Columbia LTD Proposal and Extension

Town of Wickenburg — Regular Meeting (2025-01-21)

Extracted text (via pymupdf) 70749 characters

(970) 987-1238 | 1729 Wood Avenue, Colorado Springs, CO 80907 | columbialtd.com

December 19, 2024

Hon. BG Bratcher, Mayor, and
Wickenburg Town Council
Town of Wickenburg
155 N. Tegner St.
Wickenburg, AZ 85390
(via electronic mail to tmayerhofer@wickenburgaz.gov)

Dear Mayor Bratcher and Council Members:

Thank you for reaching out to Columbia ltd regarding the recruitment of your next town
manager.

Columbia ltd will honor all terms of our proposal dated July 9, 2024, first submitted to the
predeceding mayor and town council. On that note, congratulations to all those recently
elected on the opportunity to serve Wickenburg.

To ensure quality service and personal attention, I manage my workload as precisely as
possible. When contacted several weeks ago, I gave an estimated kickoff date for the
recruitment as April 1. Given a vacancy in my schedule, which I learned about only yesterday,
I am happy to share I can begin this recruitment in mid-January or early-February.

I founded Columbia ltd in 2016 and have successfully completed 120 executive recruitments in
seven western states. I have a particular interest in, and familiarity with, Arizona. I successfully
completed the City/Town Manager recruitments in Camp Verde (2024), Chino Valley (2020),
Flagstaff (2019), Prescott (2024), and Prescott Valley (2021), as well as the Deputy City/Town
Manager recruitments in Sedona and Payson. I have also served Glendale, the Arizona Fire and
Medical Authority (Sun City), and the Central Arizona Fire and Medical Authority in Prescott
Valley, as well as additional positions in Chino Valley, Payson, Prescott, and Prescott Valley.

It would be a privilege to serve you. I will do my best to identify the earliest possible day to
begin the recruitment.

Please feel free to call me directly at (970) 987-1238 if you have any questions.

Sincerely,

/s/ Andrew Gorgey

Andrew (Drew) Gorgey

CEO and Founder

(970) 987-1238 | 1729 Wood Avenue, Colorado Springs, CO 80907 | columbialtd.com

July 9, 2024

Hon. Rui Pereira, Mayor, and
Wickenburg Town Council
Town of Wickenburg
155 N. Tegner St.
Wickenburg, AZ 85390
(via electronic mail to tmayerhofer@wickenburgaz.gov)

Dear Mayor Pereira and Council Members:

Thank you for inviting Columbia ltd to compete for the opportunity to assist the Town of
Wickenburg in the recruitment of a new Town Manager.

I founded Columbia ltd in 2016 and have successfully completed over 110 executive
recruitments in seven western states. I have a particular interest in, and familiarity with,
Arizona.

I successfully completed the City/Town Manager recruitments in Flagstaff (2019), Chino Valley
(2020), Prescott Valley (2021), Prescott (2024), and Camp Verde (2024), as well as the Deputy
City/Town Manager recruitments in Sedona and Payson. All of the current managers in these
cities and towns are the persons I recruited, and all are successful.

I would serve as Wickenburg’s Recruiter. I have served 25 of the last 27 years in local
government, including experience as a county manager, city manager (acting), county attorney,
and district counsel, including 20 years at the executive level, both full- and part-time. In
addition to the recruitments listed above, I have also served Glendale, the Arizona Fire and
Medical Authority (Sun City), and the Central Arizona Fire and Medical Authority in Prescott
Valley, as well as additional positions in Chino Valley, Payson, Prescott, and Prescott Valley.

The attached proposal includes more detailed information regarding Columbia ltd, the search
process and timeline, professional fee and expenses, a placement guarantee, references, and
two sample candidate profile documents, so you can see how Columbia ltd would present your
opportunity nationally.

Please feel free to call me directly at (970) 987-1238 if you have any questions.

Sincerely,

/s/ Andrew Gorgey

Andrew (Drew) Gorgey

CEO and Founder

Attachment

CONTENTS

Columbia ltd

In General
“Excellence in executive recruiting.”
Values-based. Mission-driven.
Experience
Commitments to Local Government and Professional Development

THE Columbia ltd TEAM

2
Philosophy
Your Team

RECRUITMENT PROCESS

RECRUITMENT SCHEDULE

PROFESSIONAL FEE

9
Professional Fee
Optional Services and Costs
Payment Terms
Insurance
Good Standing

GUARANTEE

10
Placement Guarantee
Ethics
Good Faith, Transparency, and the Council-Manager Form
Diversity, Equity, and Inclusion
Reopening the Recruitment

REFERENCES

CERTIFICATES OF REGISTRATION, GOOD STANDING

CANDIDATE PROFILE SAMPLES (2)

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Columbia ltd

In General
Columbia ltd provides executive search services to local government agencies throughout the western United States.
Founded and incorporated in 2016 by Chief Executive Officer and lead recruiter Andrew Gorgey, the firm maintains its
principal place of business and headquarters in Colorado Springs, Colorado. Please visit: https://columbialtd.com.

Mayors, commissioners, supervisors, council members, trustees, directors, and board members trust Columbia ltd to help
them with one of the most important decisions they will ever make, choosing their next manager. Similarly, managers and
human resources professionals trust Columbia ltd to find high-performing professionals to complete their leadership teams.

“Excellence in executive recruiting since 2016.”
The essence of our motto, “Excellence in executive recruiting,” is a deep commitment to our clients and the communities we
serve. We listen actively, and carefully. Through diligence, a strong work ethic, working with a sense of urgency, attention to
detail, and anticipation of every client agency’s unique needs, we are able to find the chief executive, director, manager, or
department head, who best fits the community, its elected officials, the organization, and its professional management. We
help you find the ideal candidate to address the challenges you are facing now, to execute faithfully your policy priorities, to
help develop strategy and meet your goals, and to provide solid, consistent leadership and management for years to come.

Values-based. Mission-driven.
Columbia ltd is the executive recruiter of choice in the western United States. This is because we are completely committed to
a principle-centered, values-based approach to the essential local government function of bringing the best-qualified
professionals into the organization. Everything we do is fueled by five values: Excellence, Professionalism, Ethics,
Courage, and Adaptability. These are not just words – these are core values to which we adhere every day. Living our
values allows us to meet

Our Mission:

We serve local governments and their citizens through excellence in executive recruiting, advancing
organizations, improving teams, and enhancing communities, one recruitment at a time.

We ensure each client agency has meaningful choice between highly-qualified candidates, who meet the
needs of the organization and community, in every professional discipline for which we recruit.

We are committed to maintaining a positive, professional working environment, and to the professional
development of every Columbia ltd team member.

Experience
Columbia ltd will celebrate its eight-year anniversary in December, 2024. In its early years, Columbia ltd provided executive
recruiting services to an established, California-based executive search firm. At that time, client contracts were with that firm.
Columbia ltd and Andrew Gorgey provided professional services, served as lead recruiter, and successfully completed the
recruitments. With that in mind, Columbia ltd has successfully completed several dozen city/county manager and other
recruitments in five states, and over 50 other executive recruitments in seven western states in every major discipline.

Commitments to Local Government and Professional Development
Columbia ltd is an associate member of the Colorado Municipal League and a cooperating member of the Washington
City/County Management Association. At the invitation of the International City/County Management Association (ICMA),
Columbia ltd offers training annually to local government managers in career transition. Columbia ltd is also a proud sponsor
of the City/County Management Associations in Arizona, Colorado, Montana, North Dakota, South Dakota, Washington,
and Wyoming. Andrew Gorgey has lectured on various topics at the state management conferences in multiple states, and at
the Schools of Public Affairs at the University of Colorado and Arizona State University, and at Arizona’s Next Generation
Leadership Conferences at the University of Arizona in Tucson, and in Scottsdale.

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THE Columbia ltd TEAM

Philosophy
The philosophy of Columbia ltd is that citizens are the ultimate client in every executive recruitment we perform, so that in
addition to our values-based, mission-driven approach, we are always aware of the public service underlying our
professional services. In this way, we help elected officials hire the best chief executives, and we help chief executives hire
the best new additions to their executive leadership teams.

Although we have considerable geographic reach, we carefully manage both the number of recruiting assignments we
accept, and more important, when and how we accept them. This allows us to maintain the highest possible service level
for all clients, because each recruiter maintains a limited, manageable number of assignments at any given time.
Furthermore, each recruiter’s assignments are appropriately scheduled, so that clients never compete against each other for
the same talent, and every client, recruitment, and process step receive the recruiter’s full, effective attention.

Your Team

Andrew Gorgey, CEO and Founder
Since founding Columbia ltd in 2016, Andrew (Drew) Gorgey has established himself as one of the premiere executive
recruiters in the United States. A sought-after industry professional, Mr. Gorgey has completed dozens of major
executive recruitments in Arizona, California, Colorado, New Mexico, Oregon, Utah, and Washington.

Mr. Gorgey has served in Colorado local government for 25 of the last 27 years, including 20 years full- and part-time at
the executive and management levels, making his first executive hire in 2004. Mr. Gorgey served as County Manager and
County Attorney for Garfield County in Glenwood Springs, Colorado. He also served as First Assistant and Chief
Deputy County Attorney in El Paso County in Colorado Springs, Colorado. In addition, Mr. Gorgey served as Acting
City Manager for the City of Glenwood Springs. Mr. Gorgey continues to serve local government as District Counsel to
and Administrative Manager of the Garfield County FML District, part-time executive positions he has held since June
2011. He continues to serve local governments throughout the United States as an executive recruiter.

Mr. Gorgey is gifted at organizational assessment and accurate analysis of an entity’s business case, critical in effective
executive recruitment. His candid, genuine, and respectful style, discretion, professionalism, and legendary work ethic
are all major benefits to client agencies, as are his experience and expert-level communications skills. Mr. Gorgey’s
strong skills in talent identification, recruitment, development and retention, and his commitment to excellence in the
hiring process, have helped many diverse organizations advance, improve, and meet their strategic objectives quickly.

Moving to Colorado in 1987, Mr. Gorgey began his career in the resort and hospitality industry, serving as a Corporate
Trainer for The Broadmoor, a Forbes Five-Star and AAA Five-Diamond Resort in Colorado Springs. He later served as
Editor of The Colorado Springs Business Journal. Since his youth, Mr. Gorgey has been an enthusiastic student of leadership,
dedicating substantial volunteer hours to leadership positions in various professional associations. The El Paso County
Bar Association in Colorado Springs named Mr. Gorgey “Outstanding Young Lawyer” in 1999 and elected him one of
the Association’s youngest Presidents in 2003-04. Mr. Gorgey twice served the Colorado Bar Association as Vice
President. He is also Past President of the Association of Colorado County Administrators. Mr. Gorgey has lectured on
leadership at the American Bar Association’s prestigious Bar Leadership Institute in Chicago, the Colorado Bar
Association’s Bar Leadership Training course (COBALT), and the Special District Association of Colorado’s Leadership
Academy, among others. He has lectured on recruitment, interviewing, and related topics at the City/County
Management Association conferences in Arizona, Colorado, and Washington, as well as at the Arizona State University
School of Public Affairs and Arizona’s Next Generation Leadership Conference at the University of Arizona. He
completed the International City/County Management Association’s (ICMA’s) Gettysburg Leadership Institute in 2017.

Mr. Gorgey holds an undergraduate degree in English from the University of Colorado, as well as a Juris Doctor from
the University of South Carolina School of Law. He has been a member of the Glenwood Springs Sunset Rotary Club
since 2015, serving as the club’s Scholarship Chairman for many years.

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Sue Autry, Senior Executive Recruiter and Strategist
Based in Greenwich, CT, Sue Fowler Autry has a reputation for professionalism in human resources and executive
recruitment enjoyed by few others in the United States. Following successful careers in banking, elite private-sector
executive recruiting (Texas), employment law, finance, and manufacturing, Ms. Autry held executive leadership and
management positions for 20 years in local government human resources.

Creative and resourceful, Ms. Autry meets the challenges of every assignment, regardless of difficulty, with a “can do”
attitude. Her career started in banking, where she was the first female Officer Candidate in a large Atlanta bank. Under a
Consent Decree at the time, the bank retained Ms. Autry to focus on affirmative action, compliance, and recruiting.
After a few years, Ms. Autry’s talent and excellent reputation drew the attention of several executive search firms.

A private sector executive search firm noticed Ms. Autry’s success managing the bank’s college recruiting, executive
hiring, and manpower planning. The firm’s partners invited her to Dallas and within a year made her an equal partner.
Ms. Autry’s strong intuition and relationship-building skills with clients brought success. Her work in affirmative action
and compliance piqued her interest in law, so after years of successful recruiting practice, she sold her company shares to
her partners and was admitted to the Southern Methodist University School of Law.

After graduation, she practiced employment and labor law at Haynes and Boone, LLP (Dallas). In the years that
followed, Ms. Autry was recruited away from the firm to major private sector assignments including with First National
Bank of Texas, where she improved operations of the $9 billion personal trust administration department. She was
recruited a second time to the team that brought Northern Trust of Chicago to Texas. Northern Trust as Statewide
Marketing Director. In an unexpected turn, family health issues led her to assume responsibility for her spouse’s
footwear manufacturing company. As President and CEO, Ms. Autry transformed the company from manufacturing to
licensing of the company’s patents and trademarks.

Ms. Autry transitioned to the public sector as a human resources consultant, but the City of Colorado Springs, Colorado,
quickly hired her full-time to manage employee relations, disciplinary hearings, executive recruitments, pay for
performance, performance management, and benefits. She redrafted all of the City’s policies and procedures. El Paso
County, CO, recruited her to a similar role, but the City soon recruited her back to serve as Human Resources Manager
for the police department. The police chief quickly promoted her, giving Ms. Autry responsibility for Management
Services (finance, human resources, information technology, records and ID, the volunteer program, fleet, facilities, and
asset management). In Colorado’s second-largest city, Ms. Autry was the only civilian on the chief’s command staff.

Her years of success in both the private and public sectors uniquely position Ms. Autry to help clients resolve difficult
organizational challenges. She understands city and county organizations in a way most search consultants never will.
Ms. Autry excels in identifying candidates in alignment with Columbia ltd’s mission of advancing organizations, improving
teams, and enhancing communities, one recruitment at a time.

Ms. Autry holds bachelor’s and master’s degrees from Georgia State University, as well a Juris Doctor from the Southern
Methodist University School of Law.

Elizabeth (Liz) Eubank, Administrative Assistant

Elizabeth (Liz) Eubank came to Columbia ltd as an award-winning customer service specialist from Vail Resorts
(Colorado), where she earned the Spirit of Beaver Creek (Ski Resort) Award in recognition of her professionalism and
her exemplification of corporate values. During her tenure, Ms. Eubank led The Ambassadors, an essential guest service
group, and Street Team “On the Spot,” an employee engagement program. She also completed extensive leadership
training in emotional intelligence, the DISC assessment, managing expectations, team dynamics, leadership
communications, delivering performance feedback, developing talent on the team, championing change, coaching to
develop, and navigating conflict. In addition to over 17 years of experience in hospitality and customer service, Ms.
Eubank previously worked for the Town of Vail, Colorado, as a local government concierge. Ms. Eubank also has

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considerable direct experience with information technology, and diverse experience in emergency medicine, health care,
and live theater.

Ms. Eubank brings a formidable work ethic and strong sense of professionalism to Columbia ltd, where she creates a
highly-organized, welcoming environment, which is a solid base for true teamwork and excellent client relations.

Ms. Eubank holds a bachelor’s degree (Sociology), magna cum laude and with distinction, from the University of Colorado.
She also has certifications in Yoga Teacher Training, Health Coaching, and running a chainsaw.

Michelle Holder, Research Manager
Formerly with the City of Aspen, Colorado, Michelle Holder brings skill and excellence to Columbia ltd in several areas
pertaining to local government: project management, community engagement, program management, priority-based
budgeting, sustainability reporting, and research. A Certified Professional Project Manager, Lean Six Sigma Green Belt,
and graduate of the highly-regarded Roaring Fork Leadership Academy (Aspen), she is passionate about empowering
communities by helping them realize their largest goals. Ms. Holder earned her bachelor’s degree (Political Science and
Criminology) from the University of Florida and her Master of Public Administration degree from the University of
North Carolina at Chapel Hill. She is based in Portland, Oregon.

Kathy Callaway Conarro, Art Director
Kathy Callaway Conarro has been a graphic designer for over twenty years. The art director and production manager at a
reputable alternative news weekly in the United States for over ten years, she also served for over five years as creative
director at a fast-growing, international professional sports corporation, before relocating to Central America. Ms. Conarro
ensures every local government client is marketed in a genuine, positive, and impactful way and offers creative guidance in
corporate marketing.

Ms. Callaway Conarro holds a bachelor’s degree in art with an emphasis in graphic design from Western Washington
University. She works from her office in Roatán, Honduras.

Background Checking, Candidate Evaluation, Social Media, Marketing, and Cybersecurity
Columbia ltd retains experts and contracts with established vendors in key areas related to background checking, emotional
intelligence and integrity testing, social media, marketing, and cybersecurity, all essential aspects of an effective, confidential,
successful, and safe recruitment process.

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RECRUITMENT PROCESS

Professional executive recruitment generally follows the service steps described below. Columbia ltd can customize the
recruitment process to meet your specific needs.

First Steps
The recruitment begins with a brief, organizational conference call or videoconference meeting, a time when we get to know
each other, manage initial administrative details, and discuss a preliminary schedule for the recruitment. Your Recruiter is the
project manager for Columbia ltd, and likewise, we ask that you identify a single point of contact to serve as a project
manager on behalf of the Town of Wickenburg (Wickenburg). During this meeting, we will finalize the professional services
agreement, make arrangements to gather data from you relevant to the recruitment (current job description, salary range,
organizational and departmental budget basics, etc.), submit our initial invoice, and identify a date for the Kickoff Meeting.
We will share some thoughts about how to plan the Kickoff Meeting in a way that maximizes the benefit of that time for you.
We’ll give you other information you’ll need, such as specifications for photos to be used in the Candidate Profile, etc.

Kickoff Meeting (On-Site Meeting No. 1)
The Kickoff Meeting is the first of three on-site meetings when your Recruiter is physically present in Wickenburg, meeting
in person with you and your team. Your Recruiter will listen actively, and carefully, interviewing whomever you designate
and gathering information about the community, the organization, the department, and the position you are trying to fill.
This is cultural immersion: the goal for the day is for your Recruiter to leave Wickenburg with the best possible
understanding of who you are, where you’ve been, where you’re going, and what you’re looking for. We will coordinate a
marketing and advertising plan and discuss recruiting strategies and tactics used to find your next Town Manager. The
kickoff meeting can include one-on-one interviews with elected officials, a group meeting with the executive leadership team,
meetings and interviews with key stakeholders and community representatives, and whatever else you may need. All
recruitments are a little different, and we will make sure we address your unique situation. During the kickoff process, we are
working together to define, then describe precisely the Ideal Candidate for the Town Manager position, the person best
suited to meet your needs, both immediately and for the long-term.

The Candidate Profile is the work product resulting from the interviews, meetings and cultural immersion at the Kickoff
Meeting. More than a marketing brochure or advertisement, the Candidate Profile is a carefully written document that drives
the recruitment process, the central point of reference that literally keeps everyone on the same page. We describe your
community, organization, and opportunity accurately and specifically. We also announce the final recruitment schedule, so
everyone has the same expectations and can plan accordingly. Columbia ltd uses electronic and digital distribution, and also
still uses targeted direct mailing to deliver the Candidate Profile to approximately 400 to 450 qualified candidates.

Go Live Date
Although word about the Town Manager opportunity will be out well before this, it’s helpful to declare a Go Live Date, the
earliest, reasonable date at which the search responsibly “opens.” This is the day the completed Candidate Profile is posted
to the Wickenburg and Columbia ltd websites. As legendary basketball Coach John Wooden famously said, “Be quick, but
don’t hurry.” In order to keep the recruitment on schedule, it is very important that both Columbia ltd and Wickenburg
quickly meet their respective responsibilities regarding group drafting and final approval of the Candidate Profile.

Active Recruitment Period

The Active Recruitment Period is the four to six weeks (depending on your needs) between the Go Live and Filing Deadline
dates. During this time, Columbia ltd executes the national marketing and advertising campaign, including use of the
Professional Diversity Network (and its eight affinity sites), and the outlets most relevant to the professional discipline at
issue. We also begin targeted direct mailing and digital distribution of the Candidate Profile to approximately 400-450
qualified candidates. Your Recruiter serves as the point of contact for all interested persons and prospective candidates,
answering their questions about Wickenburg, the position, and the recruitment process. Columbia ltd is your agent and
responds in full to all inquiries on your behalf, treating each person with respect and professionalism, just as you would want
them to be treated. We acknowledge all cover letters and resumes within two business days after receipt.

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Filing Deadline

The Filing Deadline is the date by which Columbia ltd receives cover letters and resumes.

Initial Review, Preliminary Screening, and Research
To ensure fairness to applicants, your Recruiter will review all submittals in the same way, at the same time after the Filing
Deadline. The Recruiter’s initial task is to narrow the field to those candidates best qualified for the position and who most
closely fit the description of the Ideal Candidate. Some number of leading candidates are then invited to initial interviews
with Columbia ltd. These candidates will receive a written questionnaire to be returned in advance of their interview. Later in
the process, these written responses will provide you with deeper insights into each candidate’s communication skills,
philosophy, and qualifications. Columbia ltd conducts first-level research (internet) for all invitees.

Your Recruiter conducts preliminary screening interviews via videoconference or telephone, with the goal of further
narrowing this field as necessary to the candidates most qualified for the Town Manager position. Columbia ltd then
prepares a written Report of Recommended Candidates for delivery to Wickenburg. You will receive the report with enough
time for a meaningful review, before we meet with you in person to discuss it.

Recommendation of Candidates (On-Site Meeting No. 2)
During the Recommendation of Candidates meeting, which usually lasts about an hour or two, Columbia ltd will update
you in full as to everything that has happened in the recruitment process so far, including an analysis of the applicant pool.
Your Recruiter will be there in person to discuss the contents of the written Report of Recommended Candidates, which
also includes a list of all persons who applied, as well as detailed information on those candidates recommended by the firm.
Your Recruiter will answer your questions regarding the recruitment, “bring paper to life” in describing candidates, and
communicate the results of preliminary research. Wickenburg will then identify which candidates it would like to advance
to the Finalist Interview Process. We will work with you to finalize the process steps and establish the preliminary interview
schedule for the Finalist Interview Process. We will then carry out your instructions regarding invitations to prospective
finalists. On your behalf, Columbia ltd will notify all other applicants of their status at this time.

Finalist Interview Process (On Site Meeting No. 3)

Columbia ltd will notify you immediately after confirming the participation of all finalists, and we will then conduct second-
level research (reference, background) as to these persons. We will work with Wickenburg to finalize whichever process
steps or components are most appropriate for your Finalist Interview Process, e.g. interview panels, public reception,
presentations, etc., provide sample interview questions, and work with you to finalize the schedule. We will again prepare
and send timely a written Report of Finalists to Wickenburg.

Your Recruiter will assist you with the Finalist Interview Process (1-2 days) to meet your specific needs, including
facilitation services, professional guidance, etc. After you have identified your Preferred Candidate for the Town Manager
opportunity, Columbia ltd is happy to work with you to shape your initial offer, and to provide negotiation assistance.

Final Steps

On your behalf, we will obtain a complete, detailed background report on your Preferred Candidate through Sterling
Infosytems, Inc. (https://www.sterlingcheck.com), the most established, reputable company in the field. We conduct
additional, final reference checking, as needed, at this time. Through our reputable referral partners, we offer several other
assessment and support tools. (See Optional Services, Page 9). Wickenburg is also encouraged to do whatever other
background checking or pre-employment testing it normally would in its established onboarding process. Columbia ltd will
continue to offer whatever negotiation assistance you may want or need, working with your professional human resources
team and legal counsel, until both sides have reached agreement on the essential terms of an employment contract, offer
letter, etc. After contract approval and the first date of employment, we then look forward to observing the successful
service of the new Town Manager for years to come!

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RECRUITMENT SCHEDULE
(May be modified to meet your specific needs.)

TOWN OF WICKENBURG, AZ
TOWN MANAGER

Action Step

Timing

I.
First Steps

Immediate
•
Finalize and approve professional services agreement
•
Conference call to identify kickoff date, initial responsibilities, and scheduling
•
Advance preliminary recruitment schedule

II.
Kickoff Meeting (On Site Meeting No. 1) and Follow Up

Two Weeks
•
Active listening, cultural immersion to facilitate drafting of Candidate Profile
•
On-site, one-on-one interviews with Mayor, all Council Members, and as directed
•
Group meeting(s) with executive leadership team, stakeholders, and as directed
•
Draft Candidate Profile and obtain approval of final draft
•
Coordinate Marketing and Recruitment Strategies

III.
Go Live Date

ASAP

•
The earliest, reasonable date at which the search responsibly “opens”
•
Post Candidate profile to the Wickenburg and Columbia ltd websites
•
“Be quick, but don’t hurry.” – Coach John Wooden

IV.
Active Recruitment Period

Five or Six Weeks
•
Execute national marketing and advertising campaign
•
Targeted direct mailing of Candidate Profile to approximately 400-450 qualified candidates
•
Execute direct outreach, social media, and networking strategies, actively searching for
qualified candidates aligned with Ideal Candidate description
•
Ensure opportunity is posted with ICMA, Arizona League, and select national websites
•
Serve as Wickenburg’s agent as to all interested persons and prospective candidates
•
Maintain contact with Wickenburg, advise as appropriate

V.
Filing Deadline

TBD

VI.
Initial Review, Preliminary Screening, and Research

Three Weeks
•
Review of all resumes and cover letters
•
Invite leading candidates to initial interviews, distribute questionnaire
•
Conduct preliminary screening interviews via videoconference (preferred)
•
First level research (internet)
•
Send written report of Recommended Candidates to Wickenburg

VII.
Recommendation of Candidates (On Site Meeting No. 2)

Two Weeks
•
Brief Town Council on search, review Recommended Candidates (Executive Session)
•
Answer all questions regarding recruitment and candidates
•
Finalize process steps for Finalist Interview Process and establish Preliminary Schedule
•
Obtain instructions from Town Council
•
Notify all other applicants of their status

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V.
Finalist Interview Process (On Site Meeting No. 3)

TBD
•
Secure participation of Finalists and Alternates (if any)
•
Conduct second level research (References and Background) for Finalists
•
Finalize Finalist Interview Process Steps, Schedule, Questions, and Exercises (if any)
•
Send written Report of Finalists to Wickenburg
•
Assist Wickenburg with Finalist Interview Process (1-2 days), providing professional opinion,
recommendations, and facilitation services, as needed
•
Assist Wickenburg as needed with identification of Preferred Candidate
•
Advise as needed with respect to terms to be negotiated with Preferred Candidate

VI.
Final Steps

One Week
•
Complete detailed background and additional reference checks on Preferred Candidate
•
Assist with contract negotiation as needed until “essential terms” are agreed to
•
Contract approval and start date
•
Observe the successful service of the new Town Manager for years to come

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PROFESSIONAL FEE

Professional Fee
The all-inclusive professional fee to conduct the recruitment process for your next Town Manager is $25,000. This includes
all steps described in the Recruitment Process; three on-site visits (Kickoff, Recommendation of Candidates, and Finalist
Interview Process) to include consultant time and travel expenses; preparation, printing, and distribution of the Candidate
Profile, including direct mail and digital distribution; national marketing and advertising; direct outreach and candidate
management; general expenses related to administration (printing, copying, mailing, postage, internet access, telephone, social
media, etc.); background and reference checking as described; preparation, printing, and delivery of two written reports
(Recommended Candidates and Report of Finalists); and one complete background report on the Preferred Candidate.
Regarding consultant’s time, on-site visits include one day each for the Kickoff and Finalist Interview Process, and no more
than half a day for the Recommendation of Candidates.

NOTE: It is customary for client agencies to reimburse finalists for travel expenses related to the Finalist Interview Process.
These expenses are not included in the Professional Fee above. These costs typically include round-trip airfare (coach); travel
to Wickenburg from an Arizona airport (car rental and fuel) OR travel to Wickenburg from a residence (lower cost
alternative between car rental and fuel or mileage reimbursement at the current IRS rate); and hotel accommodations (coach-
equivalent) for each Finalist candidate. At the appropriate time, you may have other considerations that carry costs: whether
to extend your invitation to a spouse or significant other, whether to pay for meals, offer per diem reimbursement, etc.

Optional Services and Costs
The all-inclusive professional fee may be supplemented at your option as follows:

Additional meetings (on-site or virtual)

$1,000/day plus travel expenses
Additional full background reports

$350/report
Certified Emotional Intelligence Assessment

$400/assessment

DISC Assessment

$75/assessment

Integrity Testing

$50/person

Later hiring additional candidate1

$5,000/candidate

Payment Terms
Columbia ltd bills the all-inclusive professional fee in three, equal monthly installments. The first invoice is due at the time the
professional services contract is approved, serving as a retainer before Columbia provides any executive recruitment services.
The second invoice is delivered approximately 30 days after the Kickoff Meeting, the third invoice 30 days after that. All
invoices are payable on receipt. If any invoice remains unpaid within 30 days of receipt, Columbia ltd reserves the right to
suspend all services until payment in full is received. Additional services and costs, if any, will be billed in due course.

Insurance
Columbia ltd carries Commercial General Liability Insurance (Businessowners: $1,000,000/each, $2,000,000 aggregate;
E&O/Professional Liability: $1,000,000/each, $2,000,000 aggregate) through Hiscox Insurance Company, Inc.
Automobile liability insurance is provided by Farmers Insurance ($250,000 / $500,000 Bodily Injury, $100,000 Property
Damage). Workers compensation insurance is provided by Pinnacol Assurance of Denver, CO, for Columbia
employees. Proof of insurance will be provided upon request. Documentation and Certificates of Insurance listing
Wickenburg as an additional insured provided on request.

Good Standing
Columbia Consulting, Ltd. is a limited liability company registered with the Colorado Secretary of State, operating under
the trade name, Columbia ltd., and with the Arizona Corporation Commission as Columbia, Ltd. of Arizona, LLC.

1 Due only if Wickenburg hires any candidate recommended by Columbia ltd for another position with Wickenburg no
later than one year after the first date of employment of the Town Manager.

- 10 -
GUARANTEE

Placement Guarantee
If a candidate recommended and placed by Columbia ltd (external candidates only) leaves your employment for any
reason within the first year (exceptions: serious illness, disability, or death; layoff, or position elimination due to reduction
in force or budget shortfall; or promotion to another position within the organization), we guarantee to reopen and
conduct the recruitment again at no additional professional fee beyond limited expenses, which will be discussed with
you in advance. The first year is measured from the first date of full-time employment with you.

Ethics
Ethics is one of the five Values on which Columbia ltd is built. We are completely committed to ethical conduct in every
aspect of every recruitment, without exception. In addition, applicants for City and County Manager positions are
expected to adhere to the International City/County Association Code of Ethics throughout the recruitment process.

Good Faith, Transparency, and the Council-Manager Form

Good faith on all sides is fundamental to successful executive recruitment. In every aspect of every recruitment,
Columbia ltd operates in good faith and, respectfully, insists on the same in return.

We encourage as much transparency and public engagement as possible. That said, candidate confidentiality is protected
by law throughout the hiring process in almost all cases. Columbia ltd obeys all laws pertaining to hiring, open meetings,
and public records in every state we operate, including those pertaining to executive or closed sessions, which are
essential to effective, competitive recruitment. Last, we respect and support the council-manager form of government,
and the constitutional and statutory provisions and home-rule charters that control the local governments we serve.

Reopening the Recruitment
It is extremely rare for the recruitment process either not to produce a successful pool of qualified candidates or not to
reach agreement with the Preferred Candidate or an alternate from the Finalist Interview Process. In the unlikely event
that this occurs, Columbia ltd would meet with you to discuss all alternatives, as well as the reasons, if any, for this
outcome. Presuming that both sides made a diligent, good-faith effort in the first recruitment, and if both sides
reasonably agree, Columbia ltd would then reopen the recruitment one additional time, conducting the second
recruitment at no additional professional fee, beyond limited expenses, which will be discussed with you in advance.

Diversity, Equity, and Inclusion

Columbia ltd is committed to diversity, equity, and inclusion in all aspects of every recruitment — without exception.

Columbia ltd does not discriminate on the basis of race, national origin, ethnicity, color, gender, gender identity, sex,
sexual orientation, religion, creed, disability, marriage or family status, military status, or age. We are fully compliant with
all applicable federal and state employment laws and regulations in all of our recruitments in every state we operate.

More to the point, we are committed to the development of a diverse, equitable, and inclusive workforce and do our
best to help all of our clients achieve those goals. A diverse workforce starts with the Candidate Profile and the
candidate pool. We go beyond conventional recruitment tools and use the Professional Diversity Network (and its eight
affinity sites) and other tools to construct as diverse, inclusive, and equitable a candidate pool as possible. We ask our
clients to consider unconscious bias before and during the Recommendation of Candidates meeting, and encourage the
use of bias-awareness training as part of every Finalist Interview Process.

- 11 -
CLIENT REFERENCES

Please feel free to contact any of the following current and recent clients to inquire about their experience with Andrew
Gorgey as lead recruiter.

Town of Camp Verde, AZ – Town Manager (2024)
Mayor Dee Jenkins
(928) 925-8735, dee.jenkins@campverde.az.gov
Town Manager Gayle Mabery, (interim manager during recruitment, supervised recruitment)
(928) 300-2109, gail.mabery@gmail.com
Director of Human Resources Julia Kaiser
(928) 300-3847, julia.kaiser@campverde.az.gov

City of Prescott, AZ – City Attorney (2022), City Manager (2024)
Branden Nunez, Human Resources Director
(480) 650-4898, branden.nunez@prescott-az.gov

Town of Chino Valley, AZ – Town Manager (2020), Community Development Director (2021), Finance
Director (2023)
Mayor Jack Miller
(928) 713-2408, jwmiller@chinoaz.net
Cindy Blackmore, Town Manager
(928) 636-2646, Ext. 1202, cblackmore@chinoaz.net
Laura Kyriakakis, Human Director
(928) 636-2646, Ext. 1204, lkyriakakis@chinoaz.net

Town of Payson, AZ – Deputy Town Manager (2021), Finance Director (2023), IT Director (2023)
Troy Smith, Town Manager
(928) 474-5242, townmanager@paysonaz.gov

City of Cortez, CO – Town Manager, Parks and Recreation Director, and Public Works Director (all in 2021),
and City Attorney (2022)
Mayor Rachel Medina
(720) 261-6844, rmedina@cortezco.gov
City Manager Drew Sanders
8683
-
(801) 330
,dsanders@cortezco.gov

Town of Telluride, CO – Town Manager (2017 and 2022), Chief Marshal (Police Chief) (2019), Water and
Wastewater Division Manager (2020), and Public Works Director (2022)
DeLanie Young-Tapson, Mayor of Telluride at the time of multiple recruitments
(970) 799-4430 (cell), (970) 508-4471 (work), dtapson@telluride-co.gov

Central Arizona Fire and Medical Authority (Prescott Valley), AZ – Human Resources Manager (2022)
Fire Chief Scott A. Freitag
5130
-
(928) 308
, SFreitag@cazfire.gov
Human Resources Manager Patty Chute
(928) 759-6983 (direct), (928) 910-9856 (cell), PChute@cazfire.gov

OFFICE OF THE SECRETARY OF STATE
OF THE STATE OF COLORADO
CERTIFICATE OF FACT OF GOOD STANDING
I, Jena Griswold , as the Secretary of State of the State of Colorado, hereby certify that, according to the
records of this office,
is a
formed or registered on
under the law of Colorado, has complied with all applicable
requirements of this office, and is in good standing with this office. This entity has been assigned entity
identification number
.
This certificate reflects facts established or disclosed by documents delivered to this office on paper through
that have been posted, and by documents delivered to this office electronically through
@
.
I have affixed hereto the Great Seal of the State of Colorado and duly generated, executed, and issued this
official certificate at Denver, Colorado on
@
in accordance with applicable law.
This certificate is assigned Confirmation Number
.
*********************************************End of Certificate*******************************************
Notice: A certificate issued electronically from the Colorado Secretary of State’s website is fully and immediately valid and effective.
However, as an option, the issuance and validity of a certificate obtained electronically may be established by visiting the Validate a
Certificate page of the Secretary of State’s website, https://www.coloradosos.gov/biz/CertificateSearchCriteria.do entering the
certificate’s confirmation number displayed on the certificate, and following the instructions displayed. Confirming the issuance of a certificate
is merely optional and is not necessary to the valid and effective issuance of a certificate. For more information, visit our website,
https://www.coloradosos.gov click “Businesses, trademarks, trade names” and select “Frequently Asked Questions.”
Columbia Consulting, Ltd.
Limited Liability Company
20161889909
07/03/2024
07/09/2024
07:34:50
07/09/2024
07:34:50
16190116
12/30/2016

OFFICE OF THE SECRETARY OF STATE
OF THE STATE OF COLORADO
CERTIFICATE OF FACT OF TRADE NAME
I,
, as the Secretary of State of the State of Colorado, hereby certify that, according to
the records of this office, a Statement of Trade Name for:
(Entity ID #
)
was filed in this office on
with an effective date of
.
This certificate reflects facts established or disclosed by documents delivered to this office on paper through
that have been posted, and by documents delivered to this office electronically through
@
.
I have affixed hereto the Great Seal of the State of Colorado and duly generated, executed, and issued this
official certificate at Denver, Colorado on
@
in accordance with applicable law.
This certificate is assigned Confirmation Number
.
*********************************************End of Certificate*******************************************
Notice: A certificate issued electronically from the Colorado Secretary of State’s website is fully and immediately valid and effective.
However, as an option, the issuance and validity of a certificate obtained electronically may be established by visiting the Validate a
Certificate page of the Secretary of State’s website, https://www.coloradosos.gov/biz/CertificateSearchCriteria.do entering the certificate’s
confirmation number displayed on the certificate, and following the instructions displayed. Confirming the issuance of a certificate is
merely optional and is not necessary to the valid and effective issuance of a certificate. For more information, visit our website,
https://www.coloradosos.gov click “Businesses, trademarks, trade names” and select “Frequently Asked Questions.”
Jena Griswold
Columbia ltd
20208128981
07/03/2024
07/09/2024
07:35:04
07/09/2024
07:35:04
16190117
12/30/2020
12/30/2020

Excellence in executive recruiting since 2016
Town of Camp Verde, Arizona
TOWN MANAGER

THE RIVER, THE VALLEY,
AND THE TOWN
Arizona’s Verde Valley is home
to wineries, smaller but growing
towns, and the Verde River, which
for centuries has been the area’s
lifeblood. The Town of Camp
Verde (pop. 12,495, 47 sq mi, elev.
3,147 ft) rests peacefully along
the river at the foot of the valley,
surrounded by the Prescott and
Coconino National Forests. The
town earned the international Dark
Sky Community designation, and is
also a Tree City USA.
Founded in 1865 two years after the
formation of Arizona Territory and
incorporated in 1986, Camp Verde
is proud of its rural and western
heritage, but progressive enough
to encourage new businesses and
development. The new FrameTec
manufacturing facility (trusses and
frames) will open this spring, adding
at least 180 jobs
The Yavapai-Apache Nation, a
federally recognized sovereign
Native American nation, is the
town’s most important neighbor
and collaborative partner. The
Nation’s people inhabited the
Verde Valley for hundreds of
years before Europeans entered
the region. Of the Nation’s five
reservations within the Verde
Valley, two are located within town
limits. The Nation is engaged in
an important land swap with the
U.S. Forest Service, which will bring
major economic benefit to Camp
Verde’s main economic corridor.
Located in Yavapai County in north
central Arizona, the town is at the
geographic center of the state.
At the intersection of I-17 and
Arizona SR 260, Camp Verde is 92
miles north of Phoenix and Sky
Harbor International Airport and
42 miles south of Flagstaff and its
ski slopes. The area is an outdoor
recreation paradise.
The monsoon season months are
admittedly hot here, although
temperatures are significantly cooler
than those in the Phoenix-Metro
Valley. Residents otherwise enjoy
moderate temperatures, four full
seasons (including light snow), plenty
of open space, wide vistas, and easy
access to the river year-round.
The Camp Verde Equestrian Center
hosts the Turquoise Circuit Rodeo
Finals each year. Popular destinations
like Sedona, Jerome, and the Grand
Canyon are all quick trips, and
Montezuma Castle and Montezuma
Well National Monuments are
minutes away. The Nation operates
the Cliff Castle Casino Hotel.
The Camp Verde Unified School
District is an essential partner,
operating elementary, middle, and
high schools on the same campus.
Charter, Montessori, and private
schools are also available, and the
town operates the Camp Verde
Community Library. The Verde
Valley Medical Center is 13 miles
away in Cottonwood, with major
hospitals available in Flagstaff and
Phoenix, including the Mayo Clinic.
To learn more about the Town of
Camp Verde, please visit
https://www.campverde.az.gov.
THE ORGANIZATION
Camp Verde operates under
the council-manager form of
government. The seven-member
town council is comprised of six
members elected at large on a
nonpartisan basis to four-year
terms, and the mayor, who is
elected directly to a two-year
term. None have term limits.
QUICK FACTS
Population. . . . . . . . . . . . . . 12,495 (est)
Size. . . . . . . . . . . . . . . . . . . . . . . 47 sq mi
Elevation. . . . . . . . . . . . . . . . . . . 3,147 ft
FY 2023-24 Budget. . . $55.7M (GF $14M)
Town FTE. . . . . . . . . . . . . . . . . . . . 135.5

Council elections will next be
held in August (primary) and
November (general, if necessary),
2024. The mayor and three council
seats will be up for election.
The town council sets policy,
defines the strategic direction for
the town, performs its essential
legislative functions (budget,
ordinances, etc.), and hires the
town manager, town attorney, and
town magistrate. The FY 2023-24
Budget (July 1 – June 30) is $55.7
million (General Fund $14 million),
supporting 135.5 FTEs.
Thoughtful and collaborative,
the town council will engage in
professional strategic planning for
the first time this winter. Issues
facing Camp Verde include: water
rights; increasing commercial
opportunities and activities, and
the sales tax base; access to
health care; maintaining service
levels and infrastructure as the
town grows; affordable housing;
continuing the integration of
a recently purchased water
company into the town’s utilities
department; and advancing the
sports complex project. The town
has secured significant grant
funding for major streetscape
projects downtown and purchased
land for an eventual new town hall.
TOWN MANAGER POSITION
This career opportunity is
available with the departure a
little over one year ago of the
former town manager, who served
Camp Verde capably for 12 years.
The town briefly employed a town
manager last year and has relied
on two highly experienced interim
town managers. The mayor, all
council members, the interim town
manager, and the city’s leadership
team all collaborated on the
preparation of this document and
remain committed to finding the
best possible professional town
manager for Camp Verde.
Working at the direction of the
town council, the town manager
is the administrative head of town
government, responsible for the
efficient administration of the
town’s day-to-day affairs and for
carrying out her or his duties as
set forth in the town code.
Camp Verde will conduct a
deputy town manager recruitment
process roughly parallel to the
town manager recruitment. Both
processes will be managed in a
manner that ensures the next town
manager has input in the selection
of her or his deputy.
QUALIFICATIONS
A four-year degree in a relevant
field of study, preferably in
public administration, business
administration, finance, human
resources, or a related field; at
least five years of progressively
responsible experience in local
government; or any equivalent
combination of education and
experience of comparable
complexity are all required.
Preferred qualifications include
a master’s degree in public
administration, business
administration, or a comparable
field; 10 years of experience in
local government, including as a
municipal manager; and the ICMA-
CM designation. The town code
requires residency within town limits
within 180 days of the date of hire.
THE IDEAL CANDIDATE
The ideal candidate is an
experienced, professional manager,
who is able to hit the ground
running by carrying forward
WHAT HAPPENS WHEN
SCHEDULE
Filing Deadline. . . . . . . . . . . . . . . . . . . . . March 4, 2024
Preliminary Interviews. . . . . . . . . . . March 12-13, 2024
Recommendation of Candidates. . . . . . March 19, 2024
Finalist Interview Process. . . . . . . . . . . April 4-5, 2024
Absent unforeseen circumstances, the recruitment will follow the schedule below. Be mindful of the
filing deadline and final interview dates, which are unlikely to change.

APPLY
To be considered for this excellent professional opportunity, please email only your cover letter and resume to
apply@columbialtd.com, naming your files Last.First.CL and Last.First.Resume. Receipt of your submittal will be acknowledged
within two business days. All applicants will be updated on their status following the Recommendation of Candidates.
If you have any questions regarding the recruitment process, or this opportunity, please feel free to call Andrew Gorgey
directly at (970) 987-1238. For more information, visit the Columbia ltd website: https://columbialtd.com.
the positive momentum of the
town’s last year. Among other
things, this means entering the
current strategic planning process
midstream and giving meaningful
input in the selection of the deputy
town manager. The next town
manager will permanently embed
annual strategic planning into the
organization’s culture.
Similarly, the successful candidate
will be asked to take a fresh
look at the town’s organization,
operations, and processes, with
an eye toward modernization,
sophistication, stability, and best
practices. She or he will then
propose priorities and lead the
town forward at a rate that can be
absorbed reasonably.
At the same time, the ideal candidate
is politically astute and emotionally
intelligent enough to take the time
to learn and truly understand the
nuances and complexities of the
Verde Valley, and especially of the
town. A manager who listens and
considers before speaking, and who
is calm and patient, but at the same
time confident and humble, will do
well. The successful candidate also
has the courage and grit required to
guide town council tactfully, and to
lead the town through a likely period
of significant growth and rapid
change.
The ideal candidate must
appreciate the vital importance
of the Yavapai-Apache Nation
to the town and be completely
committed to maintaining
positive, respectful, and mutually
beneficial working relationships
with the Nation.
The new town manager is a person
of character, who will build, lead,
and maintain a positive workplace
culture, which is built on trust,
transparency, and accountability
and dedicated to the highest level
of customer service.
The successful candidate is
knowledgeable about community
and economic development.
Ideally, the new manager has
already led another community
through balancing the views of
those in favor of growth with
those who prefer the town as it is.
She or he interacts effectively with
the business community.
The ideal candidate has expert-level
written and inward- and outward-
facing communications skills,
with the ability to communicate
comfortably with persons from
every walk of life. Town council
appreciates the weekly reports it
currently receives from the town
manager. The new town manager
also has strong interpersonal skills
and is excellent at building and
maintaining healthy relationships.
She or he will immerse in the
community and become a visible,
active member of it.
The successful candidate will
build the department heads
into a high-performing team by
communicating expectations
clearly and leading a culture of
trust and accountability. She or
he delegates effectively, without
micromanaging.
The next town manager is excited
about coming to Camp Verde,
having an impact, leaving a legacy,
and calling Camp Verde home.
TOTAL COMPENSATION
The annual salary range for
this position is $141,587 to
$205,301, and appointment will
be made depending upon the
qualifications of the selected
candidate. In addition, the
following benefits are provided:
comprehensive health, dental,
and vision insurances paid
100% (for employee only);
group life and short-term
disability insurances (paid 100%
for employee) and voluntary
supplemental options; EAP;
and health savings accounts,
to which the town contributes
the maximum allowed by the
IRS. Retirement benefits are
offered through the Arizona
State Retirement System (ASRS)
(mandatory), which includes
both pension and health
benefits. An optional 457(b)
plan is available. This position
enjoys paid time off, plus 11 paid
holidays, including one floating
holiday. Relocation assistance,
housing assistance, and possible
additional incentives are all
subject to negotiation.
Excellence in executive recruiting since 2016

Excellence in executive recruiting since 2016
City of Prescott, Arizona
CITY MANAGER

THE CITY AND
SURROUNDINGS
The historic western City of
Prescott (pop. 46,833, 45.21 sq
mi) is the anchor of the north
central Arizona highlands, near the
beautiful Mingus and Bradshaw
Mountain ranges. While the Valley
of the Sun around Phoenix and
the Grand Canyon might get more
attention nationally, this is, in fact,
Arizona’s sweet spot.
Located 96 miles northwest of
Phoenix and 90 miles southwest
of Flagstaff, and at an elevation of
5,367 feet, Prescott is spared from
the Valley’s scorching summer
heat, traffic, and density. At
the same time, the world-class
amenities of a major metropolitan
area, including Phoenix Sky
Harbor International Airport, are
an easy 90-minute drive away, as
is the scenic City of Flagstaff, and
its ski slopes.
Established in 1864, Prescott was
Arizona’s first Territorial Capital and
today serves as the county seat
of Yavapai County. Together with
the Towns of Prescott Valley and
Chino Valley (Tri-Cities), Prescott is
the state’s third largest (Phoenix,
Tucson) metropolitan area. Prescott
Regional Airport is the 18th busiest
airport in the country with daily
service to Denver and Los Angeles
and hundreds of connecting cities.
Residents enjoy moderate
temperatures, four full seasons
(including snow, and monsoons),
open spaces, a very high quality
of life, and low taxes. Outdoor
opportunities include easy escapes
to Prescott, Coconino, or Tonto
National Forests or to local favorites
like the Granite Dells, or to Willow
and Watson Lakes. The red rocks
and style of Sedona, Jerome’s
artistic charm and wonderful views,
and the majesty of the Grand
Canyon are all easy day trips.
Built around a central plaza and
the magnificent Yavapai County
Courthouse, Prescott is fiercely
proud of its western heritage – it
is the home of Whiskey Row and
the “World’s Oldest Rodeo.” The
city has also retained its warmth
and a welcoming, small-city feel,
which allows it to be “Everybody’s
Hometown.” Residents enjoy
numerous museums, art galleries,
theatres, and performing arts
centers, as well as a 36-hole
championship golf complex,
state-of-the-art public library, an
extensive park and lakes system,
and outdoor recreation year-round.
Citizens are active in service clubs
and nonprofit organizations, and
many veterans call Prescott home.
The Dignity Health/Yavapai Regional
Medical Center serves the Tri-Cities,
as does the Northern Arizona
Veteran Affairs Health System
Hospital. The Prescott Unified
School District provides quality
education (pre-K, three elementary,
two middle, one high), along
with excellent K-12 charter school
options, Yavapai College, Northern
Arizona University (Yavapai), Prescott
College, and the prestigious Embry–
Riddle Aeronautical University all
within the Tri-City area.
To learn more about the City of
Prescott, please visit
https://www.prescott-az.gov and
https://prescottbiz.com.
THE ORGANIZATION
Prescott voters approved the
city charter in 1958, and Prescott
operates under the council-
manager form of government.
The city council is comprised of
six members elected at large
on a nonpartisan basis to four-
QUICK FACTS
Population. . . . . . . . . . . . . . . . . . 46,833
Size. . . . . . . . . . . . . . . . . . . . . 45.21 sq mi
Elevation. . . . . . . . . . . . . . . . . 5,367 feet
Annual City Budget. . . . . . . . $258.1M
City FTE. . . . . . . . . . . . . . . . . . . . . . . 565

year terms, and the mayor, who
is elected directly to a two-year
term. None have term limits. The
current mayor and new members
of council were elected in
November, 2023.
The city council sets policy, defines
the strategic direction for the
city, and performs its essential
legislative functions (budget,
ordinances, etc.) They hire the city
manager, city attorney, and the
city clerk. The FY 2023-24 Budget
(July 1 – June 30) is $258.1 million
supporting 565 FTE.
Prescott provides police and fire
protection; street maintenance and
construction; water and wastewater
systems; refuse collection and
transfer; building, planning, and
community development; library
services; recreation, including
the golf course; the airport; and
general administration, among
others. Water is heavily regulated
in Arizona, and Prescott is in one
of the state’s Active Management
Areas: (https://new.azwater.gov/ama/
prescott).
Issues facing Prescott include: the
pace and scope of development
and all related issues, including
balanced growth, open space,
and increased service level
expectations; potential new fire
stations, a police station, and
related staffing; completing
relocation to a new city hall,
and the redevelopment and
repurposing of the old city hall
campus; transportation and
transit planning; infrastructure and
road improvements; employee
recruitment and retention;
affordable and workforce housing
– city council recently formed a
Workforce Housing Commission;
and economic development. The
Big Chino Water Ranch is a major
project related to area water supply
and involves Prescott Valley and
the Salt River Project. Finally,
continuing consideration of the
Airport Vicinity Overlay District
concerning the protection of
ongoing airport operations and
possible future expansion, and
ensuring compatible uses given
increasing development of the area,
is a particularly complex issue. A
large regional park is in the works.
CITY MANAGER POSITION
Prescott openly admits that its
recent history has been difficult
and knows that negative headlines
are easy to find. The new city
council is committed to finding an
experienced, collaborative, and
strategic-minded person to help
lead the city forward.
Working at the direction of the city
council, the city manager is the
chief executive and administrative
officer of the city, responsible for
the proper administration of the
city’s affairs day-to-day and for
carrying out her or his duties as set
forth in the city charter.
QUALIFICATIONS
A four-year degree in a relevant
field of study, preferably in
public administration, business
administration, or a related
field; at least five to ten years
of progressively responsible
experience in local government,
including at least five as a municipal
manager, deputy, assistant,
or major department head, or
any equivalent combination of
education and experience are all
required. Graduate study in public
administration or a related field,
experience with water, airports,
and development, and a breadth of
managerial experience (personnel,
WHAT HAPPENS WHEN
SCHEDULE
Filing Deadline. . . . . . . . . . . . . . . . . . February 19, 2024
Preliminary Interviews. . . . . . . . . . . . March 4-6, 2024
Recommendation of Candidates. . . . . . . March 12, 2024
Finalist Interview Process. . . . . . . . March 21-22, 2024
Absent unforeseen circumstances, the recruitment will follow the schedule below. Be mindful of the
filing deadline and final interview dates, which are unlikely to change.

APPLY
To be considered for this excellent professional opportunity, please email only your cover letter and resume to
apply@columbialtd.com, naming your files Last.First.CL and Last.First.Resume. Receipt of your submittal will be acknowledged
within two business days. All applicants will be updated on their status following the Recommendation of Candidates.
If you have any questions regarding the recruitment process, or this opportunity, please feel free to call Andrew Gorgey
directly at (970) 987-1238. For more information, visit the Columbia ltd website: https://columbialtd.com.
budgets, finance, capital projects,
public relations activities, etc.) are
all preferred. Residency is required
during tenure.
THE IDEAL CANDIDATE
Prescott’s next city manager is a
calm, emotionally intelligent, and
experienced leader, who appreciates
Prescott not only as an Arizona
state treasure, but also as her or
his home. The ideal candidate is
rushing to embrace the challenges,
and corresponding rewards, of
managing the city government for
a community in transition. A thick
skin, strong work ethic, integrity,
and a commitment to ethics and
transparency are required.
The ideal candidate has well-
developed interpersonal skills,
including the sophistication and
courage to navigate and balance
the passionate personalities on
the city council, and the ability to
guide the council as a group. This
includes being politically astute
but apolitical, and the courage to
say “no” when called for, firmly but
politely, as well as a commitment
to the council-manager form
of government, respecting the
council as a policy-making body.
Regular communication with
council members is essential.
The next city manager ideally
has direct experience with some
or all of the following: water
rights, allocations, and contracts;
community development and
growth; and airports. More generally,
she or he has good business
judgment, effective negotiation skills,
and common sense.
The ideal candidate is skilled at
creating and maintaining effective
relationships in every context:
with neighboring municipalities,
the county, state agencies,
the city’s development and
business communities, longtime
residents, and new arrivals. The
ideal candidate has expert-level
inward- and outward-facing
communication and presentation
skills, and the ability to relate to
persons from every walk of life.
The successful candidate is an
effective manager, who ensures
staff provides city council with
all information needed to make
timely, informed decisions, and
the best choices based on all
reasonable options. She or he is
an effective leader, who inspires
the leadership team (a player-
coach) and maximizes cross-
departmental functionality by
breaking down siloes, fostering
collaboration, and engaging
in meaningful professional
development. The ideal candidate
is proactive, results-oriented, and
fully engaged, a problem-solver.
To be successful, the city manager
must be level-headed, empathetic,
patient, and free of ego, fully
embracing the public service
nature of this role. She or he
is quietly confident and listens
actively. The ideal candidate
has a sense of humor and avoids
micromanagement.
TOTAL COMPENSATION
The annual salary range for
this position is $205,000 to
$245,000, and appointment will
be made depending upon the
qualifications of the selected
candidate. In addition, the
following benefits are provided:
comprehensive health, dental, and
vision insurances paid 100% (for
employee only); group life and
short-term disability insurances
(paid 100% for employee) and
voluntary supplemental options;
flexible spending and health
savings accounts, EAP and
Robust Well-Being Program
(wellness); tuition reimbursement;
retirement through the Arizona
State Retirement System (ASRS)
(mandatory), which includes both
pension and health benefits; and
paid time off, plus 11 paid holidays,
including (premium one floating
holiday. Relocation assistance,
housing assistance, and possible
additional incentives subject to
negotiation.
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