Forest Hills board hears two firms on superintendent search; firms differ on timeline and engagement approach

The Forest Hills Public Schools board heard presentations from two superintendent search firms, MASB and HYA, which outlined different timelines, recruitment reach and stakeholder-engagement strategies.

MASB presentation: Greg Seshpatowski, director of leadership development and executive search services for MASB, described a public, transparency-focused search that typically runs about 12–13 weeks and uses the Revelus applicant tracking system to reach candidates nationally and in partner states. "We exist only to serve boards of education," Greg said, summarizing MASB’s role and emphasis on open deliberation and letting boards see full applicant materials. MASB highlighted a required stakeholder-engagement phase, multilingual surveys, a strict first-round script to ensure parity among candidates, and a satisfaction guarantee that includes a one-year minimum retention assurance and free redo of the search if the board is unsatisfied (presented SEG 485–596, SEG 629–636, SEG 582–590).

HYA presentation: Representatives from HYA (Mike Ritchie, Pat Nudecker and Dr. Serena Shivers) described their national recruiting footprint and a process that produces a leadership-profile report from community input, a tiered slate of candidates (tier 1–3), and a board portal where all application materials and weekly updates are posted. HYA offered two timing options: an expedited search that could seat a superintendent by Aug. 15, 2023, or a longer timetable with a July 1, 2024 start for the new superintendent; HYA said the choice affects stakeholder engagement depth and candidate pool quality (HYA presentation SEG 1482–1701, SEG 1690–1701, SEG 2110–2160).

Common ground and differences: Both firms emphasized stakeholder engagement, public transparency, candidate vetting and background checks. MASB emphasized a 12–13 week baseline and a platform (Revelus) that posts to roughly 15 partner states; HYA emphasized a flexible timeline (including a July 1 start option), a board portal for confidential access to applicant materials and an included transition dashboard for the superintendent’s first year. Both firms said they would help with interim placements if needed. HYA highlighted a tiering approach to candidate slates and more explicit examples of in-district finalist days and a post-hire dashboard.

Board questions and concerns: Board members pressed both firms on candidate pool size and out-of-state recruitment, how firms would orient out-of-state candidates to Forest Hills, the firms’ track records for placements remaining in position, and the technical details of comprehensive background checks. MASB said posting early yields a stronger candidate pool and described communications protocols (multiple points of contact, next-day responses when possible). HYA said summer searches can compress stakeholder engagement and recommended fall postings for the strongest applicant pools, but offered flexibilities and interim-placement support.

Next steps: Board members said they will review the proposals and discuss the presentations during the next board meeting. The firms left materials and expressed willingness to support the board whether selected or not.