Ad Hoc Executive Director Hiring Committee

Meeting Agenda

Date: Wednesday, August 23rd, 2017 Time: 2:30 p.m. – 4:00 p.m. Location: Elliott Bay Room (Economy Building) Committee Members: Rico Quirindongo (Chair), Matt Hanna, Gloria Skouge, Colleen Bowman, Jim Savitt, Mark Brady

2:30pm I. Announcements Chair

2:35pm II. Public Comment

2:45pm III. Interview: Fred Pabst, Herd Freed Hartz Fred Pabst

3:30pm IV. Public Comment

3:45pm V. Concerns of Committee Members Chair

4:00pm VI. Adjournment Chair

Pike Place Market Preservation & Development Authority (PDA) · [email protected] · pikeplacemarket.org P: 206.682.7453 · F: 206.625.0646 · 85 Pike Street, Room 500 · Seattle, WA 98101

Questions Provided in Advance

To Consulting Firms

1. What is the consultant’s approach and process?

2. What vehicles do the consultant’s use to get the word out?

3. What would the consultant recommend regarding defining the parameters of ?

4. Who will the PDA’s primary point of contact be with the consultant firm?

5. What is the consultant firm’s availability?

6. What is one or more examples of the consultant firm’s past success that would be relevant to the PDA as we prepare for this engagement?

7. What are a minimum of two references the consultant may provide from their past successes that we may contact?

8. What is their cost structure and expected expenses for a search of this type and scale?

Pike Place Market Preservation & Development Authority (PDA) · [email protected] · pikeplacemarket.org P: 206.682.7453 · F: 206.625.0646 · 85 Pike Street, Room 500 · Seattle, WA 98101

Additional Questions Pike Place Market - Executive Director

1. What is the consultant’s approach and process?

Our approach is to design, in partnership with Pike Place PDA, an executive search process that results in the strongest, most diverse and inclusive process possible. This starts by speaking with the key stakeholders as identified by the committee, seeking their input for the position specification/profile. This document, once approved by your , will be used in our outreach efforts to targeted candidates and will serve as both a marketing tool and screening instrument for the opportunity.

In terms of the search process, after meeting with both internal and Seattle community stakeholders and spending time with the Search Committee we will recommend a process for consideration that is customized, matches your current organizational culture, and will lead to a quality hire. We will work in close partnership with the Search Committee throughout the process and will be on-hand to facilitate the screening and final interviews. We ensure that professional references and a comprehensive background check is complete before the hire and announcement are made.

2. What vehicles do the consultants use to get the word out?

Unlike many firms, we do not rely on postings. We recruit passive candidates for the search engagements we lead, reaching out to candidates who closely match the developed specifications directly to assemble the best pool possible. This is done through utilizing our comprehensive network, exhaustive research and direct candidate outreach via phone and email. We also utilize social media where appropriate to build your candidate pool.

3. What would the consultant recommend regarding defining the parameters of the search?

We are a retained “boutique” firm based here in Seattle. While we do a fair number of executive searches in other states, the majority of our work is for Puget Sound Area clients who desire a national search with a local focus. There is a great deal of talent in the Pacific NW, and we could ideally attract an individual

Executive Search

Services Overview

August 2017

Fred Pabst, Partner 206-299-2140/[email protected] www.herdfreedhartz.com Over 90% of our search projects are from repeat clients or referrals for a reason…

PROVEN – Since 2001, we are honored to have over 300 clients choose to retain our search firm across a wide mix of industries and functional leadership roles.

NATIONWIDE REACH / LOCAL EXPERTISE – We know the Northwest backyard well, but have the ability to pull nationwide talent for all searches. Living, working and playing in the Seattle area also helps us sell relocation to distant candidates.

RESULTS – Our average “Time to Selected Candidate” metric is only 37 days. This means we deliver recruiting quality AND speed.

1 A Few Northwest Clients Who Work with HFH

2 Selected Search Examples – Nonprofit/Public Sector

Executive Director (current) Senior Director Human Resources

Chief Executive Officer (CEO)

Chief Financial Officer, US Program Accounting Manager (Multiple additional management roles)

3 Selected Search Examples (cont.)

Chief Executive Officer (CEO)

Chief Executive Officer (CEO)

Chief Financial and Administrative Officer

4 We believe CULTURE FIT matters most Candidate Assessment focusing on three key areas:

CULTURE FIT: • Va l u e s • Mission/Drive • Team approach

COMPETENCIES: TRACK RECORD: • Key role operations • Top 3 outcome results • Complexity & scale • Proven & trusted • Education & training • Positive references

5 We believe UPFRONT STRATEGY Saves Time

Defining success and a game plan together provides clarity and alignment.

• Discovery process: We meet with a l l of your key stakeholders (Board, Search Committee, staff and community partners) to learn what makes your organization, your culture, and this role unique. These conversations, along with other position and organization information, will be reflected in a comprehensive position specification that contains an ideal candidate profile. .

• Outcomes vs. Activities: We focus on the role’s key outcomes in the first year which provides clarity and focus in candidate assessment.

• Diversity/Inclusion: We have a reputation for successfully providing diverse candidate pools for our clients.

• Assessment: Behavioral profile assessment options for the team.

• Mutual expectations : Clarify roles and process to ensure we partner well together.

6 We believe in the art of great STORYTELLING

We understand that we are a reflection of your organization and serve as an extension of your brand in the marketplace.

• Stand out from the pack: It’s a noisy job market today. We develop your unique story to catch attention and engage strong candidates not actively looking.

• Experienced executive search team: The recruiter you meet will be the one to own the search and tell your story in the market.

• Candidate experience: We serve as “brand ambassadors”, and ensure a l l candidates, including any internal candidates (if applicable), have a positive experience.

• Best practices: A s a l o n g - term partner, we can also offer you recruiting insight and tips that can help you in your overall recruiting efforts for other positions.

7 Typical Timeline & Deliverables

Two weeks after Week 3+: We e k l y 85 days: A v e r a g e 30/90/180 days kickoff meeting: search updates and “Time to Fill” from after start date: sourcing until the kickoff to offer Draft job description Candidate check - i n t o role is filled. acceptance. for your review. ensure onboarding s u c c e s s .

Weekly Offer & Post Search Search Kickoff Updates Onboarding Follow-up

2 weeks after description 37 days: A v e r a g e Offer strategy: P a r t n e r “Time to Candidate” closely on offer details and appro ved: Initial candidate from kickoff to date mutual expectations to land the review meeting for calibration candidate presented finalist you want. and feedback. who was hired.

8 Executive Search Terms Overview

We align our goals to develop a long -term partnership and mutual trust.

• Search fee: Typically 33% of 1 st year estimated compensation. Please note - When working with public sector and nonprofit organizations we prefer to determine a mutually agreeable, discounted flat fee .

• Payment terms: Split into two equal payments - Initial retainer to get started; Second payment upon final offer acceptance.

• Search expenses: We don’t charge for marketing, food, research, administrative costs, etc. Travel - related expenses, if any, will be approved in advance.

• Guarantee: One (1) year replacement guarantee as we stand by our work and screen candidates for a long - term culture fit.

9 Search Team Bios

Fred has over 20 years of experience in executive recruiting and serves as Herd Freed Hartz’s Public Sector & Nonprofit Practice leader. He has successfully placed executives in a wide range of industry environments working in-house and with retained executive search firms.

Prior to joining Herd Freed Hartz in 2010, Fred was Director of Business Development for Carena, Inc., a Seattle-based company. Before this he was Manager of Corporate Relations in the Internal Communications Department and an Executive Recruiter at Washington Mutual. Prior to joining WaMu, he was Executive Vice President and Public Sector Practice Leader for Waldron &

F r e d P a b s t Company where he also provided corporate-sponsored outplacement and executive coaching services. P a r t n e r

Fred holds Bachelor's and Master's Degrees in Psychology from San Diego State University, and is certified as a Senior Professional in Human Resources (SPHR). He is a past president of the Seattle Chapter of the Society for Human Resource Management (SHRM), as well as the Bainbridge Schools Foundation and has served on several other not-for-profit boards. Fred continues to be active in the community, serving on the Pacific Northwest Regional Council of San Diego State University and as a leader of the Port Madison Trails Team.

Fred lives on Bainbridge Island with his wife and two sons.

10 Search Team Bios

Scott brings over 16 years experience in the executive search industry and serves as a strategic recruiting partner to recruit top executives. He combines a strong national and international network. Locally Scott has partnered with companies as diverse as T-Mobile, Premera, and the Pilchuck School of Glass to fill critical senior leadership roles ranging from Board members, C-level executives, and strategic functional leaders.

Prior to joining Herd Freed Hartz, Scott served 5 years as Executive Vice President and Managing Director building out DHR International's Seattle office. DHR International is a top 5 retained Scott Rabinowitz executive search firm with over 50 offices worldwide and a client base that includes some of the Partner world's top companies. Prior to joining DHR, Scott was Recruiting Manager for Discus Dental Inc, a leading dental products manufacturing company based in Los Angeles.

Scott began his search career in New York with a series of boutique firms where he gained experience in the Technology, and Banking sectors. Scott earned his Bachelor of Arts from New York University. Scott is active within the Seattle community and serves on the Board of the Hope Heart Institute, PONCHO and the Seattle chapter of the Association for Corporate Growth. In addition Scott is a proud member of Vistage an international executive leadership organization and is a member of the Zino Society where he coaches startup companies on talent acquisition strategy. Scott is the father of his talented and amazing daughter Sadie.

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