M A Y 1 1 , 2 0 2 6
T O W N M A N A G E R
R E C R U I T M E N T S E R V I C E S
PROPOSAL
TABLE OF
CONTENTS
WWW.WBCPINC.COM
SUBJECT PAGE
COVER LETTER
BACKGROUND/QUALIFICATIONS
GUARANTEE
ORGANIZATIONAL CHART
WBCP KEY STAFF
RECRUITMENT STRATEGY / PHASES
SCOPE OF WORK
RECRUITMENT TIMELINE
REFERENCES
MARKETING MATERIAL EXAMPLES
COST SHEET/TIMELINE POLICY
OTHER
I.
II.
III.
IV.
V.
VI.
VII.
VIII.
X.
XI.
XII.
XIII.
Confidential
1 - 2
3 - 9
10 10
11 - 13
14 - 16
17 18
19 19
20 - 21
22 I. COVER LETTER...............................................................................................
WWW.WBCPINC.COM PAGE 1
Confidential
MAY 11, 2026
6550 Yount Street
Yountville, CA 94599
RE: Town of Yountville - Town Manager Recruiting Services It is our pleasure to submit this proposal for recruitment services to secure your ideal candidate to serve as the Town Manager of the Town of Yountville. WBCP has worked on many City/Town Manager recruitments, and we look forward to the opportunity to partner with your organization on this critical position!
We trust our proposal will showcase our client-focused recruitment process and will act as a testament that we are passionate about what we do to make our clients happy.
WBCP, Inc. was selected, through a national request for proposal process, as the single-awarded vendor for executive recruitment services through a national competitive process conducted by the National Association of Counties (NACo) under the Public Promise Procurement (PPP) program. This cooperative purchasing agreement, with San Diego County serving as the Lead Public Agency (LPA), allows public sector organizations across the U.S. to satisfy competitive procurement requirements and contract directly with WBCP—without the delays or added costs of a traditional RFP process. The PPP/LPA partnership ensures that organizations can engage WBCP quickly, compliantly, and with confidence in the value and quality of service delivered. Learn more here: https://wbcpinc.com/naco.
It has been proven that great employees are looking for great employers, not just a paycheck. WBCP provides a broader perspective to recruitment services – going beyond securing the ideal candidate – we brand your organization as an employer of choice. We use eye-catching marketing materials, innovative search practices, and responsive and respectful communications with your applicants and stakeholders. Additionally, we guarantee this placement for 12 months, and we provide a fair and equal recruitment process that also focuses on attracting ethnic and gender-diverse applicant pools.
WBCP is talented at working with you to identify the strengths, challenges, and opportunities of this job, the ideal candidate, and your community and organizational culture. WBCP will work with your stakeholders to design a recruitment strategy that will include a customized engagement process. We will have a series of meetings, discussions, stakeholder interviews, and survey(s) to get to know you, the organization, the community, the culture, and the staff whom the future Town Manager will lead.
My team and I know the California candidate marketplace and have many clients in your region, such as the City of Napa, City of Sonoma, County of Napa, City of Petaluma, and City of Santa Rosa (just to name a few). We have exceptional experience successfully recruiting for similar positions, with several notable recruitments including, but not limited to:
Town Manager, Town of Truckee, CA
Town Manager, Town of Windsor, CA
Town Manager, Town of Portola Valley, CA
City Manager, City of Sonoma, CA
City Manager, City of Dunsmuir, CA (active)
City Manager, City of Colfax, CA
To see a full list of our clients and successful recruitments, visit: https://tinyurl.com/549ehf23.
We have over two decades of experience in public sector executive search services and have provided direct search services through WBCP since 2004. WBCP’s executive recruiters are all highly personable and have unique backgrounds that make them well-equipped to take on your recruitments, as you will read their biographies in this proposal. WBCP now has offices in California, Oregon, Washington, Texas, Arizona, South Dakota, and Florida.
Recruiting top talent has become the number-one topic among administrators. New and innovative recruitment strategies are critical to identifying and securing candidates with a deep understanding of how to assess and meet community needs and address future challenges. WBCP understands the complexity of community leadership, and we are prepared to provide a thorough, complete, and fair recruitment process to provide a diverse applicant pool. Our 2025 year-end review showed that, over the past three years, an average of 68% of our placements have been candidates from diverse backgrounds. In fact, we are often selected and told that we bring a larger, more qualified and diverse groups of candidates than they have ever received from past professional recruiters.
Lastly, we love what we do, and we are passionate about finding exceptional candidates who are also passionate about serving others. WBCP’s staff are driven and desire to exceed client expectations. I appreciate your consideration in retaining our services and hope to have an opportunity to work with you in the future.
Best Regards,
Wendi Brown | Founder/President, WBCP, INC.
[email protected] | 541-664-0376
www.wbcpinc.com
WWW.WBCPINC.COM PAGE 2
Our clients have great things to say about the quality of the service we provide and the amazing candidates we find them, In fact, many of our clients are return customers. Please feel comfortable reaching out to these organizations to get their feedback directly.
68%
of WBCP candidates
placed in positions
come from a diverse
background
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(including boards, appointed/elected officials, and engaged constituents), manage all details of a recruitment process, and secure great candidates. Our dedication and commitment to the client are complemented by our deep understanding and ability to effectively navigate challenging political climates.
I. COVER LETTER...............................................................................................
Confidential
WWW.WBCPINC.COM PAGE 3
II. BACKGROUND & QUALIFICATIONS.......................................................
Confidential
Principal: Wendi Brown, President/CEO
Company Legal Name: WBCP, Inc. (W. Brown Creative Partners) Tax ID: 81-5454037
Website: www.wbcpinc.com
Phone: 866-929-WBCP (9227) / 541-664-0376
Address:
Oregon (3 offices including WBCP, Inc. Headquarters): 213 E Main St., Rogue River, OR, 97537; Grants Pass, Medford, and Tigard
California (6 offices): San Jose, Gilroy, Roseville, Camarillo, Marina Del Rey, and Santa Barbara
Washington (2 offices): Seattle and Walla Walla
Texas: Dallas
Arizona: Douglas
South Dakota: Mitchell
Florida (2 offices): Minneola and Jacksonville
WBCP is a 100% women-owned
business, an S Corporation, not part of
a parent company, and is a registered
small business through the US Small
Business Administration (SBA). WBCP
is registered to do business in all states
we serve, and files and pays California
S Corporation and personal income
tax to the State of California.
WOMEN OWNED
WBCP, Inc. has been in business since
2004, and serves nonprofit and public
sector organizations. WBCP offers a
variety of services, including: partial
and full service search services for
individual contributor, supervisor,
management and executive
management positions; human
resources consulting: organizational
development, training, classification
and compensation studies, analysis
and assessments, etc.
BUSINESS HISTORY
Confidential
WWW.WBCPINC.COM/JOB-BOARD PAGE 4
II. BACKGROUND QUALIFICATIONS...........................................................
Confidential
WBCP has over 20 years of experience providing search services for public sector and non-profit organizations. We have successfully secured professionals and provided other consulting services in California, Arizona, Colorado, Idaho, Nevada, New York, Oregon, Ohio, Texas, Utah, and Washington.
California
Alameda
Alpine
Colusa
Contra Costa
Del Norte
Fresno
Humboldt
Lake
Los Angeles
Marin
Mariposa
Mendocino
Merced
Mono
Colorado
Boulder
El Paso
Larimer
Oregon
Jackson
Lane
Washington
King
North Dakota
Cass
Texas
Comal
Monterey
Napa
Nevada
Orange
Placer
Riverside
Sacramento
San Benito
San Bernardino
San Diego
San Francisco
San Mateo
San Joaquin
Sutter
San Luis Obispo
Santa Barbara
Santa Clara
Santa Cruz
Shasta
Solano
Sonoma
Stanislaus
Tehama
Tulare
Tuolumne
Yuba
Yolo
COUNTIES
California
Anaheim
Arcata
Atwater
Banning
Berkeley
Calistoga
Ceres
Chino
Colfax
Corte Madera
Culver City
Davis
Dunsmuir
Emeryville
Oregon
Ashland
Astoria
Central Point
Garibaldi
Gold Hill
Grants Pass
Hubbard
Arizona
Chandler
Phoenix
Goodyear
Nevada
Boulder City
New York
Rochester
Encinitas
Fremont
Fresno
Gilroy
Goleta
Hemet
Irvine
Laguna Beach
Larkspur
Lincoln
Livermore
Livingston
Long Beach
Los Altos
Marina
Milpitas
Napa
Novato
Ontario
Orinda
Oxnard
Palo Alto
Parlier
Pasadena
Petaluma
Pismo Beach
Port Hueneme
Portola Valley
Redding
Riverside
Rocklin
Roseville
Sacramento
San Francisco
San Jose
San Rafael
Santa Maria
Santa Monica
Santa Paula
Santa Rosa
Solvang
Sonoma
Independence
Newport
Pendleton
Phoenix
Rogue River
Talent
Tillamook
Texas
Fort Worth
Utah
Park City
Washington
Duvall
Ohio
West Chester
CITIES & TOWNS
South Pasadena
Sutter Creek
Truckee
Ventura
Vernon
Victorville
Watsonville
West Hollywood
Windsor
WWW.WBCPINC.COM/JOB-BOARD PAGE 5
II. BACKGROUND QUALIFICATIONS...........................................................
Confidential
National
Hass Avocado Board (HAB)
North American Blueberry Council / U.S.
Highbush Blueberry Council(NABC/USHBC)
California
Amador Water Agency
Association of California Water Agencies
(ACWA)
Alameda–Contra Costa Transit District (AC
Transit)
Bay Area Rapid Transit District (BART)
Bear Valley Community Services District
Boulder Creek Fire Protection District
California Municipal Utilities Association
(CMUA)
California Prison Industry Authority
(CALPIA)
Cosumnes Community Services District
Dublin San Ramon Services District
Irvine Ranch Water District
John Wayne Airport
Los Angeles County Employees Retirement
Association (LACERA)
Los Angeles Unified School District (LAUSD)
Los Angeles World Airports (LAWA)
Mendocino County Air Quality Management
District
Metropolitan Transportation Commission
(MTC)
Metropolitan Water District of Southern
California
Modesto Irrigation District
Monterey One Water
Nevada Irrigation District
Newark Chamber of Commerce
Oakland Housing Authority
Olivehurst Public Utility District
Orange County Employees Retirement System
(OCERS)Port of Long Beach
Port of San Diego
Placer County Transportation Planning Agency
(PCTPA)
Sacramento Area Flood Control Agency
(SAFCA)
Sacramento Employment & Training Agency
(SETA)
Sacramento Public Library Authority
Sacramento Sewer District
Sacramento Suburban Water District
San Benito Council of Governments
San Benito County Water District
San Diego Port Authority
San Joaquin County Employees' Retirement
Association (SJCERA)
San Rafael Sanitation District (SRSD)
Santa Clarita Valley Water Agency
Sonoma County Library
Tri-City Mental Health Authority (TCMHA)
Truckee-Donner Public Utility District (TDPUD)
Tuolumne Utilities District
Turlock Irrigation District
Trabuco Canyon Water District
Valley Consortium for Medical Education
(VCME)
Valley Water
Water Forum
West Basin Municipal Water District
Trindel
Oregon
Jackson County Fire District 5
Rogue Valley Sewer Services
Idaho
Teton County Joint Housing Authority (TCJHA)
LOCAL AND NATIONAL COUNCILS, BOARDS, DISTRICTS, AND JOINT POWERS AUTHORITIES (JPAS) WWW.WBCPINC.COM/JOB-BOARD PAGE 6
II. BACKGROUND QUALIFICATIONS...........................................................
Confidential
CDS Publications
Central California Truck and Trailer
Morton & Pitalo
NAVA
Prentice | Long, PC Law Firm
SWEED
Tekmanagement
Touchstone Accounting
Cities
Fremont (CA)
Medford (OR)
Santa Maria (CA)
Santa Paula (CA)
National
Futures Without Violence (Family
Violence Prevention Fund)
Radio Bilingüe
California
Center Point
Central California Legal Services (CCLS)
Community Food Bank
Downtown Streets Team
First 5 (Alameda County, California
Association, Fresno, Santa Barbara
County, San Mateo)
Gold Coast Health
NONPROFITS
PRIVATE ORGANIZATIONS CONSULTING SERVICES
Greater Richmond Interfaith Program
(GRIP)
Northern Valley Catholic Social
Service (NVCSS)
Options Recovery
San Francisco Estuary Institute
West Angeles Church of God in Christ
Oregon
Community Works
Dogs for Better Lives / Dogs for the
Deaf
Southern Oregon Regional Economic
Development, Inc. (SOREDI)
Counties
Humboldt (CA)
Mariposa (CA)
Santa Barbara (CA)
San Luis Obispo (CA)
Schools
Monterey High School
WWW.WBCPINC.COM/JOB-BOARD PAGE 7
Confidential
II. BACKGROUND & QUALIFICATIONS.......................................................
BELOW IS A LIST OF SIMILAR RECRUITMENTS WBCP HAS MANAGED:
I N D U S T R I E S
Organizational Leadership
Economic Development
Facilities & Operations
Financial, Administrative
Services, Accounting, Auditing
Health & Human Services,
Housing, Unhoused
HR, Risk, Labor/Employee Relations
Information Technology
Legal, Counsel, Clerk
Library
Marketing, Communications, PR
Parks & Rec, Community Services,
Arts
Planning, Environmental,
Community Development,
Building, Transit
Public Safety
Public Works, Transportation,
Engineering
ORGANIZATIONAL LEADERSHIP
City Manager, City of Atwater, CA
City Manager, City of Boulder City, NV
City Manager, City of Ceres, CA
City Manager, City of Colfax, CA
City Manager, City of Dunsmuir, CA 2022
City Manager, City of Dunsmuir, CA 2026
City Manager, City of Garibaldi, OR
City Manager, City of Gold Hill, OR
City Manager, City of Goodyear, AZ
City Manager, City of Independence, OR
City Manager, City of Malibu, CA
City Manager, City of Oxnard, CA
City Manager, City of Pasadena, CA 2021
City Manager, City of Pasadena, CA 2026
City Manager, City of Parlier, CA
City Manager, City of Petaluma, CA
City Manager, City of Phoenix, OR
City Manager, City of Port Hueneme, CA
City Manager, City of Santa Maria, CA
City Manager, City of Santa Monica, CA
City Manager, City of Santa Rosa, CA
City Manager, City of Sonoma, CA
City Manager, City of Talent, OR
City Manager, City of Tillamook, OR
City Manager, City of Ventura, CA
City Administrator, City of Duvall, WA
City Administrator, City of Hubbard, OR
City Administrator, City of Rogue River, OR
Town Manager, Town of Truckee, CA
Town Manager, Town of Windsor, CA
Town Manager, Town of Portola Valley, CA
Interim City Manager, City of Milpitas, CA
Assistant City Manager (Municipal Services), City of Sacramento, CA Assistant City Manager (Public Safety), City of Sacramento, CA Assistant City Manager, City of Beverly Hills, CA
Deputy City Manager, City of Long Beach, CA
Chief Executive Officer, CalPIA (California Prison Authority), CA Chief Executive Officer, Downtown Streets Team, CA
Chief Executive Officer, Newark Chamber of Commerce, CA Chief Executive Officer, San Joaquin County Employees’ Retirement Association (SJCERA), CA Chief Executive Officer, San Joaquin Tributaries Authority, CA County Executive Officer, County of Santa Cruz, CA
County Executive Officer, County of Shasta, CA
County Administrative Officer, San Benito County, CA
County Administrative Officer, County of Tuolumne, CA
Chief Administrative Officer, Port of San Diego, CA
WWW.WBCPINC.COM/JOB-BOARD PAGE 8
Confidential
II. BACKGROUND & QUALIFICATIONS.......................................................
Check out our full list of
recruitments here:
https://tinyurl.com/549ehf23
ORGANIZATIONAL LEADERSHIP (CON'T)
Deputy Chief Administrative Officer, San Diego County, CA Deputy Chief Administrative Officer - Budget, San Benito County, CA ACAO - Assistant County Administrator, County of San Joaquin, CA ACAO/HR Director, County of Mariposa, CA
ACEO - Assistant County Administrative Officer, County of Santa Barbara, CA ACEO - Assistant County Executive Officer, County of Napa, CA Assistant Executive Officer, Los Angeles County Employees Retirement Association (LACERA), CA General Manager, Bear Valley Community Services District, CA General Manager, Los Angeles Public Media, CA
General Manager, Olivehurst Public Utility District, CA General Manager, Radio Bilingüe, CA
General Manager, San Benito County Water District, CA
General Manager, Santa Cruz County Animal Services Authority, CA General Manager, Tuolumne Utilities District, CA
General Manager, Trabuco Canyon Water District, CA
Deputy General Manager, City of Ontario, CA
Chief Operating Officer, Futures Without Violence, CA
Chief Operating Officer - IT and Administrative Services, Valley Water, CA Chief Operating Officer - Water Utility Enterprise, Valley Water, CA Chief Operating Officer/Executive Director, Valley Consortium of Medical Education, CA Assistant General Manager Water Operations, Modesto Irrigation District, CA Executive Director, Association of California Water Agencies, CA Executive Director, California Municipal Utilities Association (CMUA), CA Executive Director, First 5 Association of California, CA Executive Director, Water Forum, CA
Executive Director, San Benito Council of Governments, CA Executive Director, Placer County Transportation Planning Agency, CA Executive Director, Teton County Joint Housing Authority, ID Executive Director, Trindel, Risk Management, CA
Executive Director, Arts Commission, County of Santa Barbara, CA Executive Director, Latino Public Broadcasting, CA
Executive Director, Northern Valley Catholic Social Service, Redding, CA Executive Director, Greater Richmond Interfaith Program, CA Executive Director, Options Recovery Services, CA
Executive Director, Sacramento Employment and Training Agency (SETA), CA Executive Director, Southern Oregon Regional Economic Development, Inc. (SOREDI), OR Executive Director, Pacific Gateway Workforce Innovation Network (PGWIN), City of Long Beach, CA Executive Director, Tri-City Mental Health Authority, CA Executive Director, First 5 Fresno, CA
Executive Director, First 5 Santa Barbara County, CA
Executive Director - Police Accountability Board, City of Rochester, NY Executive Director, San Joaquin Tributaries Authority, CA Assistant Executive Director, First 5 San Mateo, CA
Chief Deputy Director, ISD, County of Los Angeles, CA
Vice President, Center Point, Inc., CA
Executive Vice President, Center Point, CA
WWW.WBCPINC.COM/JOB-BOARD PAGE 9
Confidential
II. BACKGROUND & QUALIFICATIONS.......................................................
Since partnering with the country’s largest network of diversity job boards, we have seen a 21% increase in diverse applicants and a 13% increase in diverse candidates placed in positions with our clients. This demonstrates WBCP's dedication to expanding outreach and removing barriers to apply, ensuring access to a highly qualified and diverse applicant pool.
WBCP understands the complexities of
meeting the needs of a diverse
community, and we provide a thorough,
complete, and fair recruitment process.
Streamline and Satisfy the RFP
Process to receive recruiting on
demand. Reach out to WBCP today
for more information.
When you post a job with WBCP, it is automatically shared across 600 diversity job boards, maximizing reach and ensuring access to a wide and inclusive pool of talent.
We also utilize the largest diversity database with over 160 million resumes and 15,000 community based organization contacts to expand our search.
LinkedIn:
As LinkedIn recruiters, we have access
to over 1 Billion profiles, allowing us to
evaluate candidates' backgrounds,
education, experience, licensure, and
more.
AI:
WBCP also leverages AI tools to gather
additional information to effectively reach
future applicants and candidates contact
information for emails and phone numbers.
600 Diversity Job Boards:
RECRUITING WITH DIVERSITY IN MIND:
WWW.WBCPINC.COM PAGE 10
Confidential
III. GUARANTEE..................................................................................................
IV. ORGANIZATIONAL CHART......................................................................
WBCP Inc. provides either a placement guarantee, or a replacement guarantee as determined by the recruitment outcome and defined below:
Successful Placement Guarantee: We guarantee a successful placement and will provide continued consulting services for one additional recruitment at no extra consulting fee. The client will be responsible for any direct expenses.
OR
Replacement Guarantee: If a candidate selected and appointed by the client leaves their position for any reason before completing 12 months of service, WBCP will provide consulting services at no additional cost to secure a replacement. The client will be responsible for any direct expenses. This guarantee applies to one replacement within one year of the candidate’s departure.
ADMINISTRATIVE PROFESSIONALS
WENDI BROWN
President/Sr. Recruiter
MANAGEMENT/RECRUITERS ADMINISTRATIVE PROFESSIONALS
EXECUTIVE
LEADERSHIP
TERI MAUS-NISICH
Sr. Executive
Recruiter
LEAH MURPHY
Project Manager
THERESA COLLINS
Project Manager
JOSETTE
REINA-LUKEN
Executive
Recruiter
WENDI BROWN
President/Sr. Recruiter
EXECUTIVE
LEADERSHIP
HEATHER JACK
Director of Finance &
Operations
BILL LANDIS
Public Safety
Investigator
CHRISTY
WURSTER
Sr. Facilitator
ALAN ROSEN
Executive Recruiter/
Sr. Facilitator
BERNIE LICATA
Organizational
Development Consultant
RIVKAH SASS
Retired Library
Director/Sr. Facilitator
WILLIAM
RACOWSCHI
Fire/Public Safety
MIKE
LUKEN
Sr. Facilitator
CREATIVE PARTNERS / SENIOR ADVISORS
WBCP is a 100% woman-owned business. Staff and consultants are a diverse mix of gender/ethnicity Age ranges from 24 - 70+
WBCP STATISTICS
BRUCE GRIFFITHS
Organizational Development/
IO Psychologist
STEVE BROWN
National Account
Manager
SCOTT
BECKSTEAD, JD
Sr. Advisor
LAUREN
GERSON-GREENE
Executive
Recruiter
MAGGIE
ALEXANDRE
Human Resources/
Special Projects
Manager
MANAGEMENT/RECRUITERS
STEPHANIE
LAWSON
Recruitment
Manager
TERRI MAUS-NISICH
Sr. Executive
Recruiter
LEVI
KUHLMAN
Executive
Recruiter
DD
GRISSOM
Talent Acquisition
Manager
KARLEE
BECKSTEAD
Marketing &
Communications
Manager
JOSETTE
REINA-LUKEN
Executive
Recruiter
SHANI
PEARCE
Recruiter / Project
Manager
SOFIA
QURAISHI
Recruiter / Talent
Acquisition Specialist
ADMINISTRATIVE
PROFESSIONALS
MADDY
SCHWARZ
Marketing
Operations Analyst
LEAH
MURPHY
Project Manager
ANGELA
EDWARDS
Talent Acquisition
Specialist
ALEX
LE
Copywriter
KELLY
ALLEN
Recruitment &
Marketing Assistant
NONYE
OGBA
Talent Acquisition
Specialist
LANE
NOLAN
Project Manager
NICOLE SCHWARZ
Business Development
Representative
MONICA
WHEELER
Recruitment Assistant
JAYCE
HERBOLD
Recruitment Assistant
FAITH
ARES
Recruitment Assistant
KATIE
RIDLEY
Recruitment Assistant
AIMEE
KUHLMAN
Operations Assistant
EMILY
THOMASON
Marketing Assistant
WWW.WBCPINC.COM PAGE 11
Confidential
V. WBCP KEY STAFF........................................................................................
I am the President of WBCP, with over 20 years of experience in marketing and advertising and combine this with my background in recruiting to successfully place hard-to-fill, management, and executive positions. My team and I are passionate about helping organizations improve their recruitment services, place great talent, conduct department assessments, redesign antiquated processes, revise job descriptions, conduct salary and
benchmark studies, and more. I have worked in various
industries – advertising and public relations, national real estate franchisor, global manufacturing – and I have worked with nonprofit and public sector organizations since 1999. Formerly, I was an internal Human Resources Consultant for the County of Orange, California, providing countywide communications, human resources, executive search, and recruiter training services to the Assistant Chief Executive Office/Human
Resources Director and, at that time, 25 decentralized
departments, with 17,000 employees, serving a community of 300,000. I have a Bachelor’s of Science in Business
Administration with an emphasis in Marketing from Colorado Technical University; have earned several certificates in Project Management, Global Business, Marketing, and Human Resources; and working toward a Master’s in Management at Southern Oregon University.
WENDI BROWN
Lead Consultant/
Sr. Executive
Recruiter
TERRI MAUS-NISICH
Sr. Executive Recruiter
Terri Maus-Nisich holds a pivotal role as one of our Senior Executive Recruiters, leveraging her extensive background as a distinguished leader in local government. With a local
government career spanning over 40 years, Terri's journey includes transformative roles within the County of Santa Barbara, where she ascended from Parks Director to Assistant County Executive Officer, overseeing vital municipal and health/human service departments. Her remarkable impact encompasses
leadership in Homeless Services, Communications, and
Emergency Management, driving community engagement,
disaster recovery, and support for vulnerable populations. Before her tenure in Santa Barbara, Terri spent 15 years with the City of Santa Clarita in roles ranging from analyst to Deputy City Manager. Throughout her remarkable career, Terri prioritized strategic planning, organizational development, and innovative problem-solving, garnering numerous awards. She holds a Bachelor’s Degree from UC Santa Barbara, a Masters of Public Administration from Cal State Northridge, and a graduate certificate from Harvard University’s JFK School of Government.
WWW.WBCPINC.COM PAGE 12
Confidential
V. WBCP KEY STAFF........................................................................................
LAUREN GERSON-GREENE
Executive Recruiter
Lauren Gerson is a seasoned Executive Recruiter at WBCP, where she draws on over 15 years of experience in career services, customer relations, and operations. Her recruiting expertise extends across various industries, with notable success in health and human services, utilities, and finance. Lauren has helped organizations across multiple states fill hard-to-hire positions at every level, from individual contributors to executives. Lauren’s diverse professional journey began in operations and events management, where she honed her expertise in human resources, business management, and regulatory compliance. She later transitioned to career services, and prior to joining WBCP, worked with a career coaching company helping job-seekers better leverage their skills and overcome barriers to employment.
Lauren holds a Bachelor's degree in Philosophy from Whittier College. She brings a unique perspective to her role, and is committed to making a positive impact both professionally and personally. With her unwavering dedication and client-centric focus, Lauren continues to drive success and excellence in executive recruitment at WBCP.
Levi Kuhlman is an Executive Recruiter at WBCP, and an
experienced professional with a multifaceted career spanning across executive recruitment, real estate, and entrepreneurship.
He has worked extensively with local municipalities, special districts, and not-for-profit organizations across the Western region, with a focus in California, Oregon, and Idaho. Levi has conducted many successful recruitments in various industries including planning, rent stabilization and housing, engineering, finance, city management, transportation and transit, community development, building and safety, public safety, risk
management, and information technology. Levi serves as a skilled and diplomatic liaison, earning a reputation for his personalized approach to recruiting. Before joining the ranks of WBCP, he advocated on behalf of tenants, landlord, and clients. With a diverse skill set and a commitment to excellence, Levi continues to make significant contributions to WBCP, his clients, and broadening the professional community one recruitment at a time.
LEVI KUHLMAN
Executive Recruiter
SHANI PEARCE
Executive Recruiter
JOSETTE REINA-LUKEN
Executive Recruiter
WWW.WBCPINC.COM PAGE 13
V. WBCP KEY STAFF........................................................................................
Josette, an Executive Recruiter at WBCP, specializes in government finance and the water industry with nearly 30 years of experience. Her career began in IT, managing software implementations and leading training and sales teams. After earning her MBA, she transitioned to municipal agencies, holding various management positions, including Administrative
Manager and Financial Manager. With expertise in budgeting, strategic planning, and organizational development, Josette has made significant contributions to the agencies she's served. She holds a Bachelor’s Degree in Political Science/Public
Administration from the University of South Florida, an MBA from the University of Phoenix, and certificates in Human Resources from the California State University and Leadership from the University of Davis.
REVIEW OTHER EMPLOYEES & CONSULTANT
PARTNERS ON OUR WEBSITE:
WWW.WBCPINC.COM/WBCP-TEAM
Shani Pearce brings over 15 years of corporate and public sector experience to her role as an Executive Recruiter at WBCP, with a background spanning executive support, human resources, project management, and regulatory compliance. She began her career with the City of Medford, working closely with executive leadership on labor relations, wellness initiatives, recruitment, and large-scale events. In the private sector, she advanced as a Human Resources Business Partner, specializing in recruitment, training, and organizational development, before joining a multi-billion-dollar, multi-state energy company where she progressed into project management, overseeing compliance, licensing, permitting, and stakeholder engagement. Alongside her
corporate work, Shani co-founded a wedding and event
business, further demonstrating her creativity and logistical expertise. At WBCP, she brings this diverse experience to lead recruitment processes, engage with clients, source candidates, and ensure a seamless candidate experience, making her a trusted partner to clients and a valued member of the WBCP team.
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VI. RECRUITMENT STRATEGY / PHASES....................................................
Confidential
WBCP knows how to customize your search strategy to meet your unique recruitment needs. We customize your recruitment based on the specific needs, target audience, and challenges for each recruitment; however, below is a baseline approach for most recruitments.
We require the Client and/or Search Committee, to be actively involved in key phases of the recruitment process to help WBCP gain a clear understanding of the organization’s priorities, leadership needs, culture, and long-term goals.
PHASE I
C L I E N T & S T A K E H O L D E R M E E T I N G S
Internal/External Groups: we provide customized online surveys and share distribution links to clients for internal and external stakeholder groups, including employees, residents, leadership teams, and community members.
Multilingual & Accessible Options: online surveys can be customized for distribution to specific stakeholder groups, such as individual districts within a city. Surveys may also be provided in multiple languages. Additional customization and translation services may involve an additional cost.
Internal & External Stakeholder Engagement
Flexible Discussion Formats:
1:1
Small group
Large group
Virtual & In-Person Options
Engagement Options:
L I S T E N I N G S E S S I O N S
F E E D B A C K O U T C O M E / T I M E L I N E D E V E L O P M E N T Following the Client/stakeholder meetings, we will develop a detailed timeline for the recruitment along with a proposed advertising plan for approval.
Immediately following the client feedback activities, we will draft the competencies for the recruitment and advertising material/recruitment brochure for the Client’s review. This information will summarize what was learned from Client-related interviews and will be used to advertise the opening.
C R E A T I V E D E V E L O P M E N T
Broad Community Participation: WBCP collaborates with stakeholders identified by the Client, which may includeelected officials, governingboards, executive leadership, employees, labor representatives, community organizations, residents, businesses, and partner agencies.Stakeholder input helps WBCP develop the ideal candidate profile, targeted recruitment materials, and a strategic outreach approach tailored to the Client’s needs.
O N L I N E S U R V E Y S
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VI. RECRUITMENT STRATEGY / PHASES....................................................
Confidential
M A R K E T I N G S T R A T E G Y & I M P L E M E N T A T I O N WBCP will execute a customized marketing/ad plan once the job announcement is created. An ad plan could include the following (based on assumptions), and will be customized based on information gathered in Phase I:
We will provide weekly updates on the progress of this search unless the client prefers more or less frequent communications. We tailor our communications in accordance with our Client’s needs.
PHASE II
C O M M U N I C A T I O N W I T H C L I E N T
WBCP utilizes targeted digital advertising and proactive outreach to develop diverse and highly qualified applicant pools, leveraging over 20 years of recruitment experience and tens of thousands of established contacts through our existing network. Our outreach includes local and national job boards, professional associations, industry networks, and social media platforms. In partnership with a diversity recruitment platform, our postings reach up to 600 local employment and diversity websites, connecting with more than 15,000 community organizations and niche sites while accessing a job bank of over 2 million resumes. Upon our 2025 year-end review, we found that 68% of candidates placed over the previous three years came from diverse backgrounds.
D I G I T A L A D V E R T I S I N G W I T H D I V E R S I T Y I N M I N D
E M A I L & D I R E C T M A I L A D V E R T I S I N G
In addition to tapping into WBCP's existingpool of potential applicants, we have the capability to access various professional lists. We actively seek out additional lists through associations, contacts, and other strategic channels.
S O U R C I N G / H E A D H U N T I N G
WBCPemploys a proactiverecruitment approach focusedon identifying, engaging, and connecting with highly qualified candidates through targeted outreach and strategic sourcing efforts, including:
LinkedIn Recruiter Access: utilizing LinkedIn Recruiter’s network of more than 350 million profiles and Boolean search strategies to identify and engage highly qualified candidates.
Advanced AI-Driven Sourcing: leveraging advanced AI tools to access phone numbers, email addresses, and other hard-to-find contact information in today’s competitive market.
Centralized Talent Acquisition Support: WBCP’s centralized talent acquisition team maximizes outreach efforts, expands candidate pipelines, and conducts an average of 100-200 direct outreach calls per recruitment.
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VI. RECRUITMENT STRATEGY / PHASES....................................................
WBCP will review resumes as they are received and/or at the close of the recruitment.
Those candidates determined to be the most highly qualified will be selected for a screening interview.
S C R E E N I N G I N T E R V I E W S / R E P O R T T O C L I E N T WBCP does not restrict the number of applicants or candidates to be screened.
Rather, we interview candidates who meet our ideal candidate criteria; frequently this group amounts to 20 candidates, or on average 20% of the applicant pool. Following the completion of the phone screen interviews, we will develop a report/recommended shortlist of candidates, which includes: resumes, cover letters, and a one-page profile summary of candidates' professional history, including a brief overview of WBCP’s assessment and the results of their phone screen. We will meet with the selection committee/Client to review this report and select candidates for interviews. In this meeting, we will review the recruitment plan and discuss the final stages of the selection process.
WBCP will take responsibility for communicating with the applicants/candidates during each phase of the search process and Client should refer any inquiries from potential or existing applicants directly to WBCP.
S E L E C T I O N P R O C E S S
WBCP will design and administer an appropriate final selection process based on the needs of the Client (tailored to the need and recruitment). WBCP will facilitate the invitation and coordination of these meetings/interviews and provide additional assessment tools/recommendations such as interview questions, writing and presentation exercises, problem solving scenarios, etc.
PHASE III
PHASE IV
R E S U M E A S S E S S M E N T
C O M M U N I C A T I O N W I T H C A N D I D A T E S
Following the interviews and the Client’s top candidate(s) selection, we will assist the Client with facilitating a thorough background and reference check. A typical approach includes a review of federal, state, and local criminal background checks and academic verification by a licensed background agency. Reference checks are conducted over the phone by a senior consultant and a final report is provided to the Client. References are completed on candidate(s) being considered after initial/panel interviews.
C O M M U N I C A T I O N W I T H C L I E N T
Once the client reviews and is comfortable with the findings in the background and reference report, we are available to assist with negotiations on compensation, benefits, start date, and other transition details.
N E G O T I A T I O N S
Confidential
WWW.WBCPINC.COM PAGE 17
Facilitate initial kick-off meeting with Client and other meetings that may include Executive Leadership, staff, community, and other stakeholders to assist with identifying the ideal candidate profile.
Assist Client hiring authority/stakeholders in modifying the job description (as needed), and develop a recruitment announcement, marketing materials, and advertising plan for the recruitment.
Attend all other meetings and engagements as needed or identified by the Client.
Implement advertising plan including: publication, headhunting, direct mail, and other online and email marketing efforts.
Provide timely updates and progress reports to the client regarding search services; every two weeks or as Client identifies is needed.
Preliminary internet searches will be conducted on recommended candidates.
Coordinate interview panel(s) as needed, or coordinate this process with Client.
Receive and review applicants and screen those applicants to identify top candidates. Top screened paper applicants will be video/phone screened by recruiter to identify the key competencies (technical and interpersonal) to assist in identifying the top group of candidates who will be recommended at the Client/WBCP shortlist meeting.
Facilitate shortlist meeting with Client – review and select candidates who will be invited to interview.
Coordinate invitations to candidates.
Develop interview questions and other selection details to meet specific needs and identify key competencies of candidates.
Facilitate interviews with panel(s).
Background and reference checks will be conducted with candidates who are identified as final candidates after initial Client interviews have been conducted. Background checks will be conducted in accordance with local law and typically include the following: criminal (local, state, and federal), education, credit, social security. References will be conducted based on a 360-degree perspective and will include staff, peers, and superiors. Onsite background services are available at an additional fee (see fees for details) Facilitate offer and negotiations with selected candidate; as directed by Client.
VII. SCOPE OF WORK.......................................................................................
Confidential
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VIII. RECRUITMENT TIMELINE.......................................................................
BELOW IS A SAMPLE OF AN EXECUTIVE SEARCH TIMELINE THAT
WBCP WILL CUSTOMIZE FOR THIS RECRUITMENT
Week 1:
Secure services with search firm, WBCP, Inc.
WBCP can schedule a Kickoff meeting as soon as we are selected.
WBCP: review search parameters and recruiting processes with Client Interview with hiring authority and other stakeholders for competencies Identification of advertising venues and ideal candidate prospects Calls, meetings, or coordination with other stakeholders for information gathering Weeks 1 + 2:
Develop and approvals: recruitment process, deadlines, ad plan and strategy, recruitment timeline and brochure
Print coordination (if applicable)
Weeks 2 + 3:
OPEN RECRUITMENT AND AD PLAN: Implement marketing plan and direct mail (if applicable) Secure panel member calendars
Timeline may be extended if direct mail piece is included (i.e., print/postage) Finalize panel members and interview logistics and invitations to panel members Weeks 4, 5, + 6:
Receive applications –Collect and source applicants will continue until recruitment closes Weeks 7 + 8:
CLOSE RECRUITMENT AND ADVERTISING
Conduct initial phone screen to identify shortlist of candidates Preliminary check on shortlist candidates (Google search) Candidate profiles developed and short list recommendations to client Weeks 9 + 10:
MEETING - Client confirms selection of candidates to be advanced to panel interviews Finalize questions, presentation, in-basket (as determined) Coordinates invitations with selected top candidates (shortlist) Produce panel candidate interview packets
Weeks 10 + 11:
WBCP facilitates interview process – Interview process will be customized based on client and community needs:
Day 1: Panel Interviews Conducted; Day 2: 2nd Interviews with executive leaders; 3rd interviews may be scheduled as needed with Boards/Commissions, etc.; As needed schedule staff and/or community discussions/meetings Week 12:
WBCP conducts background and reference checks (backgrounds may be conducted by Client if current contract exists)
WBCP conducts full reference checks for candidate(s) selected for Board/Commission interviews; or when Client is interested in making an offer
NEGOTIATIONS / HIRE:
Hire date to accommodate possible candidate relocation
Client (WBCP available to assist in process) conducts offer and facilitates salary negotiations with preferred candidate
Confidential
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X. REFERENCES.................................................................................................
XI. MARKETING MATERIAL EXAMPLES..........................................................
Confidential
Click below to see our marketing samples for similar positions. To see all of our brochures, visit: wbcpinc.com/closed-jobs-private/ and use the password: wbcp202510*
1-City of Colfax, California
Positions Filled:
City Manager
Contact Information:
Mike Luken, Interim City Manager - [email protected] | 916-997-2760 3-City of Tillamook, Oregon
Positions Filled:
City Manager
Contact Information:
Aaron Burris, Mayor - [email protected] | 503-812-3257 City Manager, City of Tillamook, OR
City Manager, City of Boulder City, NV
City Manager, City of Pasadena, CA (active)
City Manager, City of Malibu, CA (active)
City Manager, City of Santa Monica, CA
City Manager, City of Colfax, CA
City Manager, City of Petaluma, CA
City Manager, City of Santa Rosa, CA
City Manager, City of Oxnard, CA
City Manager, City of Sonoma, CA
Town Manager, Town of Truckee, CA
Town Manager, Town of Windsor, CA
Town Manager, Town of Portola Valley, CA
City Manager, City of Dunsmuir, CA (active)
City Manager, City of Independence, OR
City Administrator, City of Hubbard, OR
City Manager, City of Port Hueneme, CA
City Administrator, City of Rogue River, OR
City Manager, City of Atwater, CA
City Administrator, City of Duvall, WA
2-City of Santa Monica, California
Positions Filled:
City Manager
Contact Information:
Dana Brown, Director of Human Resources - [email protected] WWW.WBCPINC.COM PAGE 20
XII. COST SHEET/TIMELINE POLICY............................................................
Description of Services/Deliverables: Inclusive Rate per Recruitment:
WBCP will not limit the number of hours we work on a recruitment, rather we charge a flat rate and will spend the time necessary to ensure we are successful. Consulting fees will be billed in thirds at the beginning (open for applications and advertising campaign launched), middle (shortlist selection), and end of the recruitment process (selection made and background/ references concluded).
SERVICE COST PER RECRUITMENT
TOWN MANAGER
Confidential
$31,800
(flat rate)
Consulting Services: Phases I-IV in the proposal’s
recruitment strategy/phases section and related
expenses, including:
Brochure/graphic design ($950)
Marketing and advertising which may include: print
and postage (if applicable), online job boards
targeted per recruitment, social media, sourcing,
LinkedIn ($395), InMails ($300), Circa Diversity Job
Boards ($295), and ZoomInfo ($299)
Surveys: Available in up to five languages; multiple
surveys may be conducted and customized as
needed, including distribution across multiple
districts or stakeholder groups.
Travel to client location (up to two trips)
Document shipping fees/delivery charges to
facilitate virtual meetings and panel packet
content
Fees for background and reference checks (one
candidate)
One facilitator and facilitation of one panel per
virtual or in-person interview day.
May also include fees for one additional
consultant to travel (and related expenses) and
facilitate an additional panel for one day
($750/day). These expenses will be billed
based on actual expenditures and the needs of
the client/recruitment.
Description of Services/Deliverables: Inclusive Rate Per Recruitment:
Additional Virtual Interview Facilitation (beyond the two facilitators included): $750 per day, per consultant
Additional On-Site Meeting Days/Interviews (beyond the two trips included): $1,500 per day, per consultant, plus applicable travel expenses*
Additional Background Checks (beyond one final candidate): $300 per candidate Additional Reference Checks (beyond one final candidate): $500 per candidate Additional Hires (beyond the initial placement): $9,000 per candidate Web Content Accessibility Guidelines (WCAG) Brochure Updates (optional): $150–$200 per brochure Investigative Background Services: WBCP offers investigative background checks, led by Chief Bill Landis. This onsite background investigation includes a personal history review, in-person reference checks, a home visit with the candidate, interviews with neighbors, and a workplace visit. Commonly used for law enforcement positions, this service is available for an additional $3,200 plus travel expenses. Background investigations of this scope typically take approximately 2–4 weeks to complete, depending on candidate availability and the depth of review required. Chief Landis brings over 30 years of experience in law enforcement and fire service, having served in roles such as Police Chief, Public Safety Director, SWAT Commander, Firefighter, and Deputy Medical Examiner. He holds Oregon’s highest police certification, an Executive Management Certification from DPSST, and has been an adjunct criminology professor. A U.S. Navy veteran, he also holds a Master’s in Justice Administration and Crime Management and a Bachelor’s in Fire Service Administration.
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XII. COST SHEET/TIMELINE POLICY............................................................
1.Work Performed Out of Scope: To deliver optimal results, adherence to agreed-upon dates and times for critical recruitment milestones (e.g., shortlist meeting and interview dates) is required. Any changes to these timelines after the recruitment process has commenced may result in:
a.Forfeiture of the Recruitment Guarantee: Deviating from the agreed timeline will void the recruitment services guarantee if the deviation is significant enough to affect the overall outcome of the recruitment (i.e., losing ideal candidates due to a prolonged timeline) b.Additional Charges: Adjustments to timelines will incur additional fees for additional administrative work, rescheduling, etc., billed at our standard hourly rate of $250.
These policies ensure clarity, fairness, and high-quality outcomes for all parties involved.
Cost and Timeline Policy
While our standard pricing reflects the value and quality of our recruitment services, we recognize that each client’s needs are unique. As such, we are open to discussing pricing options and also offer flexible partial search services that can be tailored to meet your specific requirements.
Proposal Negotiations
Optional Services
*Expense reimbursement for Consultant travel related to additional on-site meeting days is billed at the actual rate (airfare/mileage, lodging) and is the responsibility of the Client.
Extensive stakeholder engagement including virtual stakeholder meetings Online Surveys: (includes developing recommended survey questions, creating and distributing the survey link, managing the survey period, and providing the compiled response data for review and analysis.)
Services Also Included in Cost
Upon request, WBCP can coordinate candidate travel and related expenses. Since this service falls outside of the standard scope of work, clients who choose this option should anticipate an estimated travel reimbursement of up to $1,500 per non-local candidate. This estimate typically covers lodging, primary transportation, and/or a stipend.
Additional Cost
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Confidential
Confidentiality is paramount in the work we do. We ensure that the client and candidate information we receive, and conversations with our client (and certainly discussions in closed session) are kept confidential. There are several physical safeguards we have in place including: locked and alarmed office space, password, and encryption protected information on our computers and servers, multiple backup systems. As information is shared with our client, we discuss the importance of confidentiality and why it is important to the candidates they are considering but also brands the organization appropriately. We also ask candidates who are interviewed to keep candidate information confidential, as they may see or meet a candidate during the process. We emphasize that confidentiality is not just until the recruitment is completed, and a candidate is hired, confidentiality is in perpetuity. Leaked information is not a reputation that a client wants to receive, as this could deter future applicants from applying.
C O N F I D E N T I A L I T Y S A F E G U A R D S
I N S U R A N C E
WBCP and its sub-consultants have reviewed the contractual agreement and the Insurance Requirements. If selected, WBCP will execute said agreement and will provide the required insurance documents. WBCP will submit certificates of insurance as evidence of the required coverage limits. Insurance policies include: liability, errors and omissions, workers compensation, and vehicle insurance.
WBCP embraces cross-cultural diversity and we are committed to equitable treatment and elimination of discrimination in all its forms at all organizational levels and throughout all consulting practices, including search services. We strive to reach diverse groups of people to inform them of leadership opportunities. Our 2025 year-end review showed that, over the past three years, an average of 68% of our placements have been candidates from diverse backgrounds. We will make extensive efforts to attract a qualified applicant pool that represents a broad range of gender and ethnically diverse individuals.
XIII. OTHER..........................................................................................................
O R G A N I Z A T I O N A L D I V E R S I T Y S T A T E M E N T Wendi Brown, President
Client, Title Date
Date
MAY 11, 2026
F O R C E M A J E U R E
Client agrees that WBCP, Inc. is not responsible for any events or circumstances beyond its control (e.g., including but not limited to war, riots, embargoes, strikes, and/or Acts of God) that prevent WBCP, Inc. from meeting its obligations under this Agreement.