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Description
Associated documents: https://cavecreek.civicweb.net/filepro/documents/58928/
A
A
The
only
agenda
item
today
is
Council
discussion,
interviews,
consideration
possible
engagement
of
an
executive
recruitment
firm
to
facilitate
the
recruitment
process
for
county
energy,
and
it's
on
here
the
mayor-
and
there
is
public
comment
on
this.
After
we
have
completed,
we
have
free
applicants
who
will
be
here
in
30-minute
time
frames
with
a
10-minute
break
between
so
two
10-minute
breaks.
D
Absolutely
well,
thank
you
for
having
us
here
today
we're
honored
to
have
the
opportunity
to
speak
with
you
about
your
next
town
manager.
Search
and,
if
you
do
select
us
Marcia,
would
be
your
recruiter
and
main
point
of
contact
throughout
the
search.
We
really
appreciate
this
opportunity
and
Marcia
had
loved
for
you
to
just
take
a
couple
minutes,
maybe
to
tell
them
a
little
bit
about
yourself
and
your
background
and
experience.
Yes,.
E
Thanks
JJ
well
good
afternoon
to
you
all,
Marcia
Reed
I
have
been
in
public
service
for
over
38
years,
I
retired
from
the
city
of
Chandler
Arizona,
as
the
city
manager
two
years
ago,
after
spending
eight
years
in
the
valley,
but
prior
to
that
I
was
I,
came
up
through
the
Public
Works
ranks.
I've
got
a
Bachelor's
in
civil
engineering
and
a
master's
in
public
administration.
A
Thank
you,
okay,
so
the
the
format
here
is.
We
have
the
same
set
of
questions
for
everyone.
We
believe
you
have
a
private,
no
none
of
your
competitors
listening
in,
we
asked
them
not
to,
and
so
you
can
speak
frankly
and
we
have
a
total
of
three
different
candidate
firms
that
we're
recruiting
that
we're
potentially
hiring
to
recruit,
and
so,
if
you
have
any
questions
about
the
process
and
that'd
be
a
good
time.
Otherwise,
I'll
start
with
the
questions.
D
So
we
have,
in
addition
to
Marcia
who
would
be
your
primary
point
of
contact.
We
have
a
team
that
works
behind
the
scenes
that
intimately
understands
the
positions
that
we
recruit
for,
and
we
have
them
supporting
the
marketing
and
research
components
of
the
process
as
as
well
as
administrative
support
behind
the
scenes,
but
because
of
our
local
government
experience
and
connections
that
we've
curated
over
the
last
20
plus
years
of
business.
D
In
fact,
I
just
earlier
this
morning
received
a
report
and
looked
at
the
top
sources
for
our
candidates,
for
our
searches
and
the
top
Source
was
our
job
board.
We
also
operate
one
of
the
largest
public
sector,
job
boards
in
the
nation
and
the
Second
Source
was
our
our
emails
that
candidates
received
from
us.
So
those
were
our
top
two
sources
and
we
certainly
use
a
lot
of
other
sources
as
well.
D
Our
on
staff,
social
media
expert
will
provide
a
comprehensive
social
media
marketing
campaign
that
includes
custom-made,
graphics
and
distribution
on
Facebook,
Instagram
and
Linkedin.
Our
company
page
has
over
15
000
followers
on
LinkedIn
and
each
of
our
recruiters
work
together
to
utilize
their
professional
networks
as
well
to
reach
prospective
candidates
for
our
searches.
I
mentioned
our
job
board.
We
also
have
a
database
of
hundreds
of
excellent
candidates
from
previous
searches
that
we've
curated
over
the
last
number
of
years
that
we
review
and
strategically
utilize
to
notify
of
your
opportunity.
D
Happy
to
answer
any
additional
question:
I
I
will
add
that
we
are
proud
of
a
number
of
Partnerships
that
we
have
with
organizations
that
exist
to
promote
diversity
and
inclusion,
including
the
League
of
Women
in
government,
the
local
government,
Hispanic
Network,
and
the
national
forum
for
black
public
administrators
and
in
2022
32
percent
of
the
candidates
that
we
placed
are
female
and
20
indicated
they
are
a
person
of
color,
so
Marshall
I'll.
Let
you
speak
on
anything
that
I
missed.
Oh.
E
Okay,
well,
you
mentioned
the
screening
as
well.
So
if
we
were
selected,
I
would
want
to
come
out
sit
down
with
the
Town
Council,
get
a
good
understanding
not
only
of
your
job
description,
because
that's
all
easy
in
a
technical
form,
but
however,
I
want
to
find
out
what's
the
best
fit
for
the
organization,
I've
been
to
Cave
Creek
many
times
and
I
am
familiar
with
your
current
Town
manager.
E
We
served
on
mag
again
other
when
I
was
in
Chandler,
and
so,
but
I
would
like
to
hear
from
you
all
what
you're
looking
for
and
what
would
be
the
best
fit
in
your
organization,
and
so
once
I
have
all
of
that.
I
will
work
with
our
team,
as
JJ
mentioned,
to
put
together
the
brochure
that
will
ultimately
be
part
of
your
marketing
plan,
and
then
we
will
be
ready
to
launch
the
position
as
the
position
comes
closer
to
closing
I'll
start
interviewing
those
candidates
that
I
feel
like
are
qualified
for
your
position.
E
In
order
to
have
a
better
understanding
of
what
you
all
told
me
you
were
looking
for
in
terms
of
fit.
I
will
tell
you
that
we
do
not
screen
out
any
candidates.
You
will
see
them
all
and
I
will
tell
you
when
we
get
to
that
point
that
I've
actually
hired
off
of
every
list
that
sgr
has
in
terms
of
those
rankings.
A
For
the
council
members
on
online
I
I
have
this
list
of
how
many
questions
are
there?
Seven,
eight
nine,
maybe
nine
nine
questions
and
what
I
propose
is
I
go
through
these
and
then,
if
there's
something
on
there
to
see,
make
a
note
and
when
I've
gone
through
them
all
you
can.
Everyone
will
have
a
chance
to
ask
ask
questions.
Presumably
we
have
time,
because
we
do
have
a
hard
stop
on
this.
A
E
Yeah,
so
I
will
take
that
one.
In
my
opinion,
they
need
to
be
a
good
leader.
They
need
to
be
a
excellent
communicator
and
an
excellent
listener,
because
if
they
are
not
willing
and
able
to
listen
to
what
you
all
want
to
do
in
terms
of
policy
that
you
want
to
have
for
your
community
they're
not
going
to
be
able
to
implement
that.
So,
in
my
opinion,
those
are
three
kind
of
key
areas
that
any
in
your
case,
Town
manager,
would
need
to
have
in
order
to
be
successful
in
that
role.
A
E
A
E
Yes,
so
if
we're
selected,
I
would
like
to
have
that
point
of
contact,
whether
it's
it's
mayor
or
your
current
manager,
whomever
the
HR
Director
whomever
that
is
set
a
time
to
come
out
and
set
down
either
as
a
group
or
individual
or
sometimes
when
I
go
to
councils.
They
want
to
do
both.
So
you
know
I'll
be
there
for
a
full
day
and,
however,
you
want
to
do
that.
E
E
He
is
still
there
doing
a
great
job
for
them
and
from
everything
I
hear
on
that.
So
I
have
done
specifically
that
I've
also
done
a
recruitment
for
the
city
of
Mesa
and
again
I
was
city
manager
in
Chandler
and
have
worked
in
in
all
aspects
of
hiring
and
firing
as
the
city
manager
in
that
role
for
over
six
years.
E
D
I
would
just
add:
we've
done
a
number
of
searches
in
Arizona,
the
the
ones
that
are
most
comparable
to
you
all
would
be
Camp,
Verde
and
Parker.
In
addition
to
Wickenburg
those
were
all
manager,
searches-
and
you
know
I-
don't
have
the
exact
numbers
right
in
front
of
me,
but
it's
pretty
typical
that
we're
typically
getting
anywhere
from
the
high
20
to
40
to
50
candidates,
sometimes
more
for
these
positions.
So
I
think
those
were
the
primary
things.
You'd
asked
about.
A
D
E
Yeah,
and
so
with
that
there
have
been
the
easy
ones
and
the
more
difficult
ones.
I
will
tell
you
that
the
valley
of
Texas,
the
City
of
Edinburgh,
it's
larger
by
a
little
bit,
I
believe
than
Cave
Creek,
but
not
much.
But
anyway,
the
the
mayor
was
the
former
city
manager
and
they
did
everything
behind
the
scenes.
E
You
know
we're
here
to
be
your
partner
and
it
was
a
little
bit
difficult
when
the
only
contact
I
had
really
with
the
council
until
the
end
was
through
the
city
attorney,
because
really
it
is
what
you're
looking
for
and
sometimes
it
gets.
The
message
is
not
the
same:
if
it's
not
direct,
it
gets
changed
a
little
bit
when
going
through
others,
but
that
was
probably
what
made
that
one
more
difficult.
A
You
may
have
already
answered
this,
but
but
what
made
it
easy
and
what
made
it
difficult
I
mean.
Maybe
that
may
be
a
general
question
is
what
makes
a
search
easy,
especially
from
the
standpoint
of
the
city
and
and
what
makes
it
difficult
from
the
standpoint
of
the
town,
the
things
that
we,
how
we
interact.
D
D
We
are
certainly
doing
everything
we
can
on
our
end
to
help
with
that,
but
we
recognize
that
with
all
of
your
busy
schedules
and
sometimes
your
timing
of
when
you
need
to
have
meetings
that
that
sometimes
can
delay
things.
So
you
know
Marshall
will
be
communicating
with
you
throughout
the
process
and
once
we
have
a
brochure
developed
firming
up
a
timeline
so
that
we
can
get
dates
on
everyone's
calendars
and
try
as
much
as
we
can
to
stick
to
those
dates.
D
E
Really
JJ
I
think
you
hit
the
nail
on
the
head.
It
really
is
about.
You
know
what
has
been
the
image
of
the
city
or
town
in
the
past,
those
councils,
because
every
city
or
town
manager
is
looking
at
interviewing
you
as
much
as
you're
interviewing
them,
and
so
they
are
reading
everything
they're
watching
everything
they're
watching
your
Council
meetings.
They
are
very
familiar
with
you
before
you
know
they
want
to
make
a
move
to
to
your
community.
A
D
I
think
that
is
one
thing
that
in
fact,
I'm
having
a
conversation
with
another
manager
and
in
Arizona
that
is
getting
ready
to
retire,
we're
very
selective
about
who
we
bring
onto
our
sjr
team
to
recruit.
We
really
strive
to
find
those
individuals
that
not
only
only
have
stellar
and
impeccable
careers
in
local
government,
but
also
have
the
passion
to
serve
communities
and,
like
Marsha
said,
we
really
consider
ourselves
an
extension
of
your
team
and
are
very
invested
in
helping
you
find
the
best
candidate
for
your
community.
B
A
E
Okay
yeah,
so
you
know
just
because
I
was
in
Arizona
for
a
while
and
I'm
familiar
with
Cave
Creek
and
some
of
your
previous
leadership
before
your
current
Town
manager.
I
know
the
cave.
Creek's
had
some
ups
and
downs
in
terms
of
that
that
town
manager
spot
and
so,
but
as
far
as
being
different,
you
know
it
really
kind
of
depends
on
the
services
you
provide
I
believe
for
Cave.
Creek
you've
got
maybe
police
but
you're
in
a
fire
district.
E
If
I
remember
right,
and
so
you
know,
depends
on
what
you're
looking
for
in
terms
of
you
know,
are
you
a
full-service
Community
or
what
is
it
that
you're
you're
hoping
to
provide
and
I
think?
Hopefully,
your
leadership
is
built
around
what
you
need
to
serve,
and
so
that
to
me
is
what
makes
communities
different
is
is
what
expertise
is
needed
for?
What
areas
that
you
deliver.
A
Hey
the
next
question
is:
what
are
the
most
important
ways
in
which
Cave
Creek
is
different
from
other
similar
sized
Arizona
communities
and
I
I?
Think
we're
looking
for
there
as
regards
to
a
potential
candidate,
as
opposed
to
you
know,
we
all
know
we
have
different
populations
and
configurations,
but
from
a
recruiting
standpoint,
what
is
important
with
the
ways
that
we're
different
from
other
similar
size
communities
in
Arizona.
E
E
You
are
up
in
the
mountains
a
little
bit
I'm
a
little
bit
more
isolated,
although
not
as
much
as
fast
as
the
area
is
growing,
but
certainly
you
know
there
is
some
things.
I
think
that
people
are
looking
for
for
candidates
are
looking
for
that,
don't
necessarily
reside
in
big
cities,
so
to
speak,
so
I
think
similar
to
like
Wickenburg,
you've
kind
of
got
that
cowboy
town
a
little
bit
and
definitely
a
different
culture
of
arts
and
and
those
sorts
of
things
than
most
of
the
rest
of
the
valley.
E
D
A
D
We
spend
a
lot
of
resources
and
time
you
know
reaching
out
to
our
Network,
as
well
as
sharing
those
opportunities
to
reach
those
passive
candidates
for
you,
and
we
also
work
hard
to
maintain
the
confidentiality
of
the
process.
That
candidates
have
come
to
trust
with
us
so
that
they
they
know
that
they
can.
D
But
we
have
team
members
behind
the
scenes
who
are
supporting
all
the
various
components
and
back-end
and
more
technical
details
of
the
process
to
make
sure
that
we
have
a
timely
and
a
quality
process
for
you
all
I
think
our
candidate
vetting
is
very
thorough.
Our
media
search
process
that
we
utilize
has
two
phases
to
it
and
goes
into
a
lot
of
detail.
And
hopefully
you
know
minimizes
surprises
for
you
all
at
the
the
end
of
the
process
or
late
in
the
process
and,
let's
see
gosh
what
else.
E
So
you'll
see
kind
of
a
more
realistic
answers
when
you
get
that
reference
report,
and
we
also
have
I
believe
a
private
investigative
firm
that
does
the
criminal
background
check
side
of
things
that
we
will
make
sure
that
in
the
end,
as
JJ
mentioned
earlier,
the
last
thing
we
want
to
do
is
have
a
candidate
that
either
causes
issues
for
you
with
your
community
or
the
press
or
for
sgr.
As
far
as
that
goes
so
anyway,
we
want
to
make
sure
they
are
truly
vetted
through
and
I.
Think
sgr
does
a
great
job
of
that.
F
Thank
you,
ladies
I
appreciate
all
of
your
expertise.
Very
much
I
do
have
a
question
related
to
the
success
of
the
placements
that
you've
made.
Do
you
have
any
statistics
on
the
success
rate
of
people
that
you
have
recruited
and
then
the
towns
have
hired
and
how
long
they
have
worked
or
not
worked,
in
other
words,
success
or
failure
in
those
placements.
D
I,
don't
have
specific
stats
for
you,
but
I
can
tell
you
you
know
we
do
have
a
12-month
service
guarantee.
So
if
the
selected
candidate
were
to
leave
for
any
reason
during
that
12
months,
we
would
redo
the
search
for
no
additional
professional
fee.
We
have
had
a
handful
of
clients.
Take
us
up
on
that.
D
It's
usually
not
because
the
candidate
wasn't
a
good
match
for
the
position.
There
have
been
situations
where
candidates
have
had
to
leave.
For
you
know
family
situations,
unexpectedly
relocating
back
to
different
areas
that
type
of
thing,
but
we
have
done
a
handful
of
searches.
Overall
I
would
say
we
have
a
very
good
success
rate
with
our
placements
and
it's
it's
pretty
rare
for
us
to
have
to
honor
that
service
guarantee.
So.
D
G
E
Yeah,
so
that's
a
that's
an
excellent
question.
You
know
as
we
go
through
the
process.
There'll
be
numerous
touch
points,
of
course,
with
the
candidates
and
with
you
all,
you
know,
every
organization's
different
I've
had
a
number
of
manager
recruitments
where
the
council
wanted
to
have
the
community
involved.
You
know
I,
don't
like
to
give
answers
to
candidates
necessarily,
but
if
they
ask
me,
you
know
about
the
community
about
the
council.
That
sort
of
thing
you
know
I'll
be
straightforward
with
them.
In
terms
of
you
know
what
I
see.
E
Mainly
the
questions
are.
What
are
you
looking
for?
I'll
get
questions
sometimes
about
the
residency
requirements.
I'll
be
honest
if
you
have
one
or
not
and
we'll
know
that
up
front,
but
other
than
that
I
mean
you're,
you're,
recruiting
professionals
and
if
they
are
not
capable
of
presenting
themselves
well
in
an
interview
process,
it's
probably
probably
not
your
good
candidate
anyway,
so
you
know
you're
looking
for
a
true
leader,
Communicator
someone
that
can
make
presentations.
D
I
would
agree
and
I
was
anxious
to
see
what
Marcia's
answer
was
going
to
be
on
that,
because
I
had
the
exact
same
thought,
I
think
you
know.
Certainly
it
will
become
clear
to
you
all
which
candidates
do
their
homework
and
we
are
going
to
encourage
them
to
do
their
homework,
but,
like
Marcia,
said
we're
not
going
to
basically
give
them
all
the
answers.
C
B
A
We
have.
We
have
the
Council
on
hand
here
we
have
a
list
of
prepared
questions.
The
the
the
the
other
candidates
are
not
on
the
line
and
all
the
questions.
Well,
the
questions,
the
basic
questions
are
all
the
same,
although
at
the
end
of
it
we'll
have
open
it
up
to
any
council
members
for
clarifying
questions
on
anything
that
did
not
get
answered
and
with
that,
if
you
would
and
you're
with
Anderson
Associates
correct.
Yes,.
H
That's
correct.
Thank
you
well
good
afternoon
to
everyone.
I
am
Heather
Rentschler
and
I
am
president
and
CEO
of
Ralph
Anderson
and
Associates
I've
been
with
the
firm
since
1985.
and
I've
been
CEO
since
around
2000
or
2001..
So
it's
a
long
time,
so
it's
a
woman-owned
firm
with
a
man's
name
and
that
that's
important
just
because
of
the
fact
that
the
firm
has
a
strong
reputation.
H
It's
been
around
for
52
years
and
I
think
that
is
a
testament
to
the
good
work
that
we
do
for
local
government
I
do
a
lot
of
work
in
Arizona
Although
our
office
is
in
Northern.
California
I
also
have
a
residence
in
Maricopa
County,
so
I'm
very
familiar
with
the
area
I'm,
not
there
full
time,
but
when
I
am
working
on
assignments,
I
do
have
access
to
to
that
I've
done.
A
number
of
town
manager
and
city
manager,
searches,
I
outlined
that
in
the
brochure.
H
H
I
would
be
the
individual
that
develops
the
criteria
and
writes
the
brochure
works
on
the
picture
placement
and
then
does
the
strategy
and
Outreach
instructions
so
that
we
can
get
into
the
marketplace.
I
think
this
is
an
important
time
frame
for
you
as
a
group
to
be
thinking
about
being
visible
before
the
icma
conference
that
that's
the
international
city
managers
conference
that
will
be
taking
place
at
the
end
of
September,
beginning
of
October
in
Austin
and
many
folks
from
Arizona
and
the
West
as
well
as
Across.
The
Nation
attend
that
conference.
H
So
I
will
be
there
representing
the
firm
and
certainly
other
clients,
and
it
would
be
great
to
make
the
statement
that
we
are
representing
Cave,
Creek
and
I
would
certainly
be
proud
to
be
your
recruiter
of
choice
and
again
I
would
be
the
individual.
You
would
be
working
with
from
start
to
finish,
I'm
very
protective
of
Arizona,
no.
B
A
A
B
A
F
A
H
H
H
As
you
know,
I
submitted
that
on
our
proposal,
so
I
do
have
a
network.
That's
already
out
there
that
I
would
be
reaching
out
to
personally
and
letting
them
know
about
the
opportunity.
Many
times
candidates
are
not
necessarily
looking
for
a
job.
If
they
are
looking,
then
they
typically
have
gotten
in
touch
with
us
or
I've,
seen
their
application
and
resume
before.
But
what
we
do
is
we
run
kind
of
Tandem.
We
we
will
Place
advertisements
in
the
various
online
Publications
so
that
they
will
know
about
the
opening.
H
H
So
I
did
the
Avondale
city
manager
search,
I
did
Cottonwood
city
manager
search
I
did
the
Goodyear
Deputy
city
manager
search
I,
did
Oro
Valley
Town
manager,
search
an
assistant,
Town
manager
for
Queen
Creek
and
I'm,
currently
working
with
Scottsdale
on
an
assistant
city
manager
that
has
just
launched
this
week.
So
that
gives
me
a
past
Network
that
I
can
tap
into
and
in.
In
addition
to
looking
for
candidates,
I
also
asked
for
nominations
and
referrals
through
that
same
network.
F
H
Yes,
I
was
the
recruiter
that
worked
with
the
governing
body
and
I
did
all
of
the
resume
review
and
did
the
initial
screening
I
presented
the
recommendations
and
was
in
executive
session
with
the
town
or
city
council.
We
went
through
the
interviews
together,
we
would
do
a
first
round
via
zoom
and
then
I
would
be
on
site
for
the
final
interviews
and
I
was
the
main
lead
person
on
all
of
those
and
those
are
successful
placements.
H
H
A
H
H
What
have
been
some
of
the
planning
and
Community
Development
issues
that
they've
dealt
with?
How
have
they
worked
and
interacted
with
regional
Partners?
What
kind
of
personal
Aura
do
they
have
with
stakeholders,
the
chambers,
the
business
communities,
I'm
I'm,
getting
an
assessment
and
all
of
that
information
I
passed
to
you
when
we
have
these
private
conversations
and
if
I
have
some
concerns
about
some
of
those
Dimensions
or
qualifications.
H
If
you
want
someone
who
has
fiscal
capabilities,
capital
projects,
Public
Works
understands
legislative
matters,
you
know
we'll
we'll
go
through
all
of
that
together,
but
overall
I'm,
looking
for
leadership
and
management
of
resources
and
resources
to
me
are
people
and
dollars,
and
that
drives
a
lot
of
the
decision
making
whether
or
not
you're
running
a
town,
you're
running
a
city
or
you're
running
a
business
operation.
You
have
to
understand
people
and
dollars.
A
H
Well,
first
I,
look
at
them
on
paper
and
I.
I
may
have
actually
encouraged
them
to
submit
so
maybe
I've
seen
them
before.
Maybe
they
were
involved
in
one
of
the
other
searches
and
I've
reached
out
to
them,
but
I
first
look
at
them
on
paper
and
what
what
am
I
seeing
in
the
news
and
the
internet
and
social
media
about
that
community
that
they've
been
in
or
their
involvement
in
certain
issues,
so
I
look
at
them
on
paper
I.
H
If
there's
any
falsification,
we
typically
will
find
it
in
the
education.
People
say
they
have
a
masters,
but
they
don't
have
a
masters.
I
walk
through
their
career
and
the
transitions
from
job
to
job.
I
then
talk
to
them
about
what
are
their
strengths
on
the
technical
side
and
then
I
talk
to
them
their
strengths.
On
the
people
side
on
their
personal
attributes,
I
talk
about
areas
of
growth
and
shortcomings.
I
talked
to
them
about
their
management
style,
with
their
own
direct
reports
and
engaging
with
the
community
how
they
communicate
with
Council.
H
So
I
have
a
whole
series
of
questions
that
I
go
through
with
the
candidates
that
are
in
my
top
tier,
so
that
I
can
better
help
you
in
your
decision
making
and
the
the
benefit
of
using
Ralph,
Anderson,
Associates
and
perhaps
myself
Heather
Rentschler,
is
that
I
am
very
familiar
with
the
region
and
I
can
meet
with
you
in
person
fairly
frequently
and
I'm
happy
to
do
that
with
notice,
because
I'm,
either
in
California,
Nevada
or
Texas.
That's
kind
of
my
circle.
A
H
What
I
like
to
do,
if
it's
okay
with
your
legal
counsel,
is
I,
do
like
to
introduce
myself
individually
to
each
of
you,
so
we
can
have
a
one-on-one
conversation.
I
am
not
sharing
information
from
council
member
to
council.
Member
I
am
just
getting
to
know
you.
What
do
you
want
to
see
in
that
new
town
manager
and
then
and
I'm
happy
to
arrange
to
do
some
of
that
in
person
with
you
and
we
can?
H
We
can
work
out
those
particulars
rather
than
on
video,
but
I
can
also
do
video
and
then
my
job
is
to
assimilate
everything.
I've
heard
you
say
and
do
my
appropriate
research
and
I
will
then
come
back
to
you
with
a
draft
brochure
that
hopefully
hits
the
mark
so
that
we
can
then
go
shopping
for
a
new
town
manager.
But
if
we
have
to
change
out
pictures
change,
some
wording
I'm
happy
to
do
that.
But
we
do
that.
H
As
a
group,
there
have
been
some
of
the
projects
I've
worked
on
in
Arizona,
where
I've
worked
with
a
subset
of
the
council
or
there's
other
ones
where
I've
worked
with
the
entire
Council
all
the
way.
Through
and
I'm
open
to
either
way
you
want
to
do
that,
but
I
take
my
direction
from
the
council
at
the
beginning
and
I
build
that
recruitment
brochure
and
the
Outreach
strategy.
H
We
all
agree
on
it
and
if
we
don't
agree
on
it,
then
we
don't
go
to
market
until
we
tweak
it
so
that
you're
all
happy
you're
all
happy
with
the
pictures
you
like
the
color
scheme,
we
we've
appropriately
described
your
community
and
that
ideal
candidate.
Once
we
have
agreement
on
that,
then
we
launch
and
the
resumes
all
come
back
to
me.
H
If
you
would
like
to
have
electronic
access
to
those
resumes
at
the
appropriate
time,
then
I'll
set
up
a
shared
file
for
you
to
do
that
and
then
we're
judging
those
candidates.
Based
on
what
we
put
in
the
brochure
that
we
said
we
wanted.
So
it's
like
our
shopping
list.
We
now
go
shopping
and
then
we
want
to
make
sure
did
we
get
the
bread,
the
milk,
the
eggs
or
is
there
something
that
we
need
to
know?
A
Okay,
we're
running
a
little
bit
short
on
time.
I'll
go
now
to
the
next
question
is
how
many
candidates
have
you
recruited
for
in
Arizona
how
many
of
those
recruitments
were
in
communities
similar
to
Cave,
Creek
I,
think
you've
answered
the
recruitment
in
Arizona.
You've
got
an
impressive
list
on
your
on
your
initial
submission,
so
anything
like
to
add
to
the
to
that.
No.
H
F
H
So
certainly
we
we
do
give
the
industry
guarantee
so
that
that
is
if
someone
is
hired
from
my
recruitment
process
from
Ralph
Anderson,
Associates
recruitment
process,
and
that
person
does
not
work
out
in
the
first
year
and
you
let
that
person
go
I
will
come
back
in
and
redo
that
search
for
you.
The
only
thing
you
would
have
to
pay
for
would
be
the
incurred
expenses
like
at
re-advertising,
but
all
of
my
time,
all
of
my
staff's
time
would
be
absorbed
because
it
fell
under
our
guarantee.
H
H
Well,
I
can
tell
you
that
I've
had
a
a
couple
things
that
have
been.
You
know
very
tough,
certainly
a
larger
Community
Avondale
was
really
a
difficult
search
for
me
because
of
the
termination
of
the
prior
city
manager
and
what
we
had
to
deal
with,
with
some
negative
press
associated
with
that.
So
that
was
a
very,
very
tough
search
in
that
regard.
H
I
can
tell
you
that
Cottonwood
was
a
smaller
community
and
the
location
ended
up
being
a
little
bit
more
difficult
to
sell
to
candidates
than
I
had
thought
because
of
the
housing
market
and
what
was
the
shortage?
I
I
think
your
community
will
be
a
wonderful
opportunity
for
folks
to
consider
so
I
I
don't
see
any
real
obstacles
other
than
you
know,
just
general
housing
costs
having
gone
up
the
last
few
months
or
years
in
that
regard,
so
nothing
too
problematic
in
the
Arizona
area.
A
H
I
will
be
working
on
the
Phoenix,
Convention
Center
executive
director
search,
so
I've
just
been
retained
for
that
I
mentioned
to
you
that
I
will
and
I'm
currently
under
contract
to
do
Scottsdale
assistant
city
manager,
so
I
I've
done
a
number
of
projects
for
Jim
Thompson,
the
city
manager
in
Scottsdale.
He
has
hired
me
a
number
of
times.
I've
done
a
few
things
for
Goodyear
and
I've
only
done
the
town
manager
in
Oro,
Valley,
Queen,
Creek
I.
Just
recently
did
their
assistant,
who
has
a
focus
on
economic
development
I've.
H
A
H
Now
that's
a
good
question.
I
I
I
would
say
that
your
proximity
to
the
region
make
makes
it
very
appealing
as
a
residential
community
and
having
a
what
a
wider
sphere
that
you
can
have
a
lot
more
access
to
different
communities.
You
have
a
variety
of
housing
stock,
which
I
think
is
certainly
very
good
in
that
regard.
H
Good
freeway
access,
you
have
certainly
I
think
a
reputation
of
being
a
positive,
safe
environment.
So
I
think
there's
a
lot
of
positives.
I,
don't
know
what
would
be
as
unique
other
than
I
see
stability
with
your
town
manager
having
been
there
a
long
time
having
come
up
through
the
an
internal
placement
as
I
understand
it,
having
been
in
a
different
role,
so
I
I
see
stability
and
I,
don't
often
read
about
political
turmoil
or
anything
in
Cave
Creek.
That
would
cause
me
any
concern.
H
A
H
No
I
I
think
I've
certainly
made
my
statement
to
you
and
I'll
leave
it
at
that
you.
You
know
that
I
spend
a
lot
of
time
on
in
that
general
area
and
I
like
taking
work
in
Arizona
and
representing
Arizona
candidates
or
entities,
and
so
I'd
be
very
pleased
to
represent
you.
Should
you
choose
me
to
do
that
and
again
my
desire
would
be
to
meet
with
each
of
you
individually.
Just
so
I
could
get
to
know
you,
but
then
we
would
come
back
together.
H
As
a
group
and
I
treat
that
more
as
a
workshop
we're
in
this
together,
we
both
have
the
same
goal.
We
want
a
successful
placement
not
only
for
you,
but
for
your
community
for
your
staff
and
and
I'm
very
open
to
designing
and
tailoring
a
process
that
works
for
you
and
I
know.
Certainly,
at
the
back
end,
we
will
have
to
declare
publicly
those
candidates
that
are
in
your
final
running
that
that
always
makes
it
a
bit
complicated
for
those
folks
that
are
still
employed
as
well.
F
A
A
A
A
Welcome
we're
glad
to
have
you
here
and
the
way
we'd
like
to
proceed
is
we'll
have
a
number
of
questions
for
you.
We
have
30
minutes,
so
you
know
the
answers
of
course
answer
in
full,
because
you
can
always
economize
on
another
question.
If
you
think
one
is
more
important
than
the
other
okay
and
then
at
the
end
we
will
see
if
Council
has
any
questions
for
you.
Any
other
follow-up
questions.
A
I
Sure
yeah,
absolutely
so,
I'm
Evie
racette
I
am
with
Mercer
groups
Associates,
and
we
are
just
really
thankful
to
be
here
today
grateful
to
be
here.
We
know
what
a
unique
and
wonderful
Community
Cave
Creek
is
I'm,
actually
in
the
valley,
Mike
is
in
Tucson
and
Joe
is
in
northern
Arizona,
and
one
thing
that
I
think
is
really
important
for
us
is
that
we
have
a
heart
for
communities
like
Cave
Creek
that
are
a
little
bit
smaller,
but
need
really
great
leadership.
I
We
believe
all
cities
need
great
leadership,
but
we
really
believe
that's
true
for
smaller
communities
as
well,
so
we
have
the
heart
for
finding
the
right
fit
for
you
and,
like
I,
said
we're
really
excited
to
be
here.
I
served
as
a
city
manager
in
Arizona,
as
did
Mike,
as
did
Joe.
So
we
have
experience
in
Arizona.
We
know
what
it
takes
to
be
successful
as
a
manager
in
Arizona,
so
we
want
to
make
sure
after
we
find
you
the
best
candidate.
A
I
I
That's
one
way
we
Source
candidates,
we
also
Source
candidates
through
things
like
LinkedIn
or
indeed,
and
through
icma.
So
we
kind
of
have
a
multi-faceted
approach
that
we
look
at
them
and
then,
when
we
screen
candidates,
there's
actually
a
pretty
unique
approach
that
we
use.
We
have
an
interview
process.
We
have
some
questions
that
they
have
to
answer
like
a
survey
question,
so
we
might
ask
some
questions
about
their
leadership.
I
Styles
or
anything
like
that
and
they'll
have
to
answer
those
we'll
do
it
one-on-one
or
we'll
do
an
interview
with
them
and
then
we'll
also
have
then
like
fill
out.
Those
questionnaires
look
at
those
questionnaires,
make
sure
everything's
good
there
and
then
on.
Like
the
background
side
of
things,
we
do
a
screening
with,
like
we'll,
do
a
comprehensive,
Google
search.
I
In
addition
to
a
background
check
and
then
we'll
also
do
social,
media
searches
and
we've
found
that
to
be
really
successful,
so
that
there's
no
surprises,
you
know
exactly
what
you're
getting,
and
so
it
would
pull
up
articles.
For
example,
if
someone
has
experience
being
a
town
manager
somewhere
else,
it
would
pull
up.
We
would
be
able
to
pull
up
some
articles,
make
sure,
there's
no
red
flags
out
there
and
that
you're
getting
the
best
candidate.
I
A
I
People
is
an
incredible
skill
that
managers
need
to
have.
They
need
to
be
able
to
communicate
not
only
with
the
public.
The
public
is
incredibly
important,
but
also
with
the
mayor
and
Town
Council.
They
really
are
working
for
the
mayor
and
Town
Council,
and
so
in
this
case
they
need
to
be
able
to
communicate
with
you
well,
and
so
that
might
mean
they
need
to
be
able
to
write
you
emails
or
they
might
need
to
be
able
to
take
phone
calls.
I
But
really
communicating
with
you
well
is
important,
but
they
also
have
to
be
able
to
lead
their
staff
and
communicate
well
with
their
staff.
So
once
you
pass
a
policy,
they
need
to
be
able
to
communicate
that
policy
to
your
staff
and
make
sure
that
it's
implemented
at
the
highest
level
so
that
it's
successful
for
you
and
so
really
I.
Think
of
the
city
manager
position
almost
as
or
a
town
manager
position
as
a
conduit.
I
That
really
has
to
be
the
communication
bar
between
all
levels
of
a
staff
of
Council
and
mayor,
but
also
the
constituents
as
well.
Another
key
thing,
I
think
is
really
important
for
for
managers
to
have
is
financial
chops.
They
need
to
be
able
to
understand
budgeting
understand
the
sales
revenue
they
need
to
be
able
to
forecast
to
know
okay,
what
kind
of
money
might
be
coming
in
and
how
are
we
going
to
be
able
to
lay
out
Capital
expenses
in
the
next
coming
years?
I
Are
there
grants
that
are
available,
and
so
I
think
that
budgeting
piece
is
a
really
important
piece
for
local
governments,
especially
right
now,
when
the
price
of
inflation,
the
price
of
goods
has
really
increased
with
with
inflation.
Another
one
I
I
think
is
incredibly
important.
Is
problem
solving
and
critical
thinking.
There's
no
right
way
to
do
something,
and
sometimes
it
takes
well.
There
are
right
ways
to
do
something
when
things
are
ethically
right
and
wrong
and
I'll
talk
about
that.
I
think
that's
important
too,
but
I
think
a
nice
problem.
I
Solving
a
critical
thinking,
approach
to
problems
that
come
up
in
the
city
are
incredibly
important.
Cape
Creek
is
such
a
fun
place
to
be
it's
beautiful.
It's
got
this
nice
Wild
West
atmosphere,
but
what
happens
when
a
major
development
comes
in
and
quite
like?
We
have
to
figure
out
okay.
How
do
we
make
sure
we
have
the
character
of
Cave
Creek?
How
do
we
make
sure
that
we've
got
and
plans
for
development
that
keep
that
intact,
and
sometimes
that
takes
problem?
Solving
that
isn't
necessarily
like
a
checklist
right.
I
So
multifaceted,
problem-solving
approach
is
really
important.
That's
creative
That's
Unique
and
that
really
fits
your
needs
and
your
desires
as
a
council
and
then
the
last
thing
I
really
think
they
need
is
strong
ethical
foundation,
and
this
is
the
most
important
we
don't
want
them
to
be
wavering.
We
want
them
to
be
a
beacon
of
light.
We
want
Cave
Creek
to
be
a
big
great
public
service.
I
There
are
questions
that
candidates
have
to
think
hard
about,
and
so
they're
not
canned
answers,
there's
something
that
they've
had
to
really
reflect
on.
I
think
you
can
start
to
see
those
values
there
and
then
you
can
further
push
further
on
those
values
when
you're
starting
to
interview
them
talk
with
them,
find
out
their
references,
talk
to
their
references
and
ultimately
have
them
interview
with
the
council.
I
should
also
ask:
is
there
any
values
in
particular
that
you're
looking
for.
A
I
I
think
it's
important
that
that's
reflected
from
our
search
too,
so
it's
not
just
like
what
I
think
qualities
make
a
good
manager.
It's
also
what
you
guys
want.
What
you
think
would
make
a
good
manager
in
Cave
Creek,
because
you
know
it
better
than
anyone
else
you're
the
ones
that
the
people
have
elected.
I
So
really
what
Mike
and
Joe
and
I
will
do
is
we'll
get
together
with
you.
We'll
talk
about
your
values.
I
think
that's
step,
one
in
the
proposal.
When
we
say
okay,
what
values
might
you
have?
We
can
have
a
questionnaire
that
you'll
fill
out
as
well
to
say:
okay,
these
are
the
things
that
we're
looking
at
and
then
have
conversations
as
well
with
your
liaison
from
the
city
or
from
the
town
as
well.
So
that's
actually
a
process,
that's
built
into
our
proposal
as
well.
I
And
then,
after
that,
I
should
also
say,
like
we
have
a
drop
box
and
so
we'll
put
files
in
the
Dropbox
and
those
will
be
available
to
the
town,
clerk
or
whoever's.
Looking
at
those
as
well,
the
HR
Director,
the
town
clerk
they'll,
be
looking
at
those,
so
they'll
have
access
to
those
too
so
in
real
time.
So
we'll
have
some
transparency,
so
you
can
see
how
many
applications
are
coming
in
and
what
type
of
applications
that
you're
looking
at.
I
That's
a
great
question
so,
prior
to
Mercer
group,
when
I
was
city
manager,
I
didn't
recruit
from
the
city
manager
position,
but
I
did
recruit
from
a
number
of
Department
director
positions,
as
did
Mike
when
he
was
in
Tucson
and
in
Sedona,
and
so
while
I
don't
have
experience
recruiting
in
Arizona.
I
do
have
experience
recreating
in
small
communities
internally,
but
then
also
externally,
I
have
and
Mike
as
well
has
experience
in
smaller
communities
like
I
did
one
in
Minnesota.
I
A
I
I
Ultimately,
we
are
going
to
look
and
choose
the
finalists
or
semi-finalists
together.
So
we're
going
to
be
reviewing
that
so
one
thing
that
really
works
well
in
executive,
recruiting
for
us
for
Mercer
group.
Is
it's
not
just
one
person
looking
at
those
resumes
and
making
those
decisions?
It's
really
three.
In
this
case
four
of
us
Linda.
His
Linda
does
excellent
background
searches
and
work
for
us
and
I.
Think
that
would
be
her
Avenue
here.
I
Well,
Mike,
Joe
and
I
would
really
be
looking
at
the
resumes
looking
at
the
questionnaires,
scheduling
the
interviews
and
working
through
that.
So
that's
how
that
works.
So
we
really
function
as
a
team,
the
whole
time
making
sure
that
it's
not
just
one
person's
opinion
that
we're
looking
at
it
from
multiple
levels
asking
different
questions.
So
we
all
bring
unique
perspectives
on
things.
I
For
that
and
the
way
we
did,
that
was
make
sure
that
we
had
an
opportunity
to
really
talk
about
the
city
that
we
were
recruiting
for
and
make
sure
that
they
understood
that
this
was
a
good
community,
that
this
was
a
community
that
really
supported
policing
and
really
needed
good
leadership
there.
So
that
was
probably
the
toughest
one
I've
been
on
one
of
the
easier
ones
that
I've
been
on
is
actually
in
Bellevue
Washington,
we've
recruited
a
lot.
I
I've
worked
on
those
with
Mike
as
well,
and
those
are
those
are
those
run
pretty
easily
because
Bellevue,
their
city
manager
and
their
Council
have
trust
us
in
the
past,
and
so
we've
recruited
a
number
of
Physicians
for
those
over
the
years,
and
so
those
we've
got
a
pretty
great
system
down.
People
want
to
work
in
Bellevue
Washington
because
it's
just
ran
so
well
and
I.
Don't
really
have
any
hesitation
with
Cave
Creek
I.
Think
Cave
Creek
is
such
a
great
place.
I
It's
beautiful
you've
got
the
regional
park.
You've
got
really
a
wonderful
Community
with
like
a
great
downtown
and
I
think
you're
going
to
have
a
great
opportunity
of
recruiting
people,
because
people
want
to
be
there
so
I,
don't
I,
don't
anticipate
any
issues
or
hurdles
like
we
did
like
I
had
in
Minnesota.
B
I
I
am
also
a
professor
at
Grand,
Canyon
University,
and
so
that
allows
me
to
have
some
industry
contacts
as
well
in
local
government,
but
also
in
private
sector
as
well.
So
I
also
have
the
opportunity
to
meet
with
a
lot
of
different
entities,
so
we
actually
work
a
lot
with
the
state
or
I
can
work
with
the
state
through
my
position
as
Professor,
so
I
actually
have
a
pretty
extensive
network
in
Arizona
and
Mike
does
as
well
so
Mike.
I
He
is
not
just
in
the
network
in
Arizona,
but
heavily
invested
in
New
Mexico,
because
eager
where
he
was
working,
is
so
closely
associated
with
New
Mexico
as
well,
and
then
our
firm
Mercer
group,
we
have
Consultants
all
over
the
nation
and
often
what
happens
is
we
might
say
something
like
hey.
We
are
looking
for
this
candidate
that
has
these
these
values
or
these
skills,
and
they
might
help
us
either
send
out
the
recruitment
to
someone
else
or
that
they
know
in
within
their
Network.
I
So,
for
example,
if
you
can
say,
hey
I've
got
this
position
in
Cave
Creek,
that's
available.
Do
you
have
any
other
one
in
your
network
that
has
ties
to
Arizona
that
might
be
interested
in
applying
and
they
will
send
that
brochure
out
as
well.
So
we
have
pretty
extensive
networks
and
different
ways
to
network.
We
want
to
make
sure
that
we're
modeling
that
they're
getting
the
right
candidate
for
you
and
will
work
really
really
hard
at
that.
A
I
And
so
they
need
to
be
really
sound
in
all
areas,
not
just
relying
on
the
people
below
them
and
I
think
that
leadership
is
incredibly
important
there.
So
their
qualities
and
their
ability
to
provide
direction
to
their
staff
has
to
be
top-notch,
and
so
I
do
think.
That's
what's
different
about
a
small
community.
I
also
think,
what's
different
about
a
small
community
is
going
to
the
grocery
store
being
Town
manager.
I
Excuse
me
your
town
manager
more
about
those
issues,
and
so
the
issues
aren't
smaller
that
the
town
manager
will
be
dealing
with.
The
issues
are
not
smaller
or
less
significant
than
in
a
larger
Community,
they're,
incredibly
important,
and
sometimes
they
go
under
the
microscope.
More
and
so.
I
think
that
that
is
what
we're
going
to
be.
Looking
for
in
a
manager
position
is,
can
they
handle
the
heat?
Can
they
handle
being
in
a
small
community
tight-knit
community
with
with
people
that
are
going
to
be
asking
questions
and
expect
results.
A
I
Absolutely
so
you
rated
right
on
the
edge
of
Phoenix
and
Paradise
Valley,
and
that
makes
you
different
right
so
you're
right
next
to
a
major
city,
that's
much
different
than
when
I
was
in
Pinetop
Lakeside
and
we
were
a
community
way
out
in
the
middle
of
nowhere
where
people
cooled
off
in
the
summer.
So
that
makes
you
a
lot
different,
because
the
amenities
that
you
have
with
a
large
Community
right
next
door
makes
you
different
and
it
makes
the
issues
that
that
you
have
different.
I
So,
for
example,
development
is
a
big
key
issue.
That's
different!
You
might
have
issues,
not
issues
I,
guess
issues
isn't
a
great
word,
but
you
might
have
to
work
through
things
with
Meg,
like
Maricopa
planning
coalitions
or
other
entities,
because
you're
sort
of
still
part
of
the
valley.
Yet
you're.
Still
your
own
municipality,
that's
small!
I
Yeah,
so
I
want
to
make
sure
we
really
talk
about
the
r
analysis,
the
approach,
results
and
experience,
and
that's
one
of
our
key
Hallmarks
of
our
recruitment
process.
It's
beyond
the
traditional
methods
and
we
use
this
approach
results
experience
analysis
to
make
sure
that
the
candidates
are
quality
candidates
for
you.
So
we
evaluate
the
candidates,
leadership
traits
and
their
ability
to
provide
Direction
and
how
they
can
Inspire
others
or
not,
navigate
those
complex
situations
effectively.
We
look
at
their
management.
I
We
make
sure
that
their
ability
to
that
they
can
focus
on
their
capacity
to
oversee
their
employees
and
innovate
within
the
organization,
and
we
make
sure
their
communication
skills
are
on
top
through
that.
So
we
have
to
make
sure
that
people
communicate
and
come
that
the
candidates
are
able
to
communicate
and
collaborate
with
you
and
others
that
you
might
be
working
with
like
the
county
or
like
other
municipalities
and
then
finally,
we
have
to
make
sure
that
they're
a
great
fit
with
the
town
of
Cave
Creek.
So
we
want
candidates
that
align
with
your
culture.
I
We
want
someone
to
stay
there
for
the
long
term
and
we
want
to
make
sure
that
the
values
and
goals
of
Cave
Creek
are
reflected.
So
we're
really
working
to
aim
to
find
candidates
whose
experiences
and
approaches
match
the
needs
of
your
organization.
And
this
analysis
really
increases
the
likelihood
of
finding
a
town
manager
who
doesn't
who
does
not
only
possess
the
necessary
competencies
but
also
integrate
seamlessly
with
cave
Creek's
culture
and
community.
A
G
I
Oh,
so
what
we'll
do
up
front
is
we'll
do
a
survey
with
Council
and
we're
going
to
ask
you.
Questions
on
things
that
are
priorities
and
I
know
like
Mike
is
doing
the
strategic
planning
with
you,
so
he's
going
to
already
have
a
little
bit
of
that,
but
we
might
also
ask
you:
okay,
what
qualities
are
important
to
you
and
so
on?
I
I
Actually,
so
it's
a
survey
that
you
can
fill
out
write
in
your
questions
that
you
might
want
to
have
or
values
or
traits
that
you
have
for
the
characteristics
that
you
want
to
see
in
the
next
town
manager
and
then
we'll
use
that
to
formulate
our
questions.
That
will
ultimately
be
the
questionnaire
that
the
candidate
answers.
F
A
I
Yeah,
it's
such
a
privilege
to
work
there
and
really
enjoy
the
students
and
yeah
it
really.
It
gives
me
a
lot
of
energy.
It's
such
a
great
way
to
connect
with
local
government.
We
do
projects
with
very
frequently
and
try
to
problem
solve
on
behalf
of
the
class,
and
so
that's
really
fun
so
yeah
if
Cave
Creek
ever
has
a
need
for
that.
We're
happy
to
do
that
too.
I
A
F
F
I
think
that
the
bridge
group
slash
Mercer
group
is
the
best
fit
for
us,
I
think
they
have
the
best
grasp
of
a
small
town
and
what
our
how
our
managers
function
is
different
than
other
towns.
She
was
pretty
articulate
in
that
respect.
I
think
it
showed
that
they
have
a
sensitivity
to
the
type
of
manager
that
we
need
to
to
succeed,
carry,
and
my
vote
would
would
go
to
one
Bridge
group.
G
We
really
heard
some
good
presentations
this
afternoon
and
I
I
really
appreciated
the
Ralph
Anderson
presentation,
simply
because
Heather
the
presenter
gave
us
really
specific
examples
of
how
she
digs
into
a
candidate's
abilities
all
the
way
down
to
small
things
like
show
me
a
presentation
or
give
me
a
report,
or
how
would
you
solve
this?
She
also
suggested
that
they
look
at
Best
Practices
around
and
bring
that
to
the
conversation
and
and
and
I
like
the
the
bridge
group
Mercer
as
well.
C
We
came
up
with
a
list
of
the
three
we
have
today
and
I
concur
with
the
vice
chair,
certainly
that
all
three
groups
were
highly
professional
and
competent
and
presented
a
great
product
I
for
whatever
reason.
A
lot
of
this
is
personal
opinion,
perhaps
or
analysis
done
by
us
individually,
that
might
be
different
than
others
on
the
council.
I
was
even
with
the
service
Interruption
on
the
internet.
C
I
was
really
impressed
with
Ralph
Anderson,
and
the
sophistication
level
of
the
woman
who
presented
in
the
representative
of
the
company
just
seemed
to
be
at
a
wavelength
that
was
not
formulaic
but
relationship
based
and
experienced
in
such
sophisticated
Acumen
that
it
was
like
Consulting,
an
attorney
looking
for
advice
or
even
a
medical
professional.
That
type
of
thing
it
just
felt
like
we
would
get
the
subtlety
of
analysis
that
would
not
be
off
the
shelf
or
or
the
consultant
they
said
it
would
be.
C
So
I
don't
know
if
it
divides
attention
on
their
resources
to
have
two
projects
going
at
once
for
the
town
or
if
they
would
be
in
conflict
or
not
I,
don't
I,
don't
have
any
insight
to
offer
on
that,
but
Mr,
Mayor,
indirect
answer
to
your
question.
I
think
I,
just
favored
the
presentation
and
the
product
of
the
Ralph
Anderson
company.
G
I
thought
there
were
all
three
excellent
presentations.
You
know
I'm
an
inventor
Watcher
body
language,
and
there
were
a
couple
questions
that
we
asked:
sgr
and
Bridge
crew,
that
just
watched
in
the
body
language
a
little
bit
of
nervousness
I
thought.
Heather
renssler
did
a
really
really
fine
job.
After
all
that
technical
problem
she
got
back
on
and
she
just
kept
on
going
and
that
probably
impressed
me
more
than
more
than
just
about
anything
else.
A
A
So
I
I
guess
I'm
leaning
towards
Anderson,
although
I
think
all
all
three
were
very
capable
groups
and
I
really
appreciate
them
doing
that.
I
also
want
to
compliment
staff
on
organizing
this
very
well.
I,
don't
know
if
anybody
can
see
it,
but
I've
got
all
kinds
of
papers
and
things
up
here
and
there's
a
lot
of
work
done
with
questions
and
timing.
The
timing
is
all
down.
We
had
a
Brian,
did
a
great
job
in
the
background
and
Kerry
flew
all
night
long
to
be
sure
yeah,
but.
F
F
So
this
person
that
we
end
up
hiring
absolutely
has
to
be
able
to
relate
to
all
sorts
of
different
segments
and
that's
critical
I,
like
the
fact
that
she
hit
on
as
somebody
who
needs
Financial
chops,
that
our
budgeting
piece
is
critical,
as
you
well
know,
and
so
they
would
be
looking
for.
Somebody
who
specifically
is
is
skilled
in
that
area
and
problem
solving
and
critical
thinking
is
essential
and
having
a
strong
ethical
Foundation
wanting
to
Cave
Creek
to
be
a
beacon
of
light
I.
A
You
go
the
for
the
amount
up
to
thirty
thousand
dollars
would
cover
any
of
the
three
candidates.
So
I
think
that
whoever
makes
the
motion
should
have
thirty
thousand
dollars
in
last
blank
and
then,
of
course,
the
the
second
blank
in
there
ought
to
be
the
the
company
that
you,
the
firm
that
you
think
we
should
hire
so
does
somebody
want
to
make
a
motion.
F
F
You
Tom,
contrary
to
that,
I
think
it
could
be
complementary
because
they're
already
studying
us
to
a
great
length,
and
so
they
are
already
doing
their
research
on
this
town
and
already
beginning
an
in-depth
understanding
of
the
culture
of
this
community,
so
I
think,
rather
than
it
being
a
disservice.
It
could
be
much
to
our
benefit.
A
G
So
and
my
feelings
are
that
I
heard
detail
with
the
Anderson
Group,
that's
really
important
to
us,
I
think
as
a
team
and
to
the
town
moving
forward
and
I
I
appreciated
that
we
could
hear
a
level
of
Engagement
with
the
principal
there
was
no.
There
was
no
equivocation
on
who
was
going
to
do
the
work
she
said.
I'm
going
to
do
it
and
and
I
will
come
back
to
you.
She
said
that
often
maybe
too
often,
but
I
really
appreciated
that
detail.
C
Mr
Mayor
I,
don't
think
I
have
anything
else
to
add.
I
just
felt
like
the
process
would
be
protected
by
the
second
firm,
the
Ralph
Anderson
firm
in
terms
of
the
normal
challenges
for
candidate
selection
and
and
the
caliber
of
vetting.
That
needs
to
take
place
on
so
many
different
criteria.
Just
so
we
don't
make
a
mistake.
I
think
you
know.
Unless
somebody
up
there
knows
this
to
be
different.
I
think
this
is
the
first
time
that
the
town
has
done
this
to
this
level
of
thoroughness.
C
G
This
is
a
really
good
process
that
we
followed.
This
is
one
of
the
better
processes
I've
seen
anybody
follows
or
trying
to
get
get
a
senior
manager
in
place.
I've
been
through
a
lot
of
senior
manager,
hiring
some
firings
in
Private
Industry,
and
this
is
one
of
the
one
of
the
better
organized
ones.
I've
seen.
F
F
F
Anderson
is
a
very
competent
firm
there's.
No
doubt
that
Heather
could
very
well
do
the
job.
I
will
go
along
with
it,
because
I
would
like
to
see
what's
United
in
this
front
and
this
frankly
the
hard
part
is
interviewing
the
candidates
and
then
deciding
the
best
one
for
our
town
and
so
I'm
happy
to
go
along
with
your
choice.