Lead Recruiter is the main point of contact for you as well as all applicants throughout the search.
A Recruitment Specialist will also be assigned at the outset of this search based on workload and capacity. The Specialist works at the direction of the Lead Recruiter to assist in targeted outreach to passive candidates, general candidate communication, research on recommended top candidates, production of deliverables, and other activities as needed.
RAFTELIS 4
Catherine Tuck Parrish
PRACTICE LEADER/RECRUITER
Senior Vice President
PROFILE
Catherine leads our executive services practice area that addresses workforce issues through executive recruitment, coaching for local government leaders, and facilitating performance evaluations for council/board appointees. She has over 30 years of management experience working for local governments of all sizes and a nonprofit association. Catherine has conducted hundreds of searches for manager/administrator, general manager/executive director, deputy/assistant manager, police chief, fire chief, and directors of public works, planning, economic development, finance, human resources, information technology, human services, and other key positions in local governments across the country.
In addition to executive recruitment, she has facilitated numerous governing body workshops, staff retreats, and strategic planning sessions. Her work as a consultant includes project management and contributions to several local government projects, such as process improvement studies, departmental assessments, planning and permitting process reviews, and policy development.
Catherine’s most recent local government experience was as deputy city manager in Rockville, Maryland, where she oversaw parks and recreation, human resources, information technology, finance, neighborhood resources (citizen engagement), communications, customer service, and intergovernmental functions. She also served as acting city manager in Rockville for nearly a year. Before joining Rockville, Catherine served as assistant to the county executive in Fairfax County, Virginia, working on change management issues, including a new pay system, employee engagement, and internal communication improvements. Catherine has served as an ethics advisor at the International City/County Management Association (ICMA), counseling elected officials and citizen groups regarding employment agreements, forms of government issues, and recruitment. She also worked for the City of Denton, Texas.
Catherine chaired the ICMA’s Acting Manager Task Force, which produced a handbook for interim managers. She also led the Maryland City/County Management Association (MCCMA) as president and vice president. She served as president, vice president, and secretary of the Metropolitan Association of Local Government Assistants in the Washington, D.C., metro area. Catherine has spoken at national and state conferences on a variety of topics, including workforce and recruitment trends, civility, effective councils, ethics, forms of government, human resources, strategic planning, budget strategies, developing high-performing organizations, and leadership. She has also spoken at the National League of Cities’ Leadership Training Institute on recruiting and evaluating the CEO. Catherine is a certified instructor of the Myers-Briggs Type Indicator instrument.
Specialties
• Executive search
• Strategic planning
• Facilitation
• Strategy development and
implementation
• Facilitated evaluations
• Coaching
• Community and employee
engagement
Professional History
• Raftelis: Senior Vice President (2025-
present); Vice President (2021-2025);
Senior Manager (2020-2021);
Executive Search Practice Leader,
The Novak Consulting Group (2010-
2020)
• Management Partners: Senior
Manager (2009-2010)
• City of Rockville, Maryland: Deputy
City Manager/Acting City
Manager/ Assistant City Manager
(2001-2009)
• Fairfax County, Virginia: Assistant
to the County Executive (1998 -
2001)
• ICMA: Ethics Advisor/ Senior
Local Government Programs
Manager (1994-1998)
• City of Denton, Texas:
Administrative Assistant to the City
Manager (1990-1994)
Education
• Master of Public Administration –
University of Kansas (1990)
• Bachelor of Arts in Communication
Studies/Personnel Administration –
University of Kansas (1988)
Professional Memberships
• International City/County
Management Association (ICMA)
• Engaging Local Government
Leaders (ELGL)
• Maryland City/County
Management Association
RAFTELIS 5
Serena Wright-Black SHRM-SCP
RECRUITER
Senior Manager
PROFILE
Serena has over 20 years of experience in recruiting and public sector management, including leading and developing diverse teams across several departments. She is a strategic and innovative professional who can translate operational goals into initiatives that improve performance, growth, and engagement.
Serena has expertise in recruiting and retaining top organizational talent, developing and administering employment policies, auditing management operations, successfully reorganizing departments, outsourcing services, and addressing performance management issues. She has also conducted numerous administrative investigations and training courses pertaining to discrimination, harassment, and retaliation.
Serena’s most recent government experience was with the City of Culver City, where she served as the Assistant City Manager. In this role, she oversaw human resources, risk management, cultural affairs, and city clerk operations. She also served as the acting City Manager. Serena also introduced diversity and equity programs to the city, establishing the city’s first Equity and Human Relations Committee. As a leader and organizational change agent, she prides herself on establishing and maintaining productive and trusted working relationships with employees, unions, elected/appointed officials, and community members.
While with another firm, Serena conducted the following successful recruitments across California:
Organization Recruitment
City of Beverly Hills Building Inspection Manager; Revenue Services Manager City of Long Beach Community Development Director; Deputy Community Development Director City of San Clemente Finance Manager
City of Santa Monica Chief Information Officer; Equity and Inclusion Manager San Bernardino Superior Court
Chief Information and Innovation Officer; Chief Administrative Officer; Communications and Public Innovation Officer; Finance Director; Human Resources Director
Southern California Association
of Governments (Scag)
Controller; Communications and Public Affairs Manager; Contract Administration Manager; Housing and Economic Empowerment Director Specialties
• Hiring and recruitment
• Executive coaching
• Strategy development and
implementation
• Community and employee
engagement
• Change management
Professional History
• Raftelis: Senior Manager (2025-
present)
• Ralph Andersen and Associates:
Senior Consultant (2022-2025)
• City of Culver City: Assistant City
Manager (2018-2021)
• City of Culver City: Administrative
Services Director (2016-2018)
• City of Culver City: Director of
Human Resources (2005-2016)
Education
• Master of Public Administration –
California State University at Long
Beach (2008)
• Bachelor of Arts in Business
Management – University of
Phoenix (2004)
Certifications
• Society for Human Resources
Management – Senior Certified
Professional (SHRM-SCP)
Professional Memberships
• International City/County
Management Association (ICMA)
• Southern California Public Labor
Relations Council
RAFTELIS 6
Heather Gantz
RECRUITER
Senior Manager
PROFILE
Heather has over 25 years of leadership experience in recruiting, talent acquisition, and executive search, with the last 18 years focused on local government. She leads executive searches for the firm, where she is known for her thoroughness as well as engendering trusting relationships with both the client and candidate while providing strategic partnership and exceptional customer service throughout the process.
Heather has conducted hundreds of searches in the public sector. She has delivered positive search outcomes for high-profile public organizations and is an expert at guiding strategy and tailoring outreach to find even the most niche candidates. Heather has successfully recruited city and county managers and administrators, deputy and assistant managers, human resources, finance, community and economic development, public safety, parks and recreation, public works, and many more local government professionals. She has also led numerous executive-level searches in the social/nonprofit sector and recruited leadership positions for technology, creative, accounting, and finance professionals in the private sector.
In addition to executive recruitment, Heather has experience supporting organizational effectiveness. She is known for providing effective leadership development and contributing to employee growth and development initiatives. Heather has advised individuals and small groups on career transition and job search strategies. Topics include knowledge and skill assessment, resume development, LinkedIn, networking, interview preparation, and salary and offer negotiation. Heather has also completed several leadership evaluations and performance reviews for local government leaders.
Heather has a passion for supporting diversity and innovation in the public sector. She served as an early Advisory Board Member for Engaging Local Government Leaders (ELGL) and remains an active and involved member in support of their mission of engaging the brightest minds in local government. In addition, Heather has served as a recurring speaker and presenter at the Northwest Women’s Leadership Academy (NWWLA) in support of advancing women into leadership roles in local government.
Specialties
• Executive search
• Leadership development
• Facilitation
• Project management
• Community and employee
engagement
• Diversity of thought
Professional History
• Raftelis: Senior Manager (2022-
present); Manager (2020-2021)
• Waldron: Director (2007-2020)
• Private Sector Recruiter (1996-
2007)
Education
• Bachelor of Arts in Business
Management – University of
Phoenix (2000)
Professional Memberships
• Engaging Local
Government Leaders
(ELGL)
• International
City/County
Management
Association (ICMA)
RAFTELIS 7
Kelsey Batt
RECRUITMENT SPECIALIST
Consultant
PROFILE
Kelsey joined Raftelis in 2021 and has been instrumental in facilitating executive-level recruitments for local governments and utilities across the country. Beyond recruiting, Kelsey has contributed to Raftelis’ Executive Services by supporting facilitated evaluations, conducting interviews, and crafting promotional materials for key initiatives.
Her versatile skill set and attention to detail have enhanced client deliverables and improved organizational processes, reinforcing her value as a trusted resource for the executive services team. She is known for her ability to streamline workflows, enhance collaboration, and ensure highquality outcomes across multiple projects.
Kelsey graduated from the Honors College at Purdue University in West Lafayette, Indiana, where she earned bachelor’s degrees in both Professional Writing and Creative Writing, along with a Minor in Italian.
Niayla Hairston
RECRUITMENT SPECIALIST
Associate Consultant
PROFILE
Niayla joined Raftelis in 2024 after completing an internship with the firm’s Executive Recruitment Team, where she supported numerous search activities.
As a consultant, Niayla has played a key role in recruiting by helping develop and coordinate critical components of the process. In each recruitment, she prepares client deliverables, conducts candidate outreach research, screens applications, and supports the Lead Recruiter in all other aspects of search management as needed.
Niayla graduated from the University of North Carolina at Charlotte in North Carolina, where she earned a Bachelor of Science in Psychology, a Bachelor of Arts in Spanish Language with a concentration in Hispanic Studies, and a certificate in Leadership, Innovation, Diversity, and Technology.
Specialties
• Executive search
• Process improvement
• Creative writing
Professional History
• Raftelis: Consultant (2024-
present); Associate Consultant
(2021-2023)
• The Purdue Writing Lab and
Purdue OWL (2017-2021)
• Sweetwater Sound: Copywriter
(2020)
• SDI Innovations: Copywriter (2019)
Education
• Bachelor of Arts in Professional
Writing and Creative Writing –
Purdue University (2021)
Specialties
• Executive search
• Candidate outreach campaigns
Professional History
• Raftelis: Associate Consultant
(2026-present); Analyst (2024-
2025); Intern (2024)
• SAFE (UNC Charlotte):
• Coordinator for Development and
Mentor Relations (2023-2024);
Senior Mentor (2022-2023);
Junior Mentor (2021-2022)
Education
• Bachelor of Science in Psychology
– University of North Carolina at
Charlotte (2024)
• Bachelor of Arts in Spanish –
University of North Carolina at
Charlotte (2024)
RAFTELIS 8
METHODOLOGY AND APPROACH
Executive Search Strategy
WHEN ORGANIZATIONS NEED TO FILL KEY POSITIONS, THEY TURN TO RAFTELIS AND BENEFIT FROM THIS GUIDING PRINCIPLE: MEANINGFUL HIRING INVOLVES FINDING THE RIGHT EMPLOYEE AND PREPARING THEM FOR ONGOING SUCCESS. OUR APPROACH TO EXECUTIVE SEARCH SERVICES COMPRISES THREE KEY PHASES.
Inquiring, Understanding, and Defining
We begin each search by conducting a thorough needs assessment to understand the essential experience and background your new employee must possess. We also help you define the new incumbent’s first-year goals so that your organization and the new employee are on the same path toward success. Based on broad input from both internal and external stakeholders, we build a customized position profile for each search, ensuring we attract the best applicants from across the country.
Candidate Search and Evaluation
To reach the right candidates, Raftelis customizes our search process to fit your needs. Often, the candidates best suited to a position are already employed and not searching for a new job via traditional channels. So, we leverage our team’s extensive, diverse professional networks to attract the best talent nationwide. We have demonstrated success assembling candidate pools that are racially, ethnically, and gender-diverse. We are dedicated to helping our clients fill leadership positions with candidates that reflect the communities they serve. We work closely with several organizations that support this goal, and we advertise positions with national organizations that represent people of color and women, including the National Forum of Black Public
Administrators (NFBPA), the Local Government Hispanic
Network (LGHN), the International Network of Asian Pacific Islander Public Administrators (I-NAPA), and the League of Women in Government. Once we have identified a highly qualified pool of candidates, we manage the full hiring process, from interviews to background checks to final offers. We provide personalized support to your team as well as candidates to ensure a thorough, equitable, and transparent search process from start to finish.
Supporting Success
We support your new leader’s long-term success by creating an actionable first-year work plan. Many firms focus solely on finding qualified applicants, leaving the new employee and the organization on their own once the position is filled. Our team, however, uses the objectives gathered during the inquiry stage to prepare new hires for a successful first year. We follow up to ensure continued progress, productivity, and satisfaction for the employee and our client. In the end, we are not just looking for a successful candidate; we are looking for the right employee to be successful in their new position long after their initial hire. of our recruitments
resulted in the hiring of 41%
women
of our recruitments
resulted in the hiring of 22%
people of color
RAFTELIS 9
Proposed Scope of Work
THE FOLLOWING PROVIDES A DETAILED DESCRIPTION OF OUR WORK PLAN FOR YOUR TOWN MANAGER RECRUITMENT.
Activity 1 – Develop Candidate Profile
We will begin by developing a clear picture of your ideal Town Manager. We will conduct a kick-off meeting with the Mayor and Town Council, as well as the Town Attorney and Administrative Services Director, to discuss the overall recruitment process and timeline. We will then meet with the Councilmembers individually and, once again, as a group to understand everyone’s unique perspectives on the desired skills and experiences the next Town Manager should possess. We will conduct an additional meeting with the Town’s senior leadership team or other stakeholders to gather their input. During this process of engagement, we will discuss not just the technical skills needed for the position but also what makes the right organizational fit in terms of traits and experiences.
During our discovery meetings with the Mayor and Town Council, we will discuss the frequency and format of any community engagement that the Town may wish to include in this process, advise on how best to incorporate engagement elements into the search, and provide the required resources to facilitate the desired activities. We advise that the Town consider including community engagement elements early in the search process to inform the candidate profile and first-year goal development, and during final interviews to allow for in-person community interaction with the finalist(s). The fixed fee outlined later in this proposal reflects the full cost of our team hosting and facilitating one virtual community focus group and one simple three-question online survey for community input. We have included estimated costs for additional optional community engagement activities offered by Raftelis in the Cost section of this proposal.
Based on the information gathered in our meetings, we will develop a recruitment plan that focuses on California and extends across the country. We will prepare a position profile unique to Yountville. The profile will outline your organization’s needs, strategic opportunities, and the personal and professional characteristics of the successful candidate. This profile drives the recruitment. It focuses our efforts on the most capable candidates and helps us encourage them to pursue the opportunity. Our team of professional graphic designers will create a recruitment brochure that includes the position profile and information about the organization and the broader community. In developing the candidate profile, we will work with the Town to eliminate potential barriers for underrepresented groups wherever possible to ensure an equitable and inclusive recruitment process.
We will also develop first-year organizational goals for the successful candidate. These goals will ensure that the applicants know what is expected of them, that the Town Council has clearly identified objectives for the new Town Manager, and that the successful candidate can hit the ground running with an actionable work plan. Once drafted, we will review the recruitment plan, brochure, and first-year goals with the Town Council. Modifications will be made as necessary before recruitment begins.
DELIVERABLES:
• Recruitment plan and brochure, including first-year goals for the new Town Manager RAFTELIS 10
Activity 2 – Conduct Outreach and Initial Screening
Within the recruitment plan, we will identify targeted states and metro areas for our comprehensive outreach efforts.
We will place advertisements with national, state, and regional professional organizations, which may include the following, as well as additional relevant sites identified in the recruitment plan:
• California Local Government Management
Collaborative (Cal-ICMA)
• League of California Cities/Western City Magazine
• Municipal Management Associations of Northern
and Southern California (MMANC and MMASC)
• Engaging Local Government Leaders (ELGL)
• International City/County Management Association
(ICMA)
• International Network of Asian Pacific Islander Public Administrators (I-NAPA)
• National Forum of Black Public Administrators (NFBPA) • Local Government Hispanic Network (LGHN)
Once the position is open for applications and advertisements have been placed, we will begin actively and aggressively marketing the position and identifying qualified candidates for assessment. We will directly contact highly qualified applicants in our extensive candidate database and across our firm’s nationwide professional networks. We will utilize LinkedIn and other marketing and sourcing tools to broaden our reach. In our experience, this combination of outreach is the most effective way to reach top candidates, especially those who are not currently in the job market but may consider this leadership opportunity with the Town.
As applications are received, we will acknowledge each one and provide all applicants with timely updates on their status. We screen each applicant against the ideal candidate profile and conduct interviews via phone or videoconference with those applicants who most closely meet the profile of the successful candidate.
When the initial screening phase is complete, we will then meet with the Town Council and other key stakeholders, as desired, to review a summary of the full applicant pool and details on the most qualified candidates with the skills and experience to succeed in the position. Based on this review, the Town Council will finalize a list of candidates to invite for semi-final interviews.
DELIVERABLES:
• Placement of advertisements
• Execution of targeted outreach plan, including one-on-one outreach to passive candidates • Candidate review meeting materials, including screening interview results and preliminary internet research on recommended top candidates
Activity 3 – Support Interviews and Selection
We will collaborate with you to design and facilitate a multi-step interview process, which may include candidate presentations, panel discussions with internal and external stakeholders, tours, meet-and-greets, and one-on-one interviews. Customized interview questions and information about each candidate will be provided for the semifinal and final interview rounds, and we will conduct pre- and post-interview briefings with all those involved. It is our standard practice to conduct semi-final interviews virtually. Our team will be on-site with you for final interviews, which will be held in-person. We will coordinate scheduling logistics and provide candidates with all relevant details, including any travel policy requirements. We will work with a primary point of contact at the Town for scheduling, including suitable venues for all in-person interview events. Any travel expenses for the finalists, if applicable, will be borne and reimbursed directly by the Town.
RAFTELIS 11
The Town Council will select the top candidate following final interviews. We will facilitate the Councilmembers’ discussion by framing what we have learned about the candidates in the context of the position requirements and the Town’s unique organizational culture. Once a finalist is identified, we personally conduct reference checks with their current and former supervisors and direct reports. This 360-degree perspective provides qualitative insights into the finalist's performance and leadership style, which we document in a written summary for the Town. Finally, we engage our third-party vendor, Screenpointe, to execute a comprehensive third-party background check on the selected finalist. This includes verification of education, credentials, and employment history, alongside criminal, civil litigation, and credit checks, as appropriate.
We will assist in negotiating the top candidate’s employment offer in collaboration with the Town Council, Town Attorney, and your Human Resources department. We provide information about the best practices in total compensation, and we will have obtained information on the top candidates’ comfort with the advertised salary and benefits for the position. Throughout this interview and selection process, we will keep all candidates apprised of their status and release them at the appropriate time.
DELIVERABLES:
• Semi-final and final interview materials
• Full reference and background check results on the top candidate RAFTELIS 12
TIMELINE
Proposed Timeline
Included below is a proposed timeline for your Town Manager search. If selected, we will review this timeline with you during our kick-off meeting and adjust as necessary when developing the recruitment plan. As previously mentioned, we have the capacity to kick off this search immediately following contract execution on the Town Council’s desired timeline.
Our average governing body-appointed position recruitment process spans 14 to 16 weeks and is divided into three structured activities as outlined in our scope of work and the graphic above. While we make every effort to complete our searches as quickly and efficiently as possible, the schedule is dependent on interest, availability, and responsiveness from candidates and the availability of key stakeholders in the Town. The Lead Recruiter will manage this timeline closely, maintaining flexibility to accommodate the Town’s needs, while also ensuring we remain on schedule.
ESTIMATED TIMEFRAME AND KEY DELIVERABLES BY ACTIVITY
Activity 1 - Develop Candidate Profile (Estimated: 2-3 weeks) • Recruitment plan; Recruitment brochure, including first-year priorities for the new Town Manager Activity 2 - Conduct Outreach and Initial Screening (Estimated: 5-6 weeks) • Advertisements; Candidate outreach; Candidate Review meeting materials Activity 3 - Support Interviews and Selection (Estimated: 5-6 weeks) • Semi-final and final interview materials; Results of full background and reference checks on the top candidate RAFTELIS 13
REFERENCES AND RELEVANT EXPERIENCE
References
Our firm has been privileged to work with dozens of local governments, utilities, authorities, and special districts across the Western U.S. and throughout the country to find the right leaders for their organizations. The following table lists a select number of recruitments we have conducted for comparable communities and references for each of them.
Organization Recruitment(s) and Year(s) conducted Contact City of Manhattan Beach,
California
• Public Works Director (2026-Current
Search)
• City Engineer (2025)
Lisa Jenkins, Human Resources Director
P: 310.802.5252
E: [email protected]
1400 Highland Avenue
Manhattan Beach, CA 90266
Mesa Water District,
California • Chief Financial Officer (2025)
Camille Shogren, Human Resources
Manager
P: 949.207.5415
E: [email protected]
1965 Placentia Avenue
Costa Mesa, CA 92627
City of Santa Monica,
California
• City Clerk (2026-Current Search)
• Housing and Human Services Director
(2025)
Dana Brown, Human Resources Director
P: 310.458.8940
E: [email protected]
Oliver Chi, City Manager
P: 310.458.8411
E: [email protected]
1685 Main Street
Santa Monica, CA 90401
City of Thousand Oaks,
California
• Deputy Director, Community
Development (2026-Current Search)
• Chief Technology Officer (2025)
Jeanette Green, Human Resources
Director
P: 805.953.0266
E: [email protected]
Akbar Alikhan, Deputy City Manager
P: 805.449.2100
E: [email protected]
2100 Thousand Oaks Boulevard
Thousand Oaks, CA 91362
RAFTELIS 14
Organization Recruitment(s) and Year(s) conducted Contact City of Boulder, Colorado
City Manager (2020)
Additional Recruitments:
• Controller (2025-Current Search)
• Transportation and Mobility Director
(2025)
• Fire Division Chief, Training (2025)
• Chief Financial Officer (2025)
• Fire Division Chief, Operations (2024)
• Police Chief (2024)
• Senior Risk Manager (2024)
• Chief Building Official (2023)
• Fire Division Chief, Logistics (2023)
• Independent Police Monitor (2023)
• Municipal Court Judge (2023)
• Chief Human Resources Officer (2022)
• City Attorney (2021)
• Director of Planning and Development
Services (2021)
• Utilities Engineering Manager (2021)
• Human Resources Information Systems
(HRIS) Manager (2020)
• Human Resources Senior Manager
(2020)
• Total Rewards Senior Manager (2020)
Nuria Rivera-Vandermyde, City Manager
P: 303.441.3090
E: rivera[email protected]
Chris Meschuk, Deputy City Manager
P: 303.441.3388
E: [email protected]
1777 Broadway
Boulder, CO 80302
City of Beaverton, Oregon
City Manager (2021)
Additional Recruitments:
• Chief Financial Officer (2026-Current
Search)
• City Attorney (2024)
• Community Development Director
(2023)
• Information Technology and Services
Director (2023)
• Public Works Director (2023)
• Finance Director (2022)
• Interim City Manager (2020)
Patricia Anderson Wieck, Human
Resources Director
P: 503.526.2522
E: [email protected]
12725 SW Millikan Way
Beaverton, OR 97076
City of Shoreline,
Washington
City Manager (2022)
Additional Recruitments:
• Director of Human Resources and
Organizational Development (2018,
2021)
Bristol Ellington, City Manager
P: 206.801.2213
E: [email protected]
17500 Midvale Avenue North
Shoreline, WA 98133
RAFTELIS 15
The following table specifically details our firm’s city manager (and equivalent governing body-appointed positions) recruitments completed over the past three years. Detailed reference information for these engagements will be provided upon request.
State Organization Governing Body-Appointed
Position Year Completed
Colorado City of Grand Junction City Manager 2024
Colorado Jefferson County County Manager 2023
Kansas City of Eudora City Manager 2023
Kansas WaterOne (Johnson County) General Manager 2023
Maryland City of Rockville City Manager 2024
Maryland Town of La Plata Town Manager 2025
Michigan City of Kalamazoo City Manager 2025
Minnesota City of Rochester Public Utilities General Manager 2023 North Carolina Town of Matthews Town Manager 2025
Ohio City of Hilliard City Manager 2026
Ohio City of Tipp City City Manager 2024
Oregon Benton County County Administrator 2023
Oregon City of Milwaukie City Manager 2024
Virginia City of Fairfax City Manager 2025
Virginia Town of Herndon Town Manager 2025
Virginia Fauquier County County Administrator 2023
West Virginia City of Morgantown City Manager 2025
Wisconsin Madison Metropolitan Sewerage District Executive Director 2024 RAFTELIS 16
In addition to our successful prior searches listed above, we are currently conducting the following nationwide Town Manager (and equivalent governing body-appointed chief executive positions) searches as of the date of this submission.
State Organization Governing Body-Appointed Position
Colorado Jefferson County County Manager
Michigan City of Farmington Hills City Manager
North Carolina City of Kinston City Manager
Ohio City of Centerville City Manager
Oregon City of Medford City Manager
Virginia Chesterfield County County Administrator
Virginia City of Falls Church City Manager
Virginia Town of Middleburg Town Manager
Washington City of Bainbridge Island City Manager
Additionally, Serena Wright-Black, our California-based recruiter, is conducting the following active recruitments throughout California as of the date of this submission.
Organization Governing Body-Appointed Position
City of Daly City Fire Chief
City of Manhattan Beach Public Works Director
City of Sacramento Director of Human Resources
City of Sacramento Director of Public Works
City of Santa Monica City Clerk
Santa Margarita Water District Director of Operations
RAFTELIS 17
COST
Cost
The total fixed fee to complete this recruitment is $35,600. This includes all professional fees and expenses for Raftelis to perform the scope of work outlined in this proposal.
The fee reflects our firm’s standard practice of conducting all meetings virtually until final interviews, when the Lead Recruiter will be on-site in person with the Town. Should you wish to include additional in-person meetings in the scope of this search, those adjustments may be discussed with the Lead Recruiter during the search kick-off meeting. Depending on the geographic location of the Lead Recruiter assigned to this search, additional in-person meetings will increase this fixed fee by up to $1,500 per trip (one trip includes on-site in-person activities with the Lead Recruiter for a full business day).
We estimate the following additional costs to the Town, which will be invoiced at cost as completed.
Advertising Not to exceed $3,000 total.
Background checks Not to exceed $500 per background check.
Costs incurred directly by the Town are as follows:
Finalists’ interview travel
Variable based on the number and geographic location of finalists.
These expenses are borne and reimbursed directly to finalists by the Town.
The fixed fee will be invoiced as follows:
Activity 1 – $10,601 After the delivery of the recruitment plan and brochure.
Activity 2 – $12,681 After the candidate review meeting and semi-finalist selection.
Activity 3 – $12,318 After the final interviews are completed.
Within six months of the final interview process, should an additional candidate be hired by the Town from the pool of candidates presented by Raftelis for this search, the additional fee shall be $15,000.
Service Guarantee
If, within the first twelve (12) months after the hire date, the placed candidate leaves employment with the organization for any reason other than death, disability, or separation initiated by the organization without cause, Raftelis will conduct a replacement search for the position without charging a Professional Services Fee. The costs to the organization will be limited to the direct expenses related to the replacement search (e.g., advertising, background checks, recruiter travel). Within this guarantee period, Raftelis must be notified in writing of the separation within 10 days of its effective date. Additionally, the organization will confirm that all appropriate onboarding activities for the placed candidate were completed and that the placed candidate had regular meetings and, if applicable, an evaluation(s) with the governing body.
RAFTELIS 18
Optional Related Services
Stakeholder Engagement Design and Facilitation
As referenced in the proposed scope of work earlier in this proposal, we will discuss the frequency and format of any additional stakeholder and/or broader community engagement that the Town may wish to include in this recruitment process during initial scoping discussions. Optional stakeholder and wider community engagement elements offered by Raftelis and associated costs include:
Online Feedback Survey
$2,500 per survey (includes written summary of results).
Please note that Raftelis-administered surveys are not based on formal scientific methods but rather serve as an informal tool to gather general feedback from the community and/or staff. This fee reflects a survey of up to five questions.
Small Focus Group/Listening Session –
Virtual or In-Person
$2,500 per small group (up to 12 invited participants per group).
In-person sessions include an additional cost of up to $1,500 per day for recruiter/facilitator travel.
Facilitated Public Meetings – In-Person
$5,000 per meeting (no cap on meeting size; includes feedback solicitation from attendees).
If a public meeting is held outside the final interview process, when the Lead Recruiter will already be on-site, an additional cost of up to $1,500 per day will be included for
recruiter/facilitator travel.
Leadership Coaching
We have a talented team of former local government and utility leaders who provide one-on-one coaching to executives, department heads, and mid-level managers. The process includes setting goals, developing and executing a coaching plan, and individual coaching sessions. Local governments and utilities utilize this service to help new leaders acclimate to their roles and responsibilities and adjust to the complexities of the organization. We help leaders of varying tenures with navigating difficult conversations, improving their interactions with the governing body and/or the public, building strong teams, and preparing future leaders within their organization.
The scope of a typical coaching engagement includes 30 to 40 hours of time from our team at $260/hour.
Facilitated Evaluations
Our team of seasoned former local government and utility leaders provides facilitated evaluation services for governing body-appointed staff, including city managers, executive directors, general managers, and equivalent roles. The process includes gathering input from each governing body member through one-on-one conversations, an employee self-assessment, a 360-review (if desired), and a guided conversation for the governing body and appointed leader in executive session (in accordance with all relevant open meeting laws), including goal setting for the upcoming year. This objective process allows each member of the governing body’s voice to be heard and ensures the executive receives meaningful, actionable feedback. Our team will prepare and provide a written evaluation report. The scope of a typical facilitated evaluation includes 50 to 60 hours of time from our time at a rate of $260/hour.