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

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

Ad Hoc Executive Director Hiring Committee Meeting Agenda

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

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 the search?

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?

Questions Provided in Advance To Consulting Firms

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 Search Committee, 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

A u g u s t 2 0 1 7

E x e c u t i v e S e a r c h

S e r v i c e s O v e r v i e w

Fred Pabst, Partner206-299-2140/fred@herdfreedhartz.com

www.herdfreedhartz.com

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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.

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A Few Northwest Clients Who Work with HFH

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Selected Search Examples – Nonprofit/Public Sector

Chief F inancial Off icer, US Program

Accounting Manager

( Mu l t ip le ad d i t iona l man agement ro les)

Chief Execut ive Off icer (CEO)

Execut ive Director (current)

Senior Director Human Resources

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Selected Search Examples (cont.)

Chief Execut ive Off icer (CEO)

Chief Execut ive Off icer (CEO)

Chief F inancial and Administrat ive Off icer

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We believe CULTURE FIT matters most

C U LT U R E F I T:

• Va l u e s

• M i s s i o n / D r i v e

• Te a m a p p r o a c h

T R A C K R EC O R D :

• To p 3 o u t c o m e r e s u l t s

• P r o v e n & t r u s t e d

• P o s i t i v e r e f e r e n c e s

C O M P E T E N C I E S :

• K e y r o l e o p e r a t i o n s

• C o m p l e x i t y & s c a l e

• E d u c a t i o n & t r a i n i n g

C a n d i d at e A s s e s s m e n t f o c u s i ng o n t h r e e ke y a r e a s :

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We believe UPFRONT STRATEGY Saves Time

D ef in ing su c cess an d a game p lan togethe r p ro v ides c lar i ty an d

a l ignment .

• D i s c o v e r y p ro c e s s : W e m e e t w i t h a l l o f y o u r k e y s t a k e h o l d e r s ( B o a r d , S e a r c h C o m m i t t e e ,

s t a f f a n d c o m m u n i t y p a r t n e r s ) t o l e a r n w h a t m a k e s y o u r o r g a n i z a t i o n , y o u r c u l t u r e , a n d t h i s

r o l e u n i q u e . T h e s e c o n v e r s a t i o n s , a l o n g w i t h o t h e r p o s i t i o n a n d o r g a n i z a t i o n i n f o r m a t i o n , w i l l

b e r e f l e c t e d i n a c o m p r e h e n s i v e p o s i t i o n s p e c i f i c a t i o n t h a t c o n t a i n s a n i d e a l c a n d i d a t e p r o f i l e .

.

• O u tc o m e s v s . A c t i v i t i e s : W e f o c u s o n t h e r o l e ’ s k e y o u t c o m e s i n t h e f i r s t y e a r w h i c h

p r o v i d e s c l a r i t y a n d f o c u s i n c a n d i d a t e a s s e s s m e n t .

• D i v e rs i t y / I n c l u s i o n : W e h a v e a r e p u t a t i o n f o r s u c c e s s f u l l y p r o v i d i n g d i v e r s e c a n d i d a t e

p o o l s f o r o u r c l i e n t s .

• A s s e s s m e n t : B e h a v i o r a l p r o f i l e a s s e s s m e n t o p t i o n s f o r t h e t e a m .

• M u t u a l ex p e c t a t i o n s : C l a r i f y r o l e s a n d p r o c e s s t o e n s u r e w e p a r t n e r w e l l t o g e t h e r.

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We believe in the art of great STORYTELLING

We u n d erstand th at we are a ref le c t ion o f yo u r o rgan izat ion an d

se r ve as an extens ion o f yo u r b ran d in th e marketp lace.

• S t a n d o u t f ro m t h e p a c k : I t ’ s a n o i s y j o b m a r k e t t o d a y. W e d e v e l o p y o u r u n i q u e

s t o r y t o c a t c h a t t e n t i o n a n d e n g a g e s t r o n g c a n d i d a t e s n o t a c t i v e l y l o o k i n g .

• E x p e r i e n c e d exe c u t i v e s e a rc h te a m : T h e r e c r u i t e r y o u m e e t w i l l b e t h e o n e t o

o w n t h e s e a r c h a n d t e l l y o u r s t o r y i n t h e m a r k e t .

• C a n d i d a te ex p e r i e n c e : W e s e r v e a s “ b r a n d a m b a s s a d o r s ”, a n d e n s u r e a l l

c a n d i d a t e s , i n c l u d i n g a n y i n t e r n a l c a n d i d a t e s ( i f a p p l i c a b l e ) , h a v e a p o s i t i v e e x p e r i e n c e .

• B e s t p ra c t i c e s : A s a l o n g - t e r m p a r t n e r, w e c a n a l s o o f f e r y o u r e c r u i t i n g i n s i g h t a n d

t i p s t h a t c a n h e l p y o u i n y o u r o v e r a l l r e c r u i t i n g e f f o r t s f o r o t h e r p o s i t i o n s .

Typical Timeline & Deliverables

Search KickoffWeekly Updates

Offer & Onboarding

Post Search Follow-up

2 w e e k s a f te r d e s c r i p t i o n

a p p ro v e d : I n i t i a l c a n d i d a t e

r e v i e w m e e t i n g f o r c a l i b r a t i o n

a n d f e e d b a c k .

Tw o w e e k s a f te r

k i c ko f f m e e t i n g :

D r a f t j o b d e s c r i p t i o n

f o r y o u r r e v i e w.

We e k 3 + : W e e k l y

s e a r c h u p d a t e s a n d

s o u r c i n g u n t i l t h e

r o l e i s f i l l e d .

3 0 / 9 0 / 1 8 0 d a y s

a f te r s t a r t d a te :

C a n d i d a t e c h e c k - i n t o

e n s u r e o n b o a r d i n g

s u c c e s s .

O f fe r s t ra te g y : P a r t n e r

c l o s e l y o n o f f e r d e t a i l s a n d

m u t u a l e x p e c t a t i o n s t o l a n d t h e

f i n a l i s t y o u w a n t .

3 7 d a y s : A v e r a g e

“ T i m e t o C a n d i d a t e ”

f r o m k i c k o f f t o d a t e

c a n d i d a t e p r e s e n t e d

w h o w a s h i r e d .

8 5 d a y s : A v e r a g e

“ T i m e t o F i l l ” f r o m

k i c k o f f t o o f f e r

a c c e p t a n c e .

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Executive Search Terms Overview

We al ign our goals to develop a long -term partnership

and mutual trust.

• S e a rc h fe e : T y p i c a l l y 3 3 % o f 1 s t y e a r e s t i m a t e d c o m p e n s a t i o n . P l e a s e n o t e - W h e n w o r k i n g

w i t h p u b l i c s e c t o r a n d n o n p r o f i t o r g a n i z a t i o n s w e p r e f e r t o d e t e r m i n e a m u t u a l l y

a g r e e a b l e , d i s c o u n t e d f l a t f e e .

• Pa y m e n t te r m s : S p l i t i n t o t w o e q u a l p a y m e n t s - I n i t i a l r e t a i n e r t o g e t s t a r t e d ; S e c o n d

p a y m e n t u p o n f i n a l o f f e r a c c e p t a n c e .

• S e a rc h ex p e n s e s : W e d o n ’ t c h a r g e f o r m a r k e t i n g , f o o d , r e s e a r c h , a d m i n i s t r a t i v e c o s t s ,

e t c . T r a v e l - r e l a t e d e x p e n s e s , i f a n y, w i l l b e a p p r o v e d i n a d v a n c e .

• G u a ra n te e : O n e ( 1 ) y e a r r e p l a c e m e n t g u a r a n t e e a s w e s t a n d b y o u r w o r k a n d s c r e e n

c a n d i d a t e s f o r a l o n g - t e r m c u l t u r e f i t .

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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 health care 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 &

Company where he also provided corporate-sponsored outplacement and executive coaching

services.

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.

F r e d P a b s t

P a r t ne r

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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

executive search firm with over 50 offices worldwide and a client base that includes some of the

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.

Scott Rabinowitz

Partner

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