01/27/26 - SpecialTuesday, January 27, 2026
8:00 AM
City of Clearwater
Main Library - Council Chambers
100 N. Osceola Avenue
Clearwater, FL 33755
Main Library - Council Chambers
City Council
Special Meeting Agenda - Final
January 27, 2026City Council Special Meeting Agenda -
Final
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1. Call to Order
2. Other Council Action
2.1 Review Executive Recruitment Services proposals to fill City Attorney vacancy.
3. Closing comments by Councilmembers (limited to 3 minutes)
4. Closing Comments by Mayor
5. Adjourn
Page 2 City of Clearwater Printed on 1/23/2026
Cover Memo
City of Clearwater Main Library - Council
Chambers
100 N. Osceola Avenue
Clearwater, FL 33755
File Number: ID#26-0062
Agenda Date: 1/27/2026 Status: Agenda ReadyVersion: 1
File Type: Council Discussion
Item
In Control: City Council
Agenda Number: 2.1
SUBJECT/RECOMMENDATION:
Review Executive Recruitment Services proposals to fill City Attorney vacancy.
SUMMARY:
At the January 12, 2026, Council Work Session consensus was provided for staff to obtain proposals for
Executive Recruitment Services from Major, Lindsey & Africa, Baker Gilmore, and S. Renée Narloch &
Associates. A proposal from Strategic Government Resources (SGR) had already been received.
Staff received proposals from Major, Lindsey & Africa, S. Renée Narloch & Associates, and SGR. Baker
Gilmore did not respond.
APPROPRIATION CODE AND AMOUNT:
Funding for this purchase order is available in Non-Department cost code 0107010-530100, professional
services, funded by revenues from the General Fund.
STRATEGIC PRIORITY:
Superior Public Service, 5.1 - Attract and retain top-quality personnel through the maintenance of a
competitive compensation program.
Page 1 City of Clearwater Printed on 1/23/2026
PROPOSAL FOR
EXECUTIVE RECRUITMENT SERVICES
City A orney
City of Clearwater, Florida
January 9, 2026
This proposal is valid for 60 days
Strategic Government Resources
P.O. Box 1642, Keller, Texas 76244
Office: 817-337-8581
Rebecca L. Fleury, President of Execu ve Recruitment
RebeccaFleury@GovernmentResource.com
January 9, 2026
Hon. Mayor Bruce Rector & City Council
City of Clearwater, Florida
Dear Mayor Rector & Councilmembers,
Strategic Government Resources (SGR) is thankful for the opportunity to submit this proposal to assist
the City of Clearwater in your recruitment for a City A orney. Our na onwide reach, deep municipal
exper se, and servant leadership mindset help us deliver tailored recruitment services that will
strengthen your culture and community.
We would like to highlight some key aspects that set SGR apart from other firms:
●Local government experience: Our team brings decades of direct local government experience,
giving us an insider's understanding of your unique challenges. We've conducted execu ve
searches for over 450 local governments across 37 states, including recent experience with
Estero, FL; Dundee, FL; and Hollywood, FL. This experience provides us with valuable insight into
the unique needs of recrui ng a City A orney in Florida.
●Na onal reach and candidate pipeline: With over 21,000 LinkedIn followers, 35,000 subscribers
to our Servant Leadership e-newsle er, and opt-in Job Alert subscribers, your SGR recruitment
will be seen by a vast audience engaged in the profession.
●Ac ve engagement in the profession: As recognized thought leaders in local government
management, we are directly involved in the latest opera ons, challenges, and best prac ces.
This ongoing engagement ensures we are a uned to the evolving skills and leadership quali es
needed in today’s local government leaders.
Execu ve Recruiters Doug Thomas, Kevin Knutson, and Michael Malinoff, Esq. each have over 30 years of
local government experience, providing vast exper se to lead this recruitment successfully.
We are eager to partner with the City of Clearwater to iden fy your next leader. We look forward to the
opportunity to discuss our proposed approach in more detail and are available for a mee ng at your
convenience.
Respec ully submi ed,
Rebecca L. Fleury, President of Execu ve Recruitment
RebeccaFleury@GovernmentResource.com
PO Box 1642, Keller, TX 76244 817-337-8581 www.GovernmentResource.com
Table of Contents
1.About SGR
2.SGR’s Unique Qualifica ons
3.Project Personnel
4.Approach and Methodology
5.Typical Timeline
6.Fee Proposal
7.Terms and Condi ons
8.Placement Guarantee
9.SGR Similar Recruitments
10.Sample Posi on Profile Brochure
11.Agreement for Execu ve Recruitment Services
About SGR
Strategic Government Resources, Inc. (SGR) exists to help local governments become more
successful by recrui ng, assessing, and developing innova ve, collabora ve, and authen c
leaders. SGR was incorporated in Texas in 2002 with the mission to facilitate innova ve
leadership in local government. SGR is fully owned by former City Manager Ron Holifield, who
spent two high-profile decades in city management and served as a City Manager in several
ci es.
SGR’s business model is truly unique. Although we are a private company, SGR operates like a
local government associa on. Most of SGR’s principals are former local government officials,
allowing SGR to bring a perspec ve and depth of local government exper se to every project
that no other firm can match.
SGR’s Core Values are Customer Service, Integrity, Philanthropy, Con nuous Improvement,
Agility, Collabora on, Protec ng Rela onships, and the Golden Rule.
SGR is a full-service firm, specializing in providing solu ons for local governments in the areas of
recruitment and reten on, leadership development and training, innova on and future
readiness, and everything in between.
With 21 full- me employees, 21 recruiters, 18 facilitators, and mul ple consultants who
func on as subject ma er experts on a variety of projects, SGR offers comprehensive exper se.
The company operates as a fully remote organiza on, with team members located in Texas,
Arizona, California, Colorado, Florida, Georgia, Maine, Michigan, Montana, Nevada, New York,
North Carolina, North Dakota, Ohio, Oklahoma, and South Carolina.
View all SGR team members and their bios at: GovernmentResource.com/Meet-the-Team
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SGR’s Unique Qualifica ons
Extensive Network of Prospects
SGR is intent on being a leader in execu ve recruitment and firmly believes in the importance of
proac vely building a workforce that reflects the diversity of the communi es we serve. We
leverage an extensive and diverse network to reach poten al applicants.
●Your posi on will be announced in SGR’s Servant Leadership e-newsle er, which reaches
over 35,000 subscribers across all 50 states.
●We will send targeted emails to opt-in subscribers of SGR’s Job Alerts.
●Your posi on will appear on SGR’s Website which a racts approximately 20,000 visitors
per month. GovernmentResource.com/Open-Recruitments
●Your posi on will be posted on SGR’s Job Board which typically has over 2,000 job
lis ngs at any given me and receives approximately 16,000 unique visitors per month.
SGRJobs.GovernmentResource.com
●SGR implements a comprehensive social media marke ng campaign that includes
custom-made graphics and distribu on on SGR’s LinkedIn page.
●We frequently collaborate with various local government associa ons, including the
League of Women in Government, Alliance for Innova on, and the Na onal Forum for
Black Public Administrators.
●Approximately 65% of semifinalists selected by our clients learn about open
recruitments through our website, servant leadership e-newsle er, job board, job alert
emails, social media, or personal contact.
Collec ve Local Government Experience
Our recruiters have decades of experience in local government, as well as regional and na onal
networks of rela onships. Our execu ve recruiters leverage the professional networks of all SGR
recruiters when recrui ng for a posi on, enabling outreach to a wide and diverse array of
prospec ve applicants. SGR team members are ac ve on a na onal basis in local government
organiza ons and professional associa ons. Many SGR team members frequently speak and/or
write on issues of interest to local government execu ves. SGR can navigate relevant networks
as both peers and insiders.
Equal Opportunity Commitment
SGR does not discriminate and believes that equal opportunity is an ethical issue. SGR will not
enter an engagement with an en ty or organiza on that directs bias or expects bias to be
demonstrated on any basis other than factors that affect the ability of the candidate to do the
job. Although SGR cannot guarantee the makeup of the semifinalist or finalist groups, SGR has
rela onships and contacts na onwide to encourage the meaningful par cipa on of
underrepresented groups, and we con nue to evaluate and improve our processes by
embedding a lens of equity and inclusion into our recruitment prac ces.
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Listening to Your Unique Needs
SGR devotes significant me to ac vely listening to your organiza on and helping you define
and ar culate your needs. We work diligently to conduct a comprehensive recruitment process
tailored specifically to your organiza on. SGR dedicates a prodigious amount of energy to
understanding your organiza on’s unique culture, environment, and local issues to ensure an
alignment in terms of values, philosophy, and management style perspec ves.
While we have established systems for achieving success, we are a “bou que” firm capable of
adap ng to meet a client's specific needs and providing insights on the pros and cons of their
preferred approach.
Trust of Candidates
SGR has a track record of providing remarkable confiden ality and wise counsel to candidates
and next-genera on leaders, earning their trust. As a result, we can bring excep onal prospects
to the applicant pool. Candidates trust SGR to assess the situa on accurately, communicate
honestly, and maintain their confiden ality to the greatest extent possible.
Accessibility and Communica on
Your execu ve recruiter will keep you informed of the search status and will be readily
accessible throughout the recruitment process. Candidates and clients can reach the recruiter
at any me via cell phone or email. Addi onally, the recruiter maintains communica on with
ac ve applicants, ensuring they are well-informed about the community and the opportunity.
Comprehensive Evalua on and Ve ng of Candidates
SGR offers a comprehensive screening process designed to ensure a thorough understanding of
candidate backgrounds and to minimize surprises. Our ve ng process for a full-service
recruitment includes the following key components:
●Prescreening ques ons and technical review of resumes
●Cross-communica on among our recruiters regarding candidates who have been
involved in previous searches, providing greater insight into their background and skills.
●Wri en ques onnaires to gain insights beyond what is available through a resume.
●Recorded semifinalist interviews.
●Media search reports incorpora ng both internet and social media results tailored to
each candidate based on their previous places of residence and work.
●Thorough, automated, and anonymous reference checks that provide feedback on
candidates from a well-rounded group of references.
●Background checks completed by a licensed private inves ga on firm.
Execu ve Recruitment Clients
SGR has partnered on execu ve recruitments with more than 450 local government clients in 37
states. We take great pride in the long-term rela onships we have developed with many of our
clients who con nue to partner with us on future recruitment needs.
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Project Personnel
Doug Thomas, Execu ve Vice President
Email: douglasthomas@governmentresource.com
Phone: 863-860-9314
Doug has close to 35 years of senior local government execu ve management experience. He
joined Strategic Government Resources (SGR) in 2015 to serve as their first Regional Director to
serve both Florida and the southeast, and subsequently as Execu ve Vice President. He assists
clients na onwide in the areas of execu ve recruitment, governing body/senior staff
governance and servant leadership training, strategic visioning, and priority-based budge ng,
evalua on of the Chief Execu ve, and is a regular speaker at local government state and
na onal conferences.
Prior to his work with SGR, Doug served as City Manager for the City of Lakeland, Florida for
roughly 12 years. Lakeland is centrally located along the I-4 corridor between Tampa and
Orlando with a resident popula on of over 100,000 and a service popula on of over 250,000.
The City provides its residents a full array of municipal services, including a municipal-owned
electric genera on and distribu on u lity that is the 3rd largest in the state and among the top
25 na onwide. The organiza on has an annual budget of approximately $600 million and
employs roughly 2,500 personnel. The city is home to the Detroit Tigers during Major League
Baseball’s Spring Training; the Experimental Aircra Associa on’s Annual Sun ’n Fun Fly-in,
recognized as America’s second largest avia on event of its type; Florida Southern College,
which features the world’s largest one-site collec on of buildings designed by the legendary
architect, Frank Lloyd Wright; and the state’s 12th university, Florida Polytechnic University,
which opened in the fall of 2014.
Prior to Lakeland, Doug previously served as City Manager for the City of Alma, Michigan for
close to 15 years. Prior to his service in Alma, he represented the City of Grand Haven, Michigan
as Assistant City Manager, (1986-1989) and as Administra ve Assistant to the City Manager
(1984-1985). He also has held local government posts with the City of Rockville, Maryland, and
the Town of Landover Hills, Maryland.
His academic creden als include a ainment of a Master of Public Administra on from the
American University, Washington, D.C. in 1983 with a concentra on in Urban Affairs, and a
Bachelor of Arts in Poli cal Science and History from Bowling Green State University, Ohio in
1981.
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Project Personnel
Kevin Knutson, Senior Vice President
KevinKnutson@GovernmentResource.com
727-754-0407
Kevin Knutson joins SGR with more than 30 years of experience in local government. He is considered
a national expert in local government performance management, long-term financial planning, and
strategic communications.
Most recently Kevin served as an Assistant County Administrator for Pinellas County, Florida. There
he oversaw the Department of Administrative Services, Office of Management & Budget,
Communications, Construction Services, Pinellas County Economic Development, Visit St.
Pete/Clearwater, and the St. Pete/Clearwater International Airport. His prior municipal experience
includes serving as interim City Manager, Assistant City Manager, and Director of Community
Relations in Reno, Nevada. He was also the Director of Communications and Marketing, as well as
Budget & Strategic Planning Manager for Coral Springs, Florida. In Coral Springs, he was part of a
team that implemented quality management practices that led to the City being the first local
government to earn the Malcolm Baldrige National Quality Award.
Before joining Pinellas County, Kevin worked for Envisio, a private sector software company known
for its extensive work with local governments. As Vice President of Planning & Performance Solutions
he helped local governments implement strategy, and track and report performance. He also served
as Regional Vice President for Management Partners, a government consulting firm, where he
oversaw all the firm’s activities on the East Coast. In that role, he specialized in facilitating governance
and strategic planning projects.
An ICMA-credentialed manager, in 2020, Kevin was named one of the top local government
influencers in the nation by Engaging Local Government Leaders (ELGL). He previously earned
recognition as Communicator of the Year by the City-County Communications and Marketing
Association.
A career-long proponent of servant leadership in local government, Kevin is committed to listening
to and empowering team and community members, making decisions that are transparent and
inclusive, and being a champion for continuous learning and improvement. He takes pride in
demonstrating integrity, humility, and a commitment to service.
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Project Personnel
Michael Mallinoff, Senior Vice President
Email: MDMallinoff@governmentresource.com
Phone: 443-336-5772
Michael D. Mallinoff joins SGR as Sr. Vice President of Executive Recruitment after serving
more than 30 years in State, county and municipal government. A lifetime member of
ICMA and experienced state, city and county manager, Michael’s career includes
impactful roles in Annapolis, Maryland, Newport, Rhode Island, Charles County, Maryland
and the State of Maryland contributing to his expertise in leadership and team building,
budget and finance, public safety, technology, and sustainability and the environment.
His tenure in diverse states and situations, working with jurisdictions ranging from 30,000 to
six million, has equipped him with experience, perspective and a unique ability to collaborate
with elected officials and assist community leaders in developing high performing teams and
transforming their visions into actionable plans.
Michael holds a bachelor’s degree in Geography from the University of Maryland, College
Park, Maryland and a Juris Doctorate from The University of Baltimore School of Law.
Michael is a member of the Maryland Bar. Michael currently serves as a member of the
International City-County Management Association (ICMA) Global Engagement Committee, is
chair of the affiliates subcommittee, held various other leadership positions with ICMA, state
associations, and has served on a number of non-profit boards. His global perspective and
extensive network enhance his contributions to SGR and its clients.
Attending the University of Virginia Weldon Cooper Center for Public Service provided a foundation
for creating High Performance Organizations. He has used that expertise to support teams,
leadership at all levels, and understanding strategy to build up organizations across the country to
be innovative and effective. Michael has also twice attended the ICMA Gettysburg leadership
institute; the second time introducing the Charles County leadership team to the historical and
empirical lessons of leadership in that watershed moment of our nation’s history. He was awarded
an ICMA Tranter-Leong Fellowship where he travelled to the Netherlands and Belgium to study and
publish on mobility and sustainability.
At SGR, Michael specializes in executive recruitment, bringing his wealth of knowledge and
experience to support local governments nationwide. Michael is passionate about traveling and
engaging with like-minded public servants. He lives near Baltimore with his partner Cathy, dog Ash
and has three adult children. 6
Approach and Methodology
A full-service recruitment typically entails the following steps:
1.Organiza on/Posi on Insight and Analysis
○Project Kickoff Mee ng and Develop An cipated Timeline
○Stakeholder Interviews and Listening Sessions
○Develop Recruitment Brochure
2.Recruitment Campaign and Communica on with Candidates
○Adver sing and Marke ng
○Sourcing Prospec ve and Ac ve Candidates
○Communica on with Prospec ve Applicants
○Communica on with Ac ve Applicants
3.Ini al Screening and Review by Execu ve Recruiter
4.Search Commi ee Briefing to Review Applicant Pool and Select Semifinalists
5.Evalua on of Semifinalists
○Wri en Ques onnaires
○Recorded Semifinalist Interviews
○Media Searches
6.Search Commi ee Briefing to Select Finalists
7.Evalua on of Finalists
○Background Inves ga on Reports
○DiSC Management Assessments (if desired, supplemental cost)
○First Year Plan or Other Advanced Exercise
○Press Release Announcing Finalists (if requested)
8.Interview Process
○Face-to-Face Interviews
○Stakeholder Engagement (if desired)
○Delibera ons
○Reference Checks (may occur earlier in process)
9.Nego a ons and Hiring Process
○Determine Terms of an Employment Offer
○Nego ate Terms and Condi ons of Employment
○Press Release Announcing New Hire (if requested)
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Step 1: Organiza on/Posi on Insight and Analysis
Project Kickoff Mee ng and Develop An cipated Timeline
SGR will meet with the organiza on at the outset of the project to discuss the recruitment
strategy and meline. At this me, SGR will also request that the organiza on provide us with
photos and informa on on the community, organiza on, and posi on to assist us in dra ing the
recruitment brochure.
Stakeholder Interviews and Listening Sessions
Stakeholder interviews and listening sessions are integral to SGR's approach. SGR devotes
tremendous energy to understanding your organiza on’s unique culture, environment, and
goals to ensure you get the right match for your specific needs. Obtaining a deep understanding
of your organiza onal needs is the crucial founda on for a successful execu ve recruitment. In
collabora on with the organiza on, SGR will compile a list of internal and external stakeholders
to meet with regarding the posi on. These interviews and listening sessions will iden fy
poten al issues that may affect the dynamics of the recruitment and contribute to a
comprehensive understanding of the posi on, special considera ons, and the poli cal
environment. This process fosters organiza onal buy-in and will assist us in crea ng the posi on
profile.
Develop Recruitment Brochure
A er the stakeholder mee ngs, SGR will develop a recruitment brochure, which will be
reviewed and revised in partnership with your organiza on un l we are in agreement that it
accurately represents the sought-a er leadership and management a ributes.
View sample recruitment brochures here: GovernmentResource.com/Open-Recruitments
Step 2: Recruitment Campaign and Communica on with Candidates
Adver sing and Marke ng
The Execu ve Recruiter and the client work together to determine the best ways to adver se
and recruit for the posi on. SGR’s Servant Leadership e-newsle er, with a reach of over 35,000
subscribers in all 50 states, will announce your posi on. Addi onally, we will send targeted
emails to opt-in subscribers of SGR’s Job Alerts, and your posi on will be posted on SGR’s
website and Job Board. SGR provides a comprehensive social media marke ng campaign that
includes custom-made graphics and distribu on on SGR’s LinkedIn page. Furthermore, we will
provide a recommended list of ad placements to be approved by the client, targe ng the most
effec ve venues for reaching qualified candidates for that par cular posi on.
Sourcing Prospec ve and Ac ve Candidates
SGR's innova ve recruitment strategies are designed to give our clients a compe ve edge in
a rac ng and retaining top- er talent. By employing a dual approach of passive and ac ve
candidate sourcing, we tap into a broader talent pool that includes high-caliber professionals
who may not be ac vely job-seeking. Our advanced technology and deep industry connec ons
enable us to iden fy candidates with the precise skills and cultural fit for your organiza on. We
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round out sourcing efforts through personalized candidate engagement and outreach with a
constant focus on transparency and rela onship building.
Communica on with Prospec ve Applicants
SGR maintains regular communica on with interested prospects throughout the recruitment
process. Outstanding candidates o en conduct thorough research on the available posi on
before submi ng their resumes. As a result, we receive a significant number of inquiries, and it
is crucial for the execu ve search firm to be well-prepared to respond promptly, accurately, and
comprehensively, while also offering a warm and personalized approach. This ini al interac on
is where prospec ve candidates form their first impression of the organiza on, and it is an area
in which SGR excels.
Communica on with Ac ve Applicants
Handling the flow of resumes is an ongoing and significant process. On the front end, it involves
tracking resumes and promptly acknowledging their receipt. It also involves mely and
personalized responses to any ques ons or inquiries. SGR maintains frequent communica on
with applicants to ensure they remain enthusias c and well-informed about the opportunity.
Addi onally, SGR communicates with ac ve applicants, keeping them informed about the
organiza on and community.
Step 3: Ini al Screening and Review by Execu ve Recruiter
SGR uses a triage process to iden fy high-probability, medium-probability, and low-probability
candidates. This triage ranking is focused on overall assessment based on interac on with the
applicant, qualifica ons, any known issues concerning previous work experience, and evalua on
of cultural fit with the organiza on.
In contrast with the triage process men oned above, which focuses on subjec ve assessment of
the resumes and how the candidates present themselves, we also evaluate each candidate to
ensure that the minimum requirements of the posi on are met and determine which preferred
requirements are sa sfied. This si ing process examines how well candidates’ applica ons align
with the recruitment criteria outlined in the posi on profile.
Step 4: Search Commi ee Briefing to Review Applicant Pool and Select Semifinalists
At this briefing, SGR will conduct a comprehensive presenta on to the Search Commi ee and
facilitate the selec on of semifinalists. The presenta on will include summary informa on on
the process to date, outreach efforts, the candidate pool demographics, and any iden fied
trends or issues. Addi onally, a briefing on each candidate and their creden als will be
provided.
Step 5: Evalua on of Semifinalists
The review of resumes is a crucial step in the execu ve recruitment process. However, resumes
may not fully reveal an individual's personal quali es and their ability to collaborate effec vely
9
with others. In some instances, resumes might also tend to exaggerate or inflate
accomplishments and experience.
At SGR, we understand the significance of going beyond the surface level of a resume to ensure
that candidates who progress in the recruitment process are truly qualified for the posi on and
a suitable match for the organiza on. Our focus is to delve deeper and gain a comprehensive
understanding of the person behind the resume, iden fying the quali es that make them an
outstanding prospect for your organiza on.
During the evalua on of semifinalist candidates, we take the ini a ve to follow up when
necessary, seeking clarifica ons or addi onal informa on as needed. This approach ensures
that we present you with the most qualified and suitable candidates for your unique
requirements. At SGR, our ul mate goal is to match your organiza on with individuals who
possess not only the necessary qualifica ons but also the quali es that align with your
organiza onal culture and values.
Wri en Ques onnaires
As part of our thorough evalua on process, SGR will request semifinalist candidates to complete
a comprehensive wri en exercise. This exercise is designed to gain deeper insight into the
candidates' thought processes and communica on styles. Our wri en instrument is customized
based on the priori es iden fied by the Search Commi ee. The completed wri en instrument,
along with cover le ers and resumes submi ed by the candidates, will be included in the
semifinalist briefing book.
Recorded Semifinalist Interviews
Recorded one-way or two-way interviews will be conducted for semifinalist candidates. This
approach provides an efficient and cost-effec ve way to gain addi onal insights to aid in
selec ng finalists to invite for an onsite interview. The interviews allow the Search Commi ee to
evaluate technological competence, demeanor, verbal communica on skills, and on-camera
presence. Addi onally, virtual interviews provide an opportunity for the Search Commi ee to
ask candidates ques ons on specific topics of special interest.
Media Searches
Our media search process involves web-based and social media research, enabling efficient and
thorough ve ng of candidates and minimizing the risk of overlooking cri cal informa on. These
media reports have proven helpful by uncovering issues that may not have been previously
disclosed by prospec ve candidates. The recruiter will communicate any “red flags” or
noteworthy media coverage to the Search Commi ee as part of the review of semifinalists with
the Search Commi ee.
Step 6: Search Commi ee Briefing to Select Finalists
Prior to this briefing, SGR will provide the Search Commi ee with links to the recorded online
interviews and a briefing book on the semifinalist candidates. The briefing book includes cover
le ers, resumes, and completed ques onnaires. The objec ve of this mee ng is to narrow the
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list to finalists who will be invited to par cipate in onsite interviews.
Step 7: Evalua on of Finalists
Background Inves ga on Reports
Through SGR’s partnership with a licensed private inves ga on firm, we are able to provide our
clients with comprehensive background screening reports that include the detailed informa on
listed below.
●Social security number trace
●Address history
●Driving record (MVR)
●Federal criminal search
●Na onal criminal search
●Global homeland security search
●Sex offender registry search
●State criminal court search for states where
candidate has lived in previous 10 years
●County wants and warrants for coun es where
candidate has lived or worked in previous 10 years
●County civil and criminal search for coun es where
candidate has lived or worked in previous 10 years
●Educa on verifica on
●Employment verifica on for previous 10 years (if
requested)
●Military verifica on (if requested)
●Credit report (if requested)
DiSC Management Assessments (if desired, supplemental cost)
SGR u lizes the DiSC Management assessment tool, which is among the most validated and
reliable personal assessment tools available. The DiSC Management assessment provides a
comprehensive analysis and report on the candidate’s preferences in five crucial areas:
management style, direc ng and delega ng, mo va on, development of others, and working
with their own manager.
For assessments of more than two candidates, a DiSC Management Comparison Report is
included, offering a side-by-side view of each candidate's preferred management style.
First-Year Plan or Other Advanced Exercise
SGR will collaborate with your organiza on, if desired, to create an advanced exercise for the
finalist candidates. One such example is a First-Year Plan, where finalist candidates are
encouraged to develop a first-year plan based on their current understanding of the posi on’s
opportuni es and challenges. Other exercises, such as a brief presenta on on a topic to be
iden fied by the Recruiter and Search Commi ee, are also typically part of the onsite interview
process to assess finalists’ communica on and presenta on skills, as well as cri cal analysis
abili es.
Step 8: Interview Process
Face-to-Face Interviews
SGR will arrange interviews at a date and me convenient for your organiza on. This process
can be as straigh orward or as elaborate as your organiza on desires. SGR will aid in
determining the specifics and assist in developing the interview schedule and meline. We will
provide sample interview ques ons and par cipate throughout the process to ensure it runs
smoothly and efficiently.
11
Stakeholder Engagement
At the discre on of the Search Commi ee, we will closely collaborate with your organiza on to
involve community stakeholders in the interview process. Our recommenda on is to design a
specific stakeholder engagement process a er gaining deeper insights into the organiza on and
the community. As different communi es require dis nct approaches, we will work together to
develop a tailored approach that addresses the unique needs of the organiza on.
Delibera ons
SGR will facilitate a discussion about the finalist interviews and support the Search Commi ee
in making a hiring decision or determining whether to invite one or more candidates for a
second interview.
Reference Checks
SGR uses a progressive and adap ve automated reference check system to provide insights on
candidates’ so skills from a well-rounded group of references. References may include elected
officials, direct supervisors, direct reports, internal organiza onal peers, professional peers in
other organiza ons, and civic leaders. SGR’s reference check pla orm is anonymous, proven to
encourage more candid and truthful responses, thus providing organiza ons with more
meaningful and insigh ul informa on on candidates. SGR delivers a wri en summary report to
the organiza on once all reference checks are completed. The ming of reference checks may
vary depending on the specific search process and situa on. If finalists’ names are made public
prior to interviews, SGR will typically contact references before the interview process. If the
finalists’ names are not made public prior to interviews, SGR may wait un l the organiza on has
selected its top candidate before contac ng references to protect candidate confiden ality.
Step 9: Nego a ons and Hiring Process
Determine Terms of an Employment Offer
Upon request, SGR will provide dra employment agreement language and other helpful
informa on to aid in determining an appropriate offer to extend to your preferred candidate.
Nego ate Terms and Condi ons of Employment
SGR will assist to whatever degree you deem appropriate in conduc ng nego a ons with the
chosen candidate. SGR will iden fy and address any special needs or concerns of the selected
candidate, including poten al complica ng factors. With our experience and preparedness, SGR
is equipped to facilitate win-win solu ons to resolve nego a on challenges.
Press Release (if requested)
Un l employment nego a ons are finalized, you should exercise cau on to avoid the
embarrassment of a premature announcement that may not materialize. It is also considered
best prac ce to no fy all senior staff and unsuccessful candidates before any media exposure.
SGR will assist in coordina ng this process and in cra ing any necessary announcements or
press releases.
12
Sa sfac on Surveys
SGR is commi ed to following the golden rule, which means providing prompt, professional and
excellent communica on while always trea ng every client with honor, dignity and respect. We
request clients and candidates to par cipate in a brief and confiden al survey a er the
comple on of the recruitment process. This valuable feedback assists us in our ongoing efforts
to improve our processes and adapt to the changing needs of the workforce.
Post-Hire Services
As part of our commitment to ensuring long-term success, SGR is pleased to offer a
complimentary, four-hour, leadership development workshop for your organiza on within 12
months of the successful comple on of the execu ve search. SGR Execu ve Recruitment clients
would be responsible for the travel costs associated with facilita on only—no professional fee
(a cost savings of up to $4,750)! Leadership development workshops are designed to support
the newly appointed leader and foster a servant leadership culture within your team, enhancing
collabora on and alignment across the organiza on. Standard leadership development
workshops include the following topics:
●Crea ng a Servant Leadership Culture
●Governance
●Team Building
●Strategic Planning
●Strategic Visioning
We offer addi onal post-hire services such as execu ve coaching, team-building retreats, and
performance review assistance at the six-month or one-year mark. For more informa on or to
request a customized proposal, please email training@governmentresource.com or visit
GovernmentResource.com/leadership-and-professional-development/leadership-development-
services/.
13
Typical Timeline
The meline below is an example only, and we will work with you to finalize and approve a
meline, with adjustments made if needed a er the posi on is posted. *
Ini al Steps Prior to Pos ng Posi on:
●Contract Execu on
●Kickoff Mee ng to Discuss Recruitment Strategy and Timeline
●Organiza on/Posi on Insight and Analysis
●Stakeholder Interviews and Listening Sessions
●Deliverable: Dra Recruitment Brochure
●Deliverable: Recommended Ad Placements
●Organiza on Approves Ad Placements
●Search Commi ee Reviews and Approves Brochure
Timing varies.
Es mated to take 2 weeks.
Task Week
●Post Posi on and Firm up Timeline
●Recruitment Campaign and Outreach to Prospec ve Applicants
●Ini al Screening and Review by Execu ve Recruiter
Weeks 1-4
●Search Commi ee Briefing to Review Applicant Pool and Select
Semifinalists Week 5
●Ques onnaires
●Recorded Semifinalist Interviews
●Media Searches
Week 6
●Deliverable: Semifinalist Briefing Books via Electronic Link
●Deliverable: Recorded Interviews Week 7
●Search Commi ee Briefing to Select Finalists Week 8
●Background Inves ga on Reports
●Disc Management Assessments (if desired, supplemental cost)
●First-Year Plan or Other Advanced Exercise (if desired)
Weeks 9-10
●Deliverable: Finalist Briefing Books via Electronic Link Week 11
●Face-to-Face Interviews
●Stakeholder Engagement (if desired)
●Delibera ons
●Reference Checks (may occur earlier in process)
●Nego a ons and Hiring Process
Week 12
* Timeline is dependent upon Search Commi ee availability and Holidays. Organiza on agrees to mely provide
photos/graphics and informa on necessary to develop recruitment brochure, narrow candidate field, and conduct
candidate screening; failure to do so, may in SGR’s reasonable discre on, extend meline and can nega vely impact
the outcome of the process.
14
Fee Proposal
Not-to-Exceed Price: $28,419
Not-to-Exceed Price is comprised of:
●Fixed Fee of $25,919
●Up to $2,500 in Ad Placements (billed at actual cost)
The Fixed Fee includes:
●Stakeholder Interviews and Listening Sessions
●Produc on of a Professional Recruitment Brochure
●Recruitment Campaign and Outreach:
○Outreach to Prospec ve Applicants
○Custom Graphics for Email and Social Media Marke ng
○Announcement in SGR’s Servant Leadership e-Newsle er
○Post on SGR’s Website
○Ad on SGR’s Job Board
○Two (2) Targeted Job Blasts to SGR’s Opt-In Subscriber Database
○Promo on on SGR’s LinkedIn
●Applica on Management, Screening, and Evalua on
●Semifinalist Evalua on:
○Ques onnaires for up to 15 Semifinalists
○Recorded Interviews for up to 15 Semifinalists
○Media Searches for up to 15 Semifinalists
●Semifinalist Briefing Books via Electronic Link
●Background Inves ga on Reports for up to Five (5) Finalists
●Finalist Briefing Books via Electronic Link
●Reference Checks for up to Five (5) Finalists
●Up To Two (2) Onsite Visits by the Recruiter for 1-3 days each, Inclusive of Travel Costs
Reimbursable Expenses included in the not-to-exceed price:
●Ad placements up to $2,500 will be billed at the actual cost with no markup for
overhead and are incorporated into our not-to-exceed price.
Reimbursable Expenses not included in the not-to-exceed price:
●Ad placements over and above $2,500 will be billed back at actual cost with no markup
for overhead.
15
Supplemental Services/Other Expenses not included in the fixed or not-to-exceed price:
●There may be addi onal charges for substan al and substan ve changes made to the
recruitment brochure a er the brochure has been approved by the Organiza on and the
posi on has been posted online. Organiza on would be no fied of any supplemental
costs prior to changes being made.
●At your request, SGR can conduct an online stakeholder survey for $1,531 to help
iden fy key issues or priori es that you may want to consider prior to launching the
search. SGR provides recommended survey ques ons and sets up an online survey.
Stakeholders are directed to a web page or invited to take the survey by email. A wri en
summary of results is provided to the Organiza on. Please note that this type of survey
may extend the recruitment meline.
●Addi onal ques onnaires over and above the 15 included in the Fixed Fee - $230 per
candidate.
●Addi onal recorded interviews over and above the 15 included in the Fixed Fee - $256
per candidate.
●Addi onal media search reports over and above the 15 included in the Fixed Fee - $766
per candidate.
●Addi onal background inves ga on reports over and above the maximum of five (5)
included in the Fixed Fee - $511 per candidate.
●Addi onal reference checks over and above the maximum of five (5) included in the
Fixed Fee - $256 per candidate.
●DiSC Management assessments - $179 per candidate.
●Semifinalist and finalist briefing materials will be provided to the Organiza on via an
electronic link. Should the Organiza on request prin ng of those materials, the
reproduc on and shipping of briefing materials will be outsourced and be billed back at
actual cost.
●Addi onal onsite visits by the recruiter over and above the quan ty included in the fixed
price are an addi onal cost. Travel me and onsite me are billed at a professional fee of
$1,021 per day. Meals are billed back at a per diem rate of $18 for breakfast, $20 for
lunch, and $32 for dinner. Mileage will be reimbursed at the current IRS rate. All other
travel-related expenses are billed back at actual cost with no markup for overhead.
●SGR Execu ve Recruitment clients wishing to u lize the complimentary leadership
development workshop would be responsible for the travel costs associated with
facilita on only. Meals are billed back at a per diem rate of $18 for breakfast, $20 for
lunch, and $32 for dinner. Mileage will be reimbursed at the then-current IRS rate. All
other travel-related expenses are billed back at actual cost with no markup for overhead.
●The organiza on bears the cost of candidate travel, and candidates are reimbursed
directly by the organiza on.
●If the organiza on desires any supplemental services not men oned in this fee proposal,
an es mate of the cost will be provided at that me, and no work shall be done without
approval.
16
Billing
SGR will bill the fixed fee in three (3) installments: 35% upon contract execu on, 35% a er the
applicant pool is presented, and 30% a er finalist interviews. Ad placement expenses and
supplemental services/other expenses will be billed as incurred or provided. Balances that are
unpaid a er the payment deadline are subject to a fee of 5% per month or the maximum lawful
rate, whichever is less, on the owed amount every month, charged monthly un l the balance is
paid.
Terms and Condi ons
●The organiza on agrees not to discriminate against any candidate on the basis of age,
race, creed, color, religion, sex, sexual orienta on, na onal origin, disability, marital
status, or any other basis that is prohibited by federal, state, or local law.
●The organiza on agrees to refer all prospec ve applicants to SGR and not to accept
applica ons independently during the recruitment process.
●The organiza on agrees to provide SGR with any candidates that were previously
accepted as applicants for the given posi on before engaging SGR to conduct the
recruitment for the subject posi on.
●If the organiza on wishes to place ads in local, regional, or na onal newspapers, the
organiza on shall be responsible for paying directly for the ads and for placing the ads
using language provided by SGR.
●The organiza on bears the cost of candidate travel, and candidates are reimbursed
directly by the organiza on.
Placement Guarantee
SGR is commi ed to your sa sfac on with the results of our full service recruitment process. If,
for any reason, you are not sa sfied, we will repeat the en re process one addi onal me, and
you will be charged only for expenses as described in the Fee Proposal under Supplemental
Services. Addi onally, we promise not to directly solicit any candidate selected under this
engagement for another posi on while they are employed with your organiza on.
In the event that you select a candidate fully ve ed by SGR, who subsequently resigns or is
released for any reason within 12 months of their hire date, we are commi ed to conduc ng a
one- me addi onal execu ve search to iden fy a replacement. In this case, you will only be
charged for related expenses as described in the Fee Proposal.
If your organiza on circumvents SGR's recruitment process and selects a candidate who did not
par cipate in the full recruitment process, the placement guarantee will be null and void.
Addi onally, SGR does not provide a guarantee for candidates placed as a result of a par al
recruitment effort or limited scope recruitment.
17
SGR Similar Recruitments
City & County A orney Recruitments, 2019-Present
In Progress
●Benton County, OR (pop. 97,800) – County Counsel
●North Texas Municipal Water District, TX - Director of Legal Services/General Counsel
2025
●Amarillo, TX (pop. 200,000) - Deputy City A orney *
●Carlsbad, NM (pop. 32,000) - City A orney
●Hollywood, FL (pop. 153,000) - City A orney
●North Port, FL (pop. 94,700) - Police Legal Advisor
●Port Arthur, TX (pop. 55,700) - Assistant City A orney *
●The School Board of Polk County, FL - General Counsel
●North Port, FL (pop. 94,700) - City A orney
2024
●Commerce City, CO (pop. 62,000) - City A orney
●West Linn, OR (pop. 27,000) - City A orney
●Port Arthur, TX (pop. 57,000) - City A orney
●Indian River County, FL (pop. 165,000) - County A orney
●Lubbock, TX (pop. 265,000) - City A orney
2023
●North Port, FL (pop. 81,000) - Assistant City A orney
●Lawton, OK (pop. 90,400) – City A orney
●Commerce City, CO (pop. 62,400) – City A orney
2022
●Clark County Avia on Department, NV - Senior A orney
●Fort Worth, TX (pop. 900,000) - City A orney
●North Port, FL (pop. 78,000) - Assistant City A orney-Police Legal Advisor
●Sherwood, OR (pop. 20,000) - City A orney
2021
●Fate, TX (pop. 19,000) - City A orney
●Nacogdoches, TX (pop. 33,000) - City A orney
●Nassau County, FL (pop. 88,000) - Assistant County A orney *
●Waco, TX (pop. 140,000) - Assistant City A orney *
18
2019
●Aurora, CO (pop. 366,000) - Chief Public Defender
●Boerne, TX (pop. 15,000) - City A orney *
●Messer Rockefeller & Fort - Associate or Senior A orney *
●North Port, FL (pop. 70,000) - Assistant City A orney
●Temple, TX (pop. 79,000) - City A orney
* Limited scope recruitment
19
Executive Recruitment Provided by
CITY ATTORNEY
Executive (Legal) Department
Annual Salary:
$163,279
Are you an experienced attorney who can safeguard a fast-growing energy hub’s legal interests, guide elected officials, and lead a small but high-impact legal team? If so, apply to become Carlsbad’s next City
Attorney!
We are searching for an approachable, solutions-oriented
advisor who is:
• Versed in municipal or governmental law
• Adept at drafting and negotiating complex contracts
and ordinances
• A confident courtroom advocate and collaborative
executive partner
Carlsbad—A Place to Live, Work, & Play! – read on to learn
more about this opportunity.
Carlsbad, New Mexico
20
ABOUT THE
COMMUNITY
Carlsbad is a dynamic, growing city of 31,999 residents
nestled along the Pecos River in southeastern New
Mexico’s Permian Basin. Fueled by potash mining,
oil & gas, nuclear research, and a flourishing tourism sector anchored by world-renowned Carlsbad Caverns
National Park, the city blends small-town charm with
global energy expertise.
Located just 25 miles from the Carlsbad Caverns
and 140 miles northeast of El Paso, Carlsbad offers
year-round sunshine, riverfront recreation, and family-friendly festivals such as the Christmas on the
Pecos and CavernFest. Settled in the late 1800s as a
health resort, Carlsbad today features a revitalized
downtown, robust infrastructure investments, and a
regional airport.
Tourism & Activities
POPULATION31,999
MEDIAN HOUSEHOLD INCOME$78,277
MEDIAN HOME VALUE$187,900
AVERAGE MONTHLY RENT$1,206
Carlsbad operates under a Mayor–Council system with
a professional City Administrator. The Mayor and eight
Councilors are elected by district to four-year staggered terms with no term limits . The City delivers a full slate
of services with over 500 professional staff, including:
• Public Safety (Police & Fire)
• Utilities & Public Works
• Community Development, Parks & Recreation
GOVERNANCE &
ORGANIZATION
21
KEY PROJECTS FOR 2025
DEPARTMENT QUICK FACTS
• WATER-RIGHTS PROTECTION AND RELATED
LITIGATION STRATEGY
• COMPREHENSIVE REVIEW OF CITY ORDINANCES
4
$3.7MILLION
EMPLOYEES
DEPT. BUDGET
The Executive Department’s Legal Division safeguards
Carlsbad’s legal and ethical integrity, providing civil
counsel, contract review, ordinance drafting, and
representation in all judicial and administrative
forums.
Reporting to the City Administrator, the new City Attorney will:
• Serve as chief legal advisor to the Mayor,
Council, Administrator, and City departments
• Draft, review, and approve ordinances,
resolutions, contracts, and real-property
instruments
• Represent the City in litigation and coordinate
outside counsel as needed
• Monitor legislative/regulatory changes and
ensure compliance city-wide
• Lead and mentor a four-person legal/
administrative team while managing a $3.7
million division budget
ABOUT THE JOB
22
The ideal candidate is an accomplished attorney with local government law experience. A persuasive
communicator and ethical advisor, they build consensus across politically diverse stakeholders, translate complex legal concepts into plain English, and balance risk mitigation with pragmatic
problem-solving. Calm under pressure, and they thrive in the courtroom, council-chamber, and
community settings; model transparency and accountability; mentor emerging legal talent; and
embrace Carlsbad residency to immerse themselves in community life.
Required:
Juris Doctor from an ABA-accredited law school
Minimum 7 years’ legal practice, including 4 years in municipal/government law and 3 years
supervisory experience
Applicants must hold a current law license in good standing and meet the eligibility requirements
for admission to the New Mexico Bar through reciprocity or admission on motion pursuant to New Mexico Rules Governing Admission to the Bar.
Ability to obtain New Mexico driver’s license & establish City residency within six months
Preferred:
Significant oil & gas or natural-resources law background
Experience advising Mayor–Council jurisdictions
Advanced training in public-sector labor, procurement, and land-use law
THE IDEAL CANDIDATE
EXPERIENCE & QUALIFICATIONS
23
Compensation: $163,279
Insurance: Medical, dental, vision, and life insurance
PTO: 21 hours personal leave per month + 13 paid holidays
Retirement: PERA defined-benefit plan — 9.16 % employee / 19.20 % employer contributions
Wellness: Optional $15-per-month gym subsidy
Relocation: Assistance provided for out-of-area hires
Vehicle and cell phone allowances: City vehicle stipend and cell-phone allowance for directors
SALARY & BENEFITS
HOW TO APPLY
Apply Here
For more information on this position, contact: Andy Kancel, Sr. Vice President of Executive Recruitment
andykancel@governmentresource.com | 817-994-6295
The City of Carlsbad is an Equal Opportunity Employer and values diversity in its workforce. Applicants selected
as finalists for this position will be subject to a comprehensive background check.24
Agreement for Full Service Execu ve Recruitment Services (“PROJECT”)
to City of Clearwater, Florida (“CLIENT”) between
CLIENT and Strategic Government Resources, Inc., DBA SGR (“SGR”)
SGR and CLIENT (together, “Par es”) agree as follows, effec ve upon the date of the later signature
below, in considera on of the mutual promises contained in this Agreement and other good and
valuable considera on, the sufficiency of which each Party hereby acknowledges.
1.SGR promises and agrees:
A.To perform the services described in SGR’s Proposal for PROJECT dated January 9, 2026
(“PROPOSAL”) substan ally in the meframe projected in the PROPOSAL.
B.To honor the Placement Guarantee stated in the PROPOSAL.
C.To comply with all applicable open records, public informa on and similar laws, and consult
with CLIENT if SGR is asked for informa on before disclosure, unless prevented by court
order or law from doing so.
2.CLIENT promises and agrees:
A.To pay SGR promptly as billed or invoiced for such services in accordance with the amounts
stated in PROPOSAL, including Reimbursable Expenses and costs of any Supplemental
Services or Other Expenses that CLIENT selects. Balances that are unpaid a er the payment
deadline are subject to a fee of 5% per month or the maximum lawful rate, whichever is less,
on the owed amount every month, charged monthly un l the balance is paid.
B.To mely provide photos/graphics and informa on necessary to develop recruitment
brochure, narrow candidate field, and conduct candidate screening and interviews; failure to
do so may, in SGR’s reasonable discre on, extend meline and can nega vely impact the
outcome of the process.
C.To respond to dra s of documents and reports in a mely manner; failure to do so may, in
SGR’s reasonable discre on, extend melines and can nega vely impact the outcome of the
process.
D.To refer all prospec ve applicants to SGR and not to accept applica ons independently
during the recruitment process.
E.To provide legal opinions to SGR regarding when and if any informa on rela ng to the
PROJECT must or should be released in accordance with public informa on laws or legal
process.
F.That if CLIENT receives an open records request related to this PROJECT, CLIENT shall no fy
and share the request with SGR in wri ng as soon as possible but within no more than three
(3) business days of receipt and that CLIENT shall provide sufficient me for SGR to no fy
and provide advance no ce to the impacted individuals prior to CLIENT releasing the
required informa on with protected informa on redacted.
G.To directly reimburse finalists for travel-related expenses rela ng to in-person interviews.
H.That CLIENT is ul mately responsible for candidate selec ons and CLIENT will not
discriminate against any candidate on the basis of age, race, creed, color, religion, sex, sexual
orienta on, na onal origin, disability, marital status, or any other basis that is prohibited by
federal, or applicable state, or local law.
I.To comply with the Fair Credit Repor ng Act.
J.To cooperate with SGR and not impede SGR from performing its obliga ons to CLIENT.
25
Page 1 of 4
3.Addi onal Terms and Condi ons:
A.The PROPOSAL is incorporated herein for all purposes including all terms defined therein,
but if there is any conflict or inconsistency between the terms or condi ons of this
Agreement, this Agreement controls.
B.SGR may subs tute personnel other than those ini ally placed, who have substan ally
equivalent training and experience and subject to approval of CLIENT, due to factors such as
SGR employee/consultant turnover, developing needs of the PROJECT, or CLIENT’s request.
C.CLIENT grants SGR permission to use any name, logo, or other iden fying mark of CLIENT in
SGR’s social media content to refer to the rela onship established by this agreement.
D.Remedies
i.CLIENT can terminate this agreement at any me for no reason upon giving SGR
seven (7) days advance wri en no ce of the termina on date. In such an event, SGR
shall be compensated for all work sa sfactorily performed up to and through the
termina on date.
ii.SGR can terminate this agreement upon seven (7) days advance wri en no ce of the
termina on date to CLIENT if CLIENT has failed to promptly pay in full any
undisputed por on of any bill or invoice (if the dispute is in good faith) or has failed
to perform its contractual promises in a manner that materially impedes SGR’s
ability to successfully perform its obliga ons, including iden fying and a rac ng
qualified candidates. In such an event, SGR shall be compensated for all work
sa sfactorily performed up to and through the termina on date.
E.CLIENT acknowledges that the nature of execu ve recruitment is such that SGR engages in
discussions with prospects through the process who may or may not ul mately become a
candidate, and that SGR is u lizing its proprietary network of rela onships to iden fy and
engage prospec ve candidates, and that premature release of such proprietary informa on,
including names of prospec ve candidates with whom SGR may be having conversa ons as
part of the recruitment process, may be damaging to the prospects, CLIENT, and SGR.
Accordingly, CLIENT acknowledges and, to the extent permi ed by law, agrees that all
informa on related to this search is proprietary, and remains the property of and under the
exclusive control of SGR, regardless of whether such informa on has been shared with
CLIENT.
F.There are no third-party beneficiaries to this Agreement.
G.If any term or condi on of this Agreement is invalidated by final judgment of a court of
competent jurisdic on or becomes impossible to perform, the Par es will confer about
whether to con nue performance without amending the Agreement, without prejudice to
either Party’s right to terminate the Agreement without cause.
H.This Agreement embodies the complete and final understandings, contract, and agreement
between the Par es, superseding any and all prior wri en or verbal representa ons,
understandings, or agreements pertaining to this PROJECT. This Agreement can be modified
only by signed wri en amendment. Electronic communica ons purpor ng to amend this
Agreement will be effec ve only if the electronic communica on includes specific reference
to this Agreement or PROJECT.
I.This Agreement will be governed by the substan ve laws of the State of Florida without
regard to the jurisdic on’s choice-of-law doctrines. Venue for any li ga on rela ng to this
Agreement will be exclusively in Pinellas County of the State of Florida.
26
Page 2 of 4
J.To the extent it may be permi ed to do so by applicable law, CLIENT does hereby agree to
defend, hold harmless, and indemnify SGR, and all officers, employees, and contractors of
SGR, from any and all demands, claims, suits, ac ons, judgments, expenses, and a orneys'
fees incurred in any legal proceedings brought against them as a result of ac on taken by
SGR, its officers, employees, and contractors, providing the incident(s), which is (are) the
basis of any such demand, claim, suit, ac ons, judgments, expenses, and a orneys' fees,
arose or does arise in the future from an act or omission of SGR ac ng within the course and
scope of SGR’s engagement with CLIENT; excluding, however, any such demand, claim, suit,
ac on, judgment, expense, and a orneys' fees for those claims or any causes of ac on
where it is determined that SGR commi ed official misconduct, or commi ed a willful or
wrongful act or omission, or an act or omission cons tu ng gross negligence, or acted in bad
faith. In the case of such indemnified demand, claim, suit, ac on, or judgment, the selec on
of SGR’s legal counsel shall be with the mutual agreement of SGR and CLIENT if such legal
counsel is not also CLIENT’s legal counsel. A legal defense may be provided through
insurance coverage, in which case SGR’s right to agree to legal counsel provided will depend
on the terms of the applicable insurance contract. The provisions of this paragraph shall
survive the termina on, expira on, or other end of this agreement and/or SGR’s
engagement with CLIENT.
K.No ces related to this Agreement will go to the respec ve Par es as follows but either Party
can change the addressee for no ces to that Party by wri en no ce to the other Party.
i.For the purposes of this Agreement, legal no ce shall be required for all ma ers
involving poten al termina on ac ons, li ga on, indemnifica on, and unresolved
disputes. This does not preclude legal no ce for any other ac ons having a material
impact on the Agreement.
ii.Any no ce required be given by this Agreement shall be deemed to have been given
within three (3) days of emailing or deposi ng in the mail.
Legal No ces:
SGR CLIENT
A n: Melissa Valen ne, Corporate Secretary A n:
PO Box 1642
Keller, TX 76244
Address:
Melissa@GovernmentResource.com Email:
PROJECT Representa ve:
SGR CLIENT
Rebecca L. Fleury Name:
President of Execu ve Recruitment Title:
RebeccaFleury@GovernmentResource.com Email:
817-337-8581 Phone:
27
Page 3 of 4
Billing and Invoicing:
SGR CLIENT
A n: Finance Name:
Finance@GovernmentResource.com Title:
817-337-8581 Email:
Phone:
L.Unless sooner terminated, this Agreement shall terminate at such me as the PROJECT is
completed and the requirements of this Agreement are sa sfied, except that du es of
payment, informa on disclosure, placement guarantee, and any representa ons and
warran es survive this Agreement.
M.The Par es and each individual who executes this Agreement on behalf of a Party represent
and warrant to the other Party that as to each Party’s respec ve signatory, that signatory is
authorized by their Party to execute this Agreement and to bind their Party hereto.
N.Time is of the essence to this Agreement.
O.This Agreement may be executed in counterparts which together will comprise the
Agreement.
P.This Agreement is subject to appropria on of funds by CLIENT.
SGR CLIENT
Signature Signature
Printed Name: Printed Name:
Title: Title:
Date: Date:
28
Page 4 of 4
MAJOR, LINDSEY & AFRICA www.mlaglobal.com
MAJOR, LINDSEY & AFRICA
Response to Request for Proposal for
City Attorney
January 2026
MAJOR, LINDSEY & AFRICA www.mlaglobal.com
Tab 1- Letter of Transmittal
January 16, 2026
City of Clearwater
Human Resources Department
Attn: Karen Swafford
Clearwater, FL
RE: Letter of Transmittal
Dear Ms. Swafford:
This letter confirms that Major, Lindsey & Africa is committed to partnering with The City of
Clearwater as an executive search firm to provide recruitment services for the position of City
Attorney.
Major, Lindsey & Africa understands the scope of services and can deliver on all requirements. We
also understand that this search will require an expedited timeline, and we feel confident that we
can complete the process in the two to two-and-a-half month timeframe.
Finally, Major, Lindsey & Africa expresses its intent to work collaboratively and in good faith with
The City of Clearwater to ensure the delivery of high-quality, reliable candidates and services that
align with The City of Clearwater’s expectations.
The key personnel who will be working directly with The City of Clearwater on this project are:
Casey Feldman
Partner, In-House Recruiting
Email: cfeldman@mlaglobal.com
Office: +1.305.908.2188
Mobile: +1.786.368.1171
Maureen Dry-Wasson
Managing Director, In-House Recruiting
Email: mdry@mlaglobal.com
Office: +1.410.579.3516
Mobile: +1.443.742.7686
Sincerely,
Casey Feldman
Maureen Dry-Wasson
Major, Lindsey & Africa
MAJOR, LINDSEY & AFRICA www.mlaglobal.com
Tab 2- Overview of Organization and Relevant Experience
Founded in 1982, Major, Lindsay & Africa is the world's largest legal search firm. MLA offers
specialized recruiting services to meet the evolving legal and governance needs of law firms,
corporations, and individuals seeking to advance their careers in the legal, compliance, and
privacy sectors. With over 27 offices and more than 200 search consultants globally (most of
whom are former lawyers), MLA leverages its extensive market knowledge and experience to
partner with organizations of all kinds (public, private, non-profit, higher education) and of all
sizes in fulfilling their talent requirements to provide solutions for increasing team efficiency and
effectiveness.
Major, Lindsey & Africa is a part of Allegis Group, a $13B company who is a global leader in
talent recruiting. MLA has been awarded "Best National Legal Recruiter" by the National Law
Journal, Corporate Counsel, and The Legal Intelligencer for multiple years in a row.
In 2024, MLA successfully made 379 in-house placements, 81 of which were General Counsel
placements.
Below is a representative list of some of MLA’s placements with municipalities, government
agencies and non-profit organizations, as well as placements we have made in Florida.
City of Dallas
City Attorney
Placed in 2016
City of San Antonio
City Attorney
Placed in 2016
Port Authority of NY and
NJ
General Counsel and
various other legal roles
2016-present
The New York Public
Library
General Counsel
Placed in 2023
Entertainment
Benefits Group
Aventura, FL
General Counsel
Placed in 2025
The Baldwin Insurance
Group
Tampa, FL
Assistant General
Counsel
Placed in 2025
Apex Service Partners
Tampa, FL
General Counsel
Placed in 2024
Kaplan North America
Ft. Lauderdale, FL
Associate General
Counsel
Placed in 2023
MAJOR, LINDSEY & AFRICA www.mlaglobal.com
Tab 3- Proposed Recruitment Strategy
We propose a multipronged approach to candidate sourcing/outreach to ensure a) maximum
efficiency for your search process; b) a broad pool of qualified candidates; c) a practice of
inclusion and participation as a fundamental aspect of the search; and d) a focus on your hiring
objectives.
Our recruitment methodology is based upon a proven sequence of steps designed to establish and
deliver efficient and effective service levels in terms of cost to hire, time to hire, thorough and
consistent communication, and client satisfaction. Our core recruitment process for the search
involves the following steps:
Meet Stakeholders and Define Search Mission & Strategy:
Your MLA search team, Casey Feldman and Maureen Dry-Wasson, would start your search by
meeting with your hiring manager and other key stakeholders to conduct in-depth internal
discussions in order to gain an understanding of the organization, legal team, history of the
position, and the organization’s culture. We use this knowledge to formulate a clear vision of the
role and responsibilities, the desired skills and attributes for the position, and the ideal candidate
profile. These meetings are a critical part of our process, in which we will gain a full understanding
of The City of Clearwater and the City Attorney role for which we are recruiting.
Develop Job Description & Specifications:
In addition to the meetings described above, before launching the search, we will work with
you to further refine and clarify the type of individual that is needed to effectively meet your goals.
We will utilize our years of search experience to assist you in developing a carefully crafted
position description to attract those who might be interested in the position, including most
importantly the passive candidates.
Source, Identify & Screen:
We will put forth sustained and dedicated effort to identify and screen candidates meeting your
position specifications. We disseminate the position description to our 200+ search consultants
who submit qualified, screened candidates to the lead search consultants who then perform
additional screenings and interviews.
Outreach will be done through many means, including phone calls and personal external direct
outreach. We also will utilize our proprietary database, extensive research function, various online
resources, including LinkedIn and our online job board, and our firm’s vast network across the legal
spectrum.
Of note, MLA is very different than other search firms. Our recruiters' vast networks allow us speed
to market that is unparalleled. Our reach is instantaneous and global when needed, with our
recruiters tapping into their law school alumni, former law firms, and company networks.
MAJOR, LINDSEY & AFRICA www.mlaglobal.com
Communicate:
We believe it is critical to the search process and to the client relationship to maintain an open and
constant line of communication. We will provide a weekly summary of the status of the search in
written form, and we will have weekly client calls to discuss the candidates we are meeting, next
steps in the process, and all market intelligence we receive. We are with you every step of the way,
until the winning candidate’s first day on the job and beyond.
Interview & Recommend:
After thoroughly screening the candidates’ substantive skill sets and completing a first round of
behaviorally focused interviews, we will identify an initial slate of the most highly qualified
individuals to present for consideration.
Present & Coordinate Candidates for Interviews:
We will provide a confidential report that summarizes each candidate’s background and includes
their resume with professional experience, our interview feedback, and our reasons for
recommendation. For all high-level roles in a legal department (and when requested by our clients)
we will also share a candidate questionnaire (a tool proprietary to MLA), completed by the
candidate, addressing specific qualifications for the position and allowing you to hear the candidate
in their own voice. Our materials will contain information about the candidates’ current and past
roles, relevant job skills (both hard and soft skills), location and compensation requirements, and
our analysis of the candidates’ overall “fit” for the position and within your organization.
We will then help The City of Clearwater coordinate virtual or in-person interviews with the
candidates you would like to speak with. We can participate in the interview process as much as
needed; from helping you craft interview questions to designing objective evaluation criterion in a
rating sheet. We will also assist with performing a compensation analysis, obtaining feedback from
both The City of Clearwater and candidates who are under consideration, communicating to
candidates the next step in the search process, and ensuring that the search and hiring process
continues to proceed until a qualified candidate is hired. When the finalist is selected, should you
desire, MLA will conduct reference checks and provide you with a written summary of each
reference. We will also check the finalist’s bar licenses. MLA does not conduct formal background
checks.
Facilitate Hiring Decision & Offer Process:
Once the selection process is complete, we will assist you in crafting the specific compensation
package necessary to attract the candidate of choice. We will field benefits and compensation-
related questions and aid your team to properly present your offer of employment to the
successfully selected candidate. We can assist in negotiations and handle all back-and-forth
correspondence. Post-selection, we will then communicate with and disengage all other
candidates.
MAJOR, LINDSEY & AFRICA www.mlaglobal.com
Tab 4- Project Personnel
Casey Feldman, Partner, In-House Counsel Recruiting Practice, will co-lead
the search for City Attorney. Casey guides corporations, small businesses and
not-for-profits in the selection of topnotch lawyers and compliance professionals
to enhance and grow their legal teams. He has placed general counsel as well as
mid- to senior-level counsel within organizations up and down the East Coast,
splitting his time between Miami and New York.
Casey’s clients find his approachable, tailored style refreshing and real. He finds commonalities
with his clients and candidates, which allows him to build relationships and a deep understanding
of their wants, needs and goals. His clients have come to rely on him for the thoughtfulness and
detail he puts into each search.
Casey joined Major, Lindsey & Africa in 2015 as a consultant in Interim Legal Talent. He specialized
in identifying legal and compliance professionals for consulting, contract and short-term positions
within in-house legal department and law firms.
In 2018, Casey joined a tech startup where he partnered with various companies and law firms to
streamline the process of negotiating and implementing commercial leases. Casey returned to
MLA in 2019 to join the In-House Counsel Recruiting team combining his knowledge of the legal
market and recruiting to assist in-house legal teams grow.
Casey began his career as a litigator in South Florida.
Education:
University of Miami School of Law: J.D., cum laude
University of Miami: B.A., Finance and Marketing
Maureen Dry-Wasson, Managing Director, In-House Counsel Recruiting, will
co-lead the search for City Attorney. Maureen is committed to partnering with
clients to identify top legal and privacy talent who will be trusted advisors in
solving each client's unique challenges. As a Managing Director, Maureen
leverages over 25 years of in-house legal experience, 18 of them as General
Counsel and Secretary of Major, Lindsey & Africa. Maureen has a passion for
learning and solving complex problems and has led and developed attorneys and privacy
professionals on a global scale.
Before joining Major, Lindsey & Africa as Managing Director, Maureen served as General Counsel
starting in 2008 when it was acquired by Allegis Group. She managed international expansion,
supported the addition of a temporary staffing business, and handled complex legal matters. As
Vice President at Allegis Group, she gained extensive knowledge of the recruiting industry and
served as General Counsel for its Canadian operations and led ERISA/employee benefits work for
US subsidiaries.
MAJOR, LINDSEY & AFRICA www.mlaglobal.com
Maureen also founded and led Allegis Group’s Global Privacy Office, gaining multiple certifications
in privacy and AI Governance, including achieving the designation of Fellow of Information Privacy
(“FIP”).
Earlier, Maureen began her legal career at Treasure Chest Advertising (later Vertis), handling
diverse legal issues and participating in M&A, securities, and complex debt and equity financial
transactions. She played a key role during the company’s transitions from private to public status
and back to private through a private equity buyout.
Maureen has been active in various legal and privacy associations, including serving as President
of the Baltimore Chapter of the Association of Corporate Counsel and co-founding the nonprofit In-
house Benefits Counsel Network. She also helped establish Baltimore’s Knowledge Net for the
International Association of Privacy Professionals and served on several of its boards.
Education:
University of Maryland School of Law: J.D., with honors
University of Virginia: B.A., with distinction
MAJOR, LINDSEY & AFRICA www.mlaglobal.com
Tab 5- Fee Structure
Our search fee is one-third of the placed candidate's total first year cash compensation consisting
of base salary, projected annual bonus and any sign on bonus, regardless of payment date or
employment status at payment date. Our standard fee also includes an 8% allocated costs fee
(for research and other knowledge management expenses) and applicable taxes.
Our performance-based search fee is payable in three installments (“retainers”), each
being roughly equal to one-third of the anticipated total search fee. Payment of our
search fee is tied to completion of significant performance milestones in the search
process (this differs from other executive search firms whose billing is on a 30, 60, 90 day model).
Our three installments are typically payable upon: (1) execution of the contract (prior to
Stage 1); (2) our presentation of a slate of acceptable candidates who the client would like to
interview (completion of Stage 2); and (3) offer and acceptance by the successful candidate
(completion of Stage 3, final installment cannot be billed more than 30 days prior to the
candidate’s start date per MLA’s accounting policies).
Please note that MLA does not conduct formal background checks. We can recommend services
that will do so.
MAJOR, LINDSEY & AFRICA www.mlaglobal.com
Tab 6- Proposed Timeline
Our timeline can be customized to meet the hiring needs of The City of Clearwater. We understand
that you are requesting an expedited timeframe, and that you would like the search completed
within 8 to 10 weeks. This is certainly realistic and attainable. A typical search timeline is as
follows:
Casey and Maureen have the time and resources available to conduct and complete this search
between February 2026 and April 2026.
MAJOR, LINDSEY & AFRICA www.mlaglobal.com
Tab 7- References
Ryan Foley
General Counsel – Acrisure
rfoley@acrisure.com
616.265.1635
Senior Deputy General Counsel – Head of Litigation - Retained Recruitment
Completed - 1/2026
Seth Cohen
General Counsel – The Baldwin Group
seth.cohen@baldwin.com
703.927.39631
Senior Counsel – Retained Recruitment
Completed - 12/2025
Antonia Peabody
Senior Deputy General Counsel – Citadel
antonia.peabody@citadel.com
646.441.9588
Head of Cybersecurity – Retained Recruitment
Completed - 7/2025
A PROPOSAL TO CONDUCT
EXECUTIVE RECRUITMENT SERVICES
FOR
CITY ATTORNEY
ON BEHALF OF THE
CITY OF CLEARWATER, FL
S. RENÉE NARLOCH, PRESIDENT
2910 Kerry Forest Pkwy D4-242, Tallahassee, FL 32309
P 850.391.0000
info@SRNsearch.com | www.SRNsearch.com
TAB 1. LETTER OF TRANSMITTAL________________________
2910 Kerry Forest Pkwy D4-242, Tallahassee, FL 32309 T 850.391.0000
January 16, 2026
Ms. Karen Swafford
Human Resources Division Manager
City of Clearwater
100 N Osceola Ave
Clearwater, FL 33756
Dear Ms. Swafford:
We appreciate the opportunity to provide the City of Clearwater with a proposal to conduct a search
for the position of City Attorney. Our proposal includes an overview of our qualifications and costs
related to our services.
With respect to this recruitment for the City of Clearwater, you should know:
S. Renée Narloch & Associates has extensive experience conducting quality searches that place
candidates ideally suited to clients’ needs. We are a small, woman-owned business incorporated
in Florida. For many years prior, Ms. S. Renée Narloch, President, served as the Senior Vice
President of Recruitment for a national public sector consulting firm, responsible for recruitments in
40+ states. Her career in public sector recruitment spans over 25 years, during which time she has
participated in hundreds of public sector searches nationwide.
S. Renée Narloch & Associates is currently conducting recruitments on behalf of the City of St. Pete
Beach, FL (Director of Human Resources); Seminole County, FL (Director of Development Services;
County Engineer); City of Madeira Beach, FL (City Manager; Building Official); City of West Palm
Beach, FL (Transportation Engineer); Opportunity Home San Antonio, TX (Senior Director of
Development Services and Neighborhood Revitalization); City of Baytown, TX (Public Works &
Engineering Director); City of North Myrtle Beach, SC (Director of Public Works); and Taylor
County, FL (Director of Engineering).
Ms. S. Renée Narloch, President, has extensive experience conducting public sector executive
recruitments throughout the nation, including more than 500 searches for clients such as the City
of Port St. Lucie, FL (City Attorney); City of Cape Coral, FL (City Attorney); Seminole County, FL
(County Attorney; County Manager); Toho Water Authority, FL (General Counsel; Executive
Director); Broward County, FL (County Attorney; Assistant Director of Economic & Small Business
Development; Port Everglades Chief Executive/Port Director; Port Everglades Director of Business
Development); Lee County, FL (County Attorney; County Manager); City of Fort Lauderdale, FL
(City Attorney; Finance Director; City Manager; Assistant City Manager; Building Official;
Director of Sustainable Development; Deputy Director of Human Resources); City of Gainesville,
FL (City Attorney; City Auditor; Chief Plans Examiner; Building Inspector; Planner IV); City of
2910 Kerry Forest Pkwy D4-242, Tallahassee, FL 32309 T 850.391.0000
Margate, FL (City Attorney; Director of Environmental and Engineering Services); City of Coconut
Creek, FL (City Attorney); City of Baytown TX (City Attorney; Assistant City Manager; Police Chief;
Director of Public Affairs); and many others.
S. Renée Narloch & Associates has highly trained staff, a vast network of contacts and professional
affiliations in public sector management, and a proven recruitment process tailored to our clients’
needs, which will result in a quality pool of candidates.
S. Renée Narloch & Associates understands the Scope of Services listed in the Request For
Proposals dated January 13, 2026, and is able to provide an expedited recruitment process, with
services to be completed within an approximately two-and-a-half month time period.
Ms. S. Renée Narloch, President, will conduct the City Attorney recruitment for the City of
Clearwater. Her contact information is as follows:
S. Renée Narloch, President
2910 Kerry Forest Pkwy D4-242
Tallahassee, FL 32309
P: 850.391.0000
Email: reneen@srnsearch.com
Website: www.srnsearch.com
Thank you for your consideration. Please do not hesitate to contact us at 850.391.0000 should you
have questions or need additional information.
Sincerely,
S. Renée Narloch, President
TABLE OF CONTENTS
OVERVIEW OF ORGANIZATION AND EXPERIENCE ____________ 1
OUR UNDERSTANDING OF THE REQUESTED SERVICES ..................................................... 1
PRIMARY CONTACT .................................................................................................................................................. 1
OUR FIRM HISTORY AND EXPERIENCE .................................................................................................. 1
SMALL BUSINESS/MINORITY BUSINESS ................................................................................................ 2
STATEMENT OF PROFESSIONAL STANDARDS ............................................................................. 2
PROPOSED RECRUITMENT STRATEGY __________________________ 3
DEVELOPING THE CANDIDATE PROFILE ............................................................................................. 3
ADVERTISING CAMPAIGN AND RECRUITMENT BROCHURE ....................................... 3
RECRUITING CANDIDATES ................................................................................................................................. 3
SCREENING CANDIDATES ................................................................................................................................ 4
PRELIMINARY INTERVIEWS ................................................................................................................................... 4
PUBLIC RECORDS SEARCH ................................................................................................................................. 4
RECOMMENDATIONS ........................................................................................................................................... 4
FINAL INTERVIEWS ........................................................................................................................................................ 4
BACKGROUND CHECKS/DETAILED REFERENCE CHECKS .............................................. 5
NEGOTIATIONS ............................................................................................................................................................. 5
COMPLETE ADMINISTRATIVE ASSISTANCE ..................................................................................... 5
PROJECT PERSONNEL ___________________________________________ 6
S. RENÉE NARLOCH, PRESIDENT ................................................................................................................... 6
ELLIOTT S. PERVINICH, VICE PRESIDENT ................................................................................................. 6
LIANA VELEZ THOMPSON, SENIOR CONSULTANT................................................................. 6
FEE STRUCTURE ___________________________________________________ 7
PROFESSIONAL FEE AND EXPENSES ....................................................................................................... 7
CANDIDATE TRAVEL .................................................................................................................................................. 7
PAYMENT .............................................................................................................................................................................. 7
GUARANTEE ....................................................................................................................................................................... 7
PROPOSED TIMELINE AND AVAILABILITY _______________________ 8
SCHEDULE ............................................................................................................................................................................. 8
CLIENTS/REFERENCES ___________________________________________ 9
CLIENTS.................................................................................................................................................................................... 9
REFERENCES .................................................................................................................................................................. 11
TAB 2. OVERVIEW OF ORGANIZATION AND
RELEVANT EXPERIENCE ________________________________
S. RENÉE NARLOCH & ASSOCIATES OVERVIEW OF ORGANIZATION AND EXPERIENCE PAGE 1
S. Renée Narloch & Associates is highly qualified to assist the City of Clearwater in recruiting the new
City Attorney. We have extensive experience providing recruitment services, ranging from the initial
contact with candidates to the successful hiring and placement of candidates.
We are able to manage all aspects of the recruitment process successfully. We will work closely with
the City to protect the recruitment's integrity and ensure a successful outcome. The City can be assured
we will place a high priority on this recruitment, and our dedicated staff will provide their full attention
throughout the entire recruitment process. Our recruiters have served hundreds of public sector clients,
and we understand the importance of an objective and thorough process.
PRIMARY CONTACT
Ms. S. Renée Narloch, President, will conduct the City Attorney recruitment for the City of Clearwater.
Her contact information is as follows:
S. Renée Narloch, President
2910 Kerry Forest Pkwy D4-242
Tallahassee, FL 32309
P: 850.391.0000
Email: reneen@srnsearch.com
Website: www.srnsearch.com
OUR FIRM HISTORY AND EXPERIENCE
S. Renée Narloch & Associates’ recruiters are known throughout the industry as leading public sector
recruiters by clients and candidates. We have a reputation for conducting quality searches that place
candidates ideally suited to meet our clients’ needs. We pride ourselves on our responsiveness to
clients and candidates, and we assure the City of Clearwater that the highest caliber of service will
be provided throughout the recruitment process.
S. Renée Narloch & Associates is a small, woman-owned business incorporated in Florida. For many
years, Ms. Narloch served as the Senior Vice President of Recruitment for a national public sector
consulting firm. Her career in public sector recruitment spans over 25 years, during which time she has
participated in hundreds of public sector searches nationwide. In addition, our firm is comprised of
individuals who are highly trained and experienced in the recruitment of public sector executives. The
office of S. Renée Narloch & Associates is in Tallahassee, Florida.
S. Renée Narloch & Associates is currently conducting recruitments on behalf of the City of St. Pete
Beach, FL (Director of Human Resources); Seminole County, FL (Director of Development Services;
County Engineer); City of Madeira Beach, FL (City Manager; Building Official); City of West Palm
Beach, FL (Transportation Engineer); Opportunity Home San Antonio, TX (Senior Director of
Development Services and Neighborhood Revitalization); City of Baytown, TX (Public Works &
Engineering Director); City of North Myrtle Beach, SC (Director of Public Works); and Taylor County,
FL (Director of Engineering).
OVERVIEW OF ORGANIZATION AND EXPERIENCE
S. RENÉE NARLOCH & ASSOCIATES OVERVIEW OF ORGANIZATION AND EXPERIENCE PAGE 2
Ms. S. Renée Narloch, President, has extensive experience conducting public sector executive
recruitments throughout the nation, including more than 500 searches for clients such as the City of
Port St. Lucie, FL (City Attorney); City of Cape Coral, FL (City Attorney); Seminole County, FL (County
Attorney; County Manager); Toho Water Authority, FL (General Counsel; Executive Director); Broward
County, FL (County Attorney; Assistant Director of Economic & Small Business Development; Port
Everglades Chief Executive/Port Director; Port Everglades Director of Business Development); Lee
County, FL (County Attorney; County Manager); City of Fort Lauderdale, FL (City Attorney; Finance
Director; City Manager; Assistant City Manager; Building Official; Director of Sustainable
Development; Deputy Director of Human Resources); City of Gainesville, FL (City Attorney; City
Auditor; Chief Plans Examiner; Building Inspector; Planner IV); City of Margate, FL (City Attorney;
Director of Environmental and Engineering Services); City of Coconut Creek, FL (City Attorney); City
of Baytown TX (City Attorney; Assistant City Manager; Police Chief; Director of Public Affairs); and
many others.
We maintain a database of potential candidates, and our vast network of contacts and resources will
be invaluable in identifying outstanding candidates, including those who may not be currently looking
for opportunities. Our experience, proven recruitment process, expansive network of contacts, and
knowledge of exceptional candidates will ensure the City of Clearwater has a quality group of finalists
from which to select the new City Attorney.
SMALL BUSINESS/MINORITY BUSINESS
S. Renée Narloch & Associates is, by federal and state guidelines, considered a small, woman-owned
business based on the size of our firm, our annual business earnings, and the percentage of ownership
held (100%) by a woman/minority.
STATEMENT OF PROFESSIONAL STANDARDS
S. Renée Narloch & Associates believes in sound and ethical business practices. We understand that
confidence and respect are imperative to our success. Our services to clients and candidates involve
relationships that depend on good faith efforts. We conduct business forthrightly with no intentional
misrepresentations, which could mislead clients or candidates. We refrain from using sourcing
techniques that involve deception or falsehood and do not engage in activities that violate antitrust
laws. Communication between us, our clients, and candidates is impartial and accurate. We make a
concerted effort to see that the position, our clients, and candidates are represented honestly and
factually. We honor the confidentiality of proprietary information received from clients and candidates
and will disclose any knowledge of potential conflicts of interest to client agencies and candidates.
TAB 3. RECRUITMENT STRATEGY _______________________
S. RENÉE NARLOCH & ASSOCIATES PROPOSED RECRUITMENT STRATEGY PAGE 3
PROPOSED RECRUITMENT STRATEGY
S. Renée Narloch & Associates’ unique, client-driven approach to executive search will ensure that the
City of Clearwater has a pool of high-quality candidates from which to select the new City Attorney.
Outlined below are the services we provide in our recruitment process.
DEVELOPING THE CANDIDATE PROFILE
Understanding the City’s requirements will be the foundation of a successful search. We will work
directly with the Mayor and City Councilmembers, City Staff, and others involved in the process to
learn as much as possible about what the organization expects of a new City Attorney. We can also
meet with other key staff or community members to gather information. We want to learn about the
values and culture of the organization, as well as understand the current issues, challenges, and
opportunities that the City of Clearwater faces. We also want to be fully acquainted with the City’s
expectations regarding the knowledge, skills, and abilities sought in the ideal candidate, and we will
work with your organization to identify expectations regarding education and experience.
Additionally, we want to discuss expectations regarding compensation and other items necessary to
complete the successful appointment of the ideal candidate. As part of this process, we will evaluate
the compensation and benefits of the City Attorney position. Based on these discussions, we will
develop a profile addressing the responsibilities, core competencies, professional characteristics and
traits, education and training, operational and organizational issues, and other relevant factors. The
profile we develop together at this stage will guide our recruitment efforts.
ADVERTISING CAMPAIGN AND RECRUITMENT BROCHURE
After understanding the City’s needs, we will design an appropriate advertising campaign for the
recruitment. We will focus on professional journals suited explicitly to the City Attorney search, such as
the Florida Bar Newsletter, utilizing venues that will ensure a diverse pool of applicants, including
qualified minority and women candidates. We will also utilize social media and develop a professional
recruitment brochure on the City’s behalf, highlighting the community, organization, position, and
compensation. Once completed, we will mail the brochure to an extensive audience, informing them
of the exciting opportunity with the City.
RECRUITING CANDIDATES
After cross-referencing the ideal candidate's profile with our database of thousands of candidates
and our contacts in the field, we will conduct an aggressive outreach effort that includes making
personal calls to prospective applicants to identify and recruit outstanding candidates, including
qualified minority and women candidates. We realize that the best candidate is often not looking for
a new job, and this is the person that we actively pursue to become a candidate. Aggressively
marketing the City Attorney position to prospective candidates will be essential to the success of the
search.
S. RENÉE NARLOCH & ASSOCIATES PROPOSED RECRUITMENT STRATEGY PAGE 4
SCREENING CANDIDATES
Following the closing date for the recruitment, we will screen all resumes and cover letters using the
criteria established in our initial meetings to narrow the field of candidates.
PRELIMINARY INTERVIEWS
We will conduct preliminary interviews with the top 10 to 12 candidates to determine which
candidates have the greatest potential to succeed in your organization. During the interviews, we will
explore each candidate’s background and experience as it pertains to the City Attorney position. In
addition, we will discuss the candidate’s motivation for applying for the position and assess their
knowledge, skills, and abilities. We will devote specific attention to determining the likelihood of the
candidate’s acceptance of the position if an offer of employment is made.
PUBLIC RECORDS SEARCH
Following the interviews, we will review published articles that reference each candidate. Various
sources will be consulted, including Lexis-Nexis™, a newspaper/magazine search engine, Google, and
local papers from the communities in which the candidates have worked. This brings to our attention
any further detailed inquiries that we may need to make at this time.
RECOMMENDATIONS
Based on the information gathered through meetings with your organization and preliminary interviews
with candidates, we will typically recommend three to five candidates for your consideration. We will
prepare a report on each candidate that focuses on the results of our interviews and public record
searches, to include detailed information about the candidates’ professional experiences,
accomplishments, strengths, potential gaps, and background information. We will make specific
recommendations, but the final selection of those to be considered will be up to you.
FINAL INTERVIEWS
Our years of experience will be invaluable as we help you develop an interview process that
objectively assesses each candidate's qualifications. We will adopt an approach that fits your needs,
whether a traditional interview, multiple interview panel, or assessment center process. We will provide
you with suggested interview questions and rating forms and will be present at the interviews to
facilitate the process. Our expertise lies in facilitating the discussion to bring a consensus regarding
the final candidates.
We will work closely with your staff to coordinate and schedule interviews and candidate travel. Our
goal is to ensure that each candidate has a positive experience since the entire process will affect the
candidates’ perception of your organization.
S. RENÉE NARLOCH & ASSOCIATES PROPOSED RECRUITMENT STRATEGY PAGE 5
BACKGROUND CHECKS/DETAILED REFERENCE CHECKS
Based on the final interviews, we will conduct criminal, civil litigation, and motor vehicle record checks
on the top one to three candidates. In addition, those candidates will be the subjects of detailed,
confidential reference checks. To gain an accurate and honest appraisal of the candidates’ strengths
and weaknesses, we will talk candidly with people with direct knowledge of their work and
management style. We will ask candidates to provide the names of their supervisors, subordinates,
and peers for the past several years. Additionally, we will speak confidentially to individuals known
to have insight into a candidate’s abilities, but who may not be on their preferred list of contacts. At
this stage in the recruitment process, we will verify candidates’ educational backgrounds and any
required certifications.
NEGOTIATIONS
We recognize the critical importance of successful negotiations and can serve as your representative
during this process. Our experience provides insight into current industry standards and expectations
in negotiating contracts, and we will be available to advise you regarding current approaches to
complex issues such as housing and relocation. To secure your chosen candidate's appointment, we
will represent your interests and advise you regarding salary, benefits, and employment agreements.
We have the expertise to turn a sensitive aspect of the recruitment into one viewed positively by both
you and the candidate.
COMPLETE ADMINISTRATIVE ASSISTANCE
Throughout the recruitment, we will provide the City with updates on the status of the search and a
schedule for actions and deliverables at the beginning of the process. We will also take care of all
administrative details on your behalf. Candidates will receive personal correspondence advising them
of their status at each critical point during the recruitment. In addition, we will respond to inquiries
about the status of their candidacy within 24 hours. Every administrative detail will receive our
attention.
TAB 4. PROJECT PERSONNEL ________________________
S. RENÉE NARLOCH & ASSOCIATES PROJECT PERSONNEL PAGE 6
PROJECT PERSONNEL
Our staff at S. Renée Narloch & Associates is comprised of a diverse group of individuals with extensive
experience in recruiting public sector executives. The team assigned to the City Attorney search will
include Ms. Narloch, the lead consultant, with assistance from Mr. Elliott Pervinich and Ms. Liana Velez
Thompson.
S. RENÉE NARLOCH, PRESIDENT
Ms. Narloch is the President of S. Renée Narloch & Associates and the Director of our office in
Tallahassee, Florida. She is recognized as one of the nation’s leading public sector recruiters. She has
more than 25 years of experience conducting public sector recruitments and has participated in more
than 400 searches nationwide. Before forming S. Renée Narloch & Associates, Ms. Narloch served ten
years as the Senior Vice President of a public sector executive search firm responsible for clients in 40
states from Texas northward to the East Coast. She also previously served as a Senior Recruiter with
DMG and MAXIMUS with sole responsibility for the firm’s executive search practice in the Southeastern,
Mid-Atlantic, and Midwestern states. Ms. Narloch is considered an expert in public sector recruitment
and is often a guest speaker at the International City/County Management Association (ICMA) Annual
Conference. Ms. Narloch received her Bachelor of Science degree in Information Studies, summa cum
laude, from Florida State University, Tallahassee, Florida.
ELLIOTT S. PERVINICH, VICE PRESIDENT
Mr. Pervinich is the Vice President of S. Renée Narloch & Associates’ office in Tallahassee, Florida. He
concentrates on client outreach and business operations. Mr. Pervinich previously worked for a local
city government in central Texas as a team-building trainer and facilitator in corporate development,
which has given him great insight into the needs of our clients. He has twelve years of experience in
executive administration in the local government and the for-profit sectors. Mr. Pervinich received his
Bachelor of Science in Recreation and Leisure Services Administration from Florida State University,
Tallahassee, Florida.
LIANA VELEZ THOMPSON, SENIOR CONSULTANT
As a Senior Consultant with S. Renée Narloch & Associates, Ms. Thompson is responsible for research,
candidate recruitment, screening, reference checks, and background verifications. She focuses on
client communication and works closely with clients to coordinate candidate outreach and ensure a
successful search. Before joining S. Renée Narloch & Associates, Ms. Thompson spent several years in
special education. Ms. Thompson received her Bachelor of Arts degree, magna cum laude, and a
Master of Special Education from Florida State University, Tallahassee, Florida.
TAB 5. FEE STRUCTURE __________________________________
S. RENÉE NARLOCH & ASSOCIATES FEE STRUCTURE PAGE 7
FEE STRUCTURE
PROFESSIONAL FEE AND EXPENSE
The professional fee for conducting this recruitment on behalf of the City of Clearwater is $24,500,
plus actual expenses. Services covered by the fee consist of all steps outlined in this proposal, including
up to three (3) onsite/video meetings. Expenses are estimated not to exceed $5,450 and include items
such as the cost of consultant travel, clerical support, placement of ads, newspaper searches, education
verification, as well as credit, criminal, and civil checks. In addition, postage, photocopying, and
telephone charges are included and will be allocated. Expenses related to the use of audio/video
conferencing equipment by the City for interviews and candidates’ travel for interviews are the
responsibility of the City of Clearwater.
CANDIDATE TRAVEL
Concerning candidate travel for interviews, we typically ask candidates to make their travel
arrangements and advise them that the City will reimburse them directly for reasonable airfare, hotel,
and auto expenses if allowed. We advise candidates on what is standard and customary in the
industry, as well as the City’s expectations and parameters regarding travel. Our experience has been
that candidates use discretion and stay within reasonable limits in pricing and scheduling.
PAYMENT
We will invoice the City of Clearwater monthly for professional fees and expenses for services incurred
as of the invoice date. We expect invoice payment within 30 days of receipt by the City. Typically,
this results in three monthly invoices of 30% of professional fees and expenses, with a final invoice for
the remaining ten percent of professional fees due upon the selection of the finalist.
GUARANTEE
We guarantee that, should the selected candidate be terminated for cause within the first year of
employment, we will search again at no cost (except expenses) to the City. We are confident in our
ability to recruit outstanding candidates and do not expect the City to find it necessary to exercise this
provision.
TAB 6. TIMELINE _________________________________________
S. RENÉE NARLOCH & ASSOCIATES TIMELINE PAGE 8
PROPOSED TIMELINE AND AVAILABILITY
We are available to begin the search for the City Attorney immediately, and our current workload is
such that we can ensure the City will receive our full attention throughout the entire recruitment process.
We will be prepared to recommend finalists within 75 to 90 days from the start of the search. A
standard recruitment can typically be completed in less than 16 weeks and follows an approach and
schedule similar to the one below:
WEEK TASK:
1 Conduct meetings with the Mayor and City Councilmembers, City Staff, and others
involved in the process.
2 Develop a recruitment brochure and advertisements.
3 City reviews recruitment brochure and advertisements.
4 Recruitment brochure printed and advertisements placed
5 Active recruitment of candidates begins.
9 Closing date
10 Screen resumes
11-12 Recruiter interviews top candidates
12-13 Public records search
14 Review recommendations with the Mayor and City Council, City Staff, and others
involved in the process.
15 Candidates interview with the Mayor and City Council, follow-up interviews, and
consultant reference/background checks.
16 Candidate selected
TAB 7. REFERENCES ___________________________________
S. RENÉE NARLOCH & ASSOCIATES CLIENTS/REFERENCES PAGE 9
CLIENTS/REFERENCES
CLIENTS
S. Renée Narloch & Associates' recruiters have extensive experience, placing more than 400 public
sector professionals. Below is a partial list of clients we recruited for in the last few years. For a
complete client list, please contact us.
City of Cape Coral, FL
City Attorney
City of Port St. Lucie, FL
City Attorney
Seminole County, FL
County Attorney; County Manager
City of Fort Lauderdale, FL
City Attorney; Finance Director; City Manager;
Assistant City Manager; Building Official;
Director of Sustainable Development; Deputy
Director of Human Resources
City of Gainesville, FL
City Attorney; City Auditor; Chief Plans Examiner;
Building Inspector; Planner IV
City of Margate, FL
City Attorney; Director of Environmental and
Engineering Services
City of Coconut Creek, FL
City Attorney
City of Port St. Lucie, FL
City Attorney
Lee County, FL
County Attorney; County Manager
Johnson County, KS
County Auditor; County Appraiser; Chief Legal
Counsel
Broward County, FL
County Attorney; Assistant Director of Economic
& Small Business Development; Port Everglades
Chief Executive/Port Director; Port Everglades
Director of Business Development
City of Boca Raton, FL
Building Official; Risk Manager
City of Dunedin, FL
Community Development Director;
Communications Director; City Manager;
Finance Director; City Clerk
City of St. Pete Beach, FL
Building Official
City of Coral Springs, FL
City Manager; Director of Economic
Development; Deputy City Manager (2
positions); Director of Finance; Police Chief
City of St. Cloud, FL
IT Director; Environmental Utilities Director;
Human Resources & Risk Management Director;
Police Chief
Workforce Development Board (WDB), OH
Executive Director/CEO
Sumter County, FL
Public Works Director; Fire Chief; Development
Services Director; Assistant Public Works Director
Engineer; Staff Engineer
City of San Antonio, TX
Assistant Finance Director – Procurement
City of Tallahassee, FL
City Manager; Human Resource Director; Fire
Chief; Director of Airport; Assistant General
Manager - Underground Utilities & Public
Infrastructure (Engineering Division)
San Antonio Housing Authority (SAHA), TX
Director of Community Development Initiatives;
Development Services & Neighborhood
Revitalization Officer; Director of Information
Technology; Director of Human Resources;
President and CEO; Director of Federal Housing
Programs; Chief Operating Officer; Director of
Communications and Public Affairs
SOS Children’s Villages – Florida
Chief Executive Officer
Virginia Commonwealth University (VCU),
Richmond, VA
Police Chief
Alexandria Redevelopment and Housing
Authority (ARHA), VA
Chief Executive Officer
Portsmouth Redevelopment & Housing Authority
(PRHA), VA
Executive Director
Housing Authority of the City of Tulsa, OK
President/CEO; VP/CFO
New Orleans Redevelopment Authority, LA
Executive Director
City of Oak Creek, WI
City Administrator
Houston Housing Authority, TX
President/CEO
S. RENÉE NARLOCH & ASSOCIATES CLIENTS/REFERENCES PAGE 10
City of Durham, NC
Director of Technology Solutions
Cumberland County, NC
Assistant County Manager – Community Support
Services; Human Resources Director
City of Sugar Land, TX
Assistant Director of Finance; Director of Budget
& Strategy
City of Topeka, KS
City Manager; Administrative and Financial
Services Director
Rochester-Genesee Regional Transportation
Authority (RGRTA), NY
Chief Executive Officer (CEO)
City of Arlington, TX
Deputy City Manager; Parks & Recreation
Director
Florida Public Transportation Association
Executive Director
Leon County (Tallahassee), FL
Building Official
Early Learning Coalition of Broward County, FL
Chief Executive Officer
City of Baytown, TX
Police Chief; Director of Public Affairs; City
Attorney; Assistant City Manager
Housing Authority of the City of Austin, TX
Vice President/Chief Financial Officer;
President/CEO
City of Miami Beach, FL
City Manager
International Association of Campus Law
Enforcement Administrators (IACLEA), MD
Executive Director
City of Austin, TX
Assistant Director, Public Works Engineering and
Project Delivery
City of Dallas, TX
Assistant Director of Transportation Operations;
Assistant Director of Water Utilities; City
Manager; City Attorney; Managing Director of
Environmental Quality; Assistant Director of
Street Services (Maintenance)
El Paso Water Utilities-Public Service Board, TX
President/CEO
Louisiana Housing Corporation, LA
Executive Director
Children’s Board of Hillsborough County, FL
Executive Director
Alachua County, FL
County Manager
Housing Authority of the City of Brownsville, TX
Chief Executive Officer
Pasco County, FL
County Manager
Pinellas Suncoast Transit Authority (PSTA), FL
Chief Financial Officer
Orange County, FL
Chief of Corrections
Hillsborough County, FL
Director of Head Start; Affordable Housing
Services Director; County Administrator
City of Quincy, FL
Finance Director
Fort Worth Housing Authority, TX
President/CEO
Wake County, NC
County Manager
Metropolitan Washington Airports Authority, DC
Vice President for Public Safety
Sebring Airport Authority (SAA), FL
Airport Manager
Scott Consolidated Emergency Communications
Center (Scott County, IA)
Emergency Services Dispatch Director
City of Virginia Beach, VA
Deputy City Manager; Assistant Human Services
Director
Wayne County, MI
Deputy Chief Director of Personnel; Chief
Deputy CFO
City of Newport News, VA
Fire Chief
City of West Palm Beach, FL
Director of Public Utilities; Director of Engineering
Services
City of Rye, NY
City Manager
Franklin County, OH
County Administrator; Animal Care & Control
Services Director; Director of Job & Family
Services
Sedgwick County, KS
County Manager; Health Department Director;
Director of Human Resources
City of Wichita, KS
Director of Law; Director of Housing &
Community Services
Dallas County, TX
Director of Human Resources
Palm Beach County, FL
County Administrator; Director of Capital
Improvements
South Padre Island, TX
Convention & Visitors Bureau Director
S. RENÉE NARLOCH & ASSOCIATES CLIENTS/REFERENCES PAGE 11
Town of Lake Lure, NC
Town Manager; Project Manager
Town of Addison, TX
City Manager
Durham County, NC
Fire Marshal/City-County Emergency
Management Director
City of Dania Beach, FL
City Manager
City of Hallandale Beach, FL
Comptroller
York County, SC
County Manager
Consolidated Dispatch Agency (Tallahassee), FL
Director
City of Washington, IL
City Administrator
Miami-Dade Public Housing and Community
Development
Director of Public Housing Division; PHCD
Development Director; RAD Program Manager;
Housing Choice Voucher Division Director
TOHO Water Authority, FL
Executive Director; General Counsel
Collier County, FL
Director of Facilities Management
City of Thomasville, GA
City Manager; Assistant City Manager; City
Engineer
Western Reserve Transit Authority, OH
Executive Director
City of Charlottesville, VA
City Manager
Greater Richmond Transit Co (GRTC), VA
Chief Executive Officer
Community Coordinate Care for Children (4C), FL
Chief Officer of Education
Person County, NC
County Manager
Cincinnati Metropolitan Housing Authority
(CMHA), OH
Director of Accounting
Centre Area Transportation Authority (CATA), PA
Director of Transportation, Director of Finance,
Data Analyst
REFERENCES
Clients and candidates provide the best testament to our ability to conduct quality searches. Listed
below are a few of our recent clients.
CLIENT: Seminole County, FL (Reference Letter included with Proposal Submittal)
REFERENCE: Ms. Meloney Koontz, Assistant County Manager
(407) 665-7225; mkoontz@seminolecountyfl.gov
POSITIONS: County Attorney; County Manager
CLIENT: City of Port St. Lucie, FL
REFERENCE: Ms. Kristina Ciuperger, Deputy City Manager
(772) 871-5207; kristinac@cityofpsl.com
POSITION: City Attorney
CLIENT: City of Cape Coral, FL
REFERENCE: Ms. Nancy Deutsch, Human Resources Director
(239) 574-0528 ext. 4528; ndeutsch@capecoral.gov
POSITIONS: City Attorney; Public Works Director
January 26, 2023
Ms. Renee Narloch, President Narloch & Associates
2910 Kerry Forest Parkway D4-242
Tallahassee, FL 32309
Dear Ms. Narloch:
The Seminole County Board of County Commissioners would like to commend you on the
tremendous performance of you and your team, as you guided us through the critically important task of finding the perfect fit to fill the County Manager role in our organization.
From start to finish, Narloch & Associates’ efforts in a nation-wide search was done with
excellence, experience, and a well-executed plan to cross the finish line with success.
Your expertise and dedication to understanding the needs of every constituency in this process was evident and much appreciated. On behalf of the employees, citizens, and Board, we thank
you, for bringing us the very best candidates from which to choose.
Sincerely,
Amy Lockhart, Chairman
Seminole County Board of County Commissioners
cc: BCC
TAB 8. FORMS __________________________________________
4
Certification form:
By signing and submitting this proposal, the Vendor certifies that s/he has read, understands, and is in compliance
with the specifications, Terms and Conditions at City of Clearwater Terms and Conditions, and attachment(s)
provided. Vendor certifies that s/he will provide the materials or services specified in compliance with all
applicable laws. The signatory is an officer or duly authorized agent of the Vendor with full power and authority
to submit binding offers for the goods or services as specified herein.
Company Name:__________________________________________________________________________________
Address:______________________________________ City:_____________________ State:_____ Zip:____________
Signature:______________________________________________ Title:______________________________________
Printed name:___________________________________________ Date:_____________________________________
Contact phone:________________________________ Contact e-mail:_______________________________________
S. Renée Narloch
NP&S Management Inc. d/b/aS. Renée Narloch & Associates
2910 Kerry Forest Pkwy, D4-242 Tallahassee FL 32309
President
1/16/2026
850-391-0000 info@srnsearch.com