Specifications include, but are not limited to: 1. Candidate Recruitment/Outreach: Contractor must develop an effective search strategy to identify qualified candidates with the necessary skill sets. Contractor may use a variety of outreach methods. Contractor will proactively seek a diverse candidate pool with superior qualifications and invite/encourage them to participate in the executive recruitment. 2. Candidate Pre-Screening: Contractor will acknowledge receipt of all applications to candidates and evaluate all resumes and potentially other materials. Initial screening will be based upon criteria contained in the position profile, information contained in the resumes and other materials submitted to the Contractor, and Contractor's knowledge of the people and organizations in which they work. Contractor shall conduct telephone screenings with the most promising candidates to gain a better understanding of their backgrounds. Upon completion of the initial screening, Contractor must submit a report of the leading candidates to the County. This report will include resume summaries, supplemental information, and the original resumes of those candidates believed to be the best qualified for the position. An electronic copy of all resumes and an organized method to begin the next steps of the screening process will also be provided. Supplemental information on a candidate typically includes: the size of the organization for which the person works, reporting relationships, budget responsibility, the number of people supervised, related experience and reasons for interest in the position. Any other specific information such as knowledge obtained on candidate skill sets and performance will be dictated by the criteria set forth in the position profile. 3. Candidate Assessment: Contractor shall conduct in-depth reference checks to verify candidates’ qualifications, competencies, and individual strengths. Contractor will interview (either in person or via video conference) those candidates whose qualifications most closely match the criteria established by the County. Contractor will verify degrees and certifications, and may gather news articles via the internet, and conduct credit/criminal/civil litigation/motor vehicle record checks through an outside service at no additional cost to the County. Upon prior approval from the County, Contractor may implement additional jobrelated assessment tools such as written simulations, leadership, behavioral competency or emotional intelligence testing. All selection tools must be legally defensible. 4. Candidate Interviewing: In conjunction with the County, Contractor shall develop final interview process, i.e., questions, panelists, scheduling, etc. and submit to the County for review and approval. Contractor will prepare a written report on the top candidates recommended by Contractor. Contractor will assist the County in scheduling final candidates for interview by the County. If required, after the interviews conclude, Contractor will meet with the County to discuss the interviews, candidates and the top selections. In addition, Contractor shall consider additional candidates, if necessary. Contractor shall conduct telephone reference checks for the top one or two candidates with individuals who are, or have been, in a position to evaluate the candidate’s performance on the job. Contractor shall provide the County a detailed, supplemental written report on the references checked. 5. Additional Contractor Assistance: Upon the County's request, Contractor shall: A. Arrange the schedule of interviews and the associated logistics for final candidates. B. Advise on starting salary, fringe benefits, relocation trends and employment packages, and assist with compensation negotiations. C. Act as a liaison between the County and candidate in discussing offers and counteroffers. D. Conduct a final round of reference checking with current employers (if not previously done for reasons of confidentiality). E. Notify unsuccessful candidates, who were not recommended for interview. F. Contractor shall assure and maintain proper confidentiality regarding the search process during and after completion of the engagement. 6. COUNTY RESPONSIBILITIES: Provide a job description designed to indicate the skills, background and abilities required specific to this position. A. Inform Contractor about all matters relevant to the search, including confidential information (e.g., salary, personnel issues, etc.). B. Supply Contractor with the names of candidates previously interviewed/considered by County for the position. C. Forward to Contractor copies of the resumes received. D. Provide feedback regarding the information and recommendations provided by Contractor. E. Decide upon and follow up in scheduling any additional interviews with the most promising candidates. F. Assist in providing information to candidates that will enable them to make their career decisions. G. Verify an employee’s eligibility to work in the United States. 7. Satisfaction Guarantee: If within the first twelve (12) months after the County has hired an individual found through the Contractor’s search efforts, the individual voluntarily resigns or the County finds it necessary to terminate or to request the resignation of the individual for reasons which would have precluded his/her employment had they been known at the time employment started, Contractor agrees, at request of County, to conduct a new search at no additional professional fee. 8. Staffing: For each position recruitment, Contractor shall identify their assigned staff. Contractor will provide biographies or resumes and references of each staff member who will be working on the proposed recruitment at the request of the County. County will review and approve all Contractor staff who will be working on the recruitment.