HomeMy WebLinkAbout2025-09-09 Council Appointed Officers Committee Agenda PacketCOUNCIL APPOINTED OFFICER COMMITTEE
Special Meeting
Tuesday, September 09, 2025
Council Chambers & Hybrid
4:00 PM
All Council Committee meetings will be held as “hybrid” meetings with the option to attend by
teleconference/video conference or in person. To maximize public safety while still maintaining
transparency and public access, members of the public can choose to participate from home or
attend in person. Information on how the public may observe and participate in the meeting is
located at the end of the agenda. Masks are strongly encouraged if attending in person. The
meeting will be broadcast live on Zoom and on YouTube
at https://www.youtube.com/c/cityofpaloalto.
VIRTUAL PARTICIPATION CLICK HERE TO JOIN (https://cityofpaloalto.zoom.us/j/89296018574 )
Meeting ID: 892 9601 8574 Phone: 1(669)900-6833
PUBLIC COMMENTS
General Public Comment for items not on the agenda will be accepted in person for up to three
minutes or an amount of time determined by the Chair. General public comment will be heard
for 30 minutes. Additional public comments, if any, will be heard at the end of the agenda.
Public comments for agendized items will be accepted both in person and via Zoom for up to
three minutes or an amount of time determined by the Chair. Requests to speak will be taken
until 5 minutes after the staff’s presentation or as determined by the Chair. Written public
comments can be submitted in advance to city.council@PaloAlto.gov and will be provided to
the Council and available for inspection on the City’s website. Please clearly indicate which
agenda item you are referencing in your subject line.
PowerPoints, videos, or other media to be presented during public comment are accepted only
by email to city.clerk@PaloAlto.gov at least 24 hours prior to the meeting. Once received, the
Clerk will have them shared at public comment for the specified item. To uphold strong
cybersecurity management practices, USB’s or other physical electronic storage devices are not
accepted.
Signs and symbolic materials less than 2 feet by 3 feet are permitted provided that: (1) sticks,
posts, poles or similar/other type of handle objects are strictly prohibited; (2) the items do not
create a facility, fire, or safety hazard; and (3) persons with such items remain seated when
displaying them and must not raise the items above shoulder level, obstruct the view or passage
of other attendees, or otherwise disturb the business of the meeting.
1 September 09, 2025
Materials submitted after distribution of the agenda packet are available for public inspection at www.paloalto.gov/agendas.
CALL TO ORDER
PUBLIC COMMENTS
Members of the public may speak in-person ONLY to any item NOT on the agenda. 1-3 minutes depending on number of
speakers. Public Comment is limited to 30 minutes. Additional public comments, if any, will be heard at the end of the agenda.
ACTION ITEM
1.Executive recruitment process review for Council Appointed Officer (City Attorney)
including recommendation of executive recruitment firm and feedback on overall process.
FUTURE AGENDA ITEMS
Members of the public may not speak to the item(s)
ADJOURNMENT
2 September 09, 2025
Materials submitted after distribution of the agenda packet are available for public inspection at www.paloalto.gov/agendas.
PUBLIC COMMENT INSTRUCTIONS
Members of the Public may provide public comments to teleconference meetings via email,
teleconference, or by phone.
1.Written public comments may be submitted by email to city.council@PaloAlto.gov.
2.For in person public comments please complete a speaker request card located on the
table at the entrance to the Council Chambers and deliver it to the Clerk prior to
discussion of the item.
3.Spoken public comments for agendized items using a computer or smart phone will be
accepted through the teleconference meeting. To address the Council, click on the link
below to access a Zoom-based meeting. Please read the following instructions carefully.
◦You may download the Zoom client or connect to the meeting in- browser. If using
your browser, make sure you are using a current, up-to-date browser: Chrome 30 ,
Firefox 27 , Microsoft Edge 12 , Safari 7 . Certain functionality may be disabled in
older browsers including Internet Explorer. Or download the Zoom application onto
your smart phone from the Apple App Store or Google Play Store and enter in the
Meeting ID below.
◦You may be asked to enter an email address and name. We request that you
identify yourself by name as this will be visible online and will be used to notify you
that it is your turn to speak.
◦When you wish to speak on an Agenda Item, click on “raise hand.” The Clerk will
activate and unmute speakers in turn. Speakers will be notified shortly before they
are called to speak.
◦When called, please limit your remarks to the time limit allotted. A timer will be
shown on the computer to help keep track of your comments.
4.Spoken public comments for agendized items using a phone use the telephone number
listed below. When you wish to speak on an agenda item hit *9 on your phone so we
know that you wish to speak. You will be asked to provide your first and last name before
addressing the Council. You will be advised how long you have to speak. When called
please limit your remarks to the agenda item and time limit allotted.
CLICK HERE TO JOIN Meeting ID: 892 9601 8574 Phone: 1(669)900-6833
Americans with Disability Act (ADA) It is the policy of the City of Palo Alto to offer its public
programs, services and meetings in a manner that is readily accessible to all. Persons with
disabilities who require materials in an appropriate alternative format or who require auxiliary
aids to access City meetings, programs, or services may contact the City’s ADA Coordinator at
(650) 329-2550 (voice) or by emailing ada@paloalto.gov. Requests for assistance or
accommodations must be submitted at least 24 hours in advance of the meeting, program, or
service.
3 September 09, 2025
Materials submitted after distribution of the agenda packet are available for public inspection at www.paloalto.gov/agendas.
California Government Code §84308, commonly referred to as the "Levine Act," prohibits an
elected official of a local government agency from participating in a proceeding involving a
license, permit, or other entitlement for use if the official received a campaign contribution
exceeding $500 from a party or participant, including their agents, to the proceeding within the
last 12 months. A “license, permit, or other entitlement for use” includes most land use and
planning approvals and the approval of contracts that are not subject to lowest responsible bid
procedures and have a value over $50,000. A “party” is a person who files an application for, or
is the subject of, a proceeding involving a license, permit, or other entitlement for use. A
“participant” is a person who actively supports or opposes a particular decision in a proceeding
involving a license, permit, or other entitlement for use, and has a financial interest in the
decision. The Levine Act incorporates the definition of “financial interest” in the Political Reform
Act, which encompasses interests in business entities, real property, sources of income, sources
of gifts, and personal finances that may be affected by the Council’s actions. If you qualify as a
“party” or “participant” to a proceeding, and you have made a campaign contribution to a
Council Member exceeding $500 made within the last 12 months, you must disclose the
campaign contribution before making your comments.
4 September 09, 2025
Materials submitted after distribution of the agenda packet are available for public inspection at www.paloalto.gov/agendas.
Council Appointed Officers Committee
Staff Report
Report Type: ACTION ITEM
Lead Department: Human Resources
Meeting Date: September 9, 2025
Report #:2508-5124
TITLE
Executive recruitment process review for Council Appointed Officer (City Attorney) including
recommendation of executive recruitment firm and feedback on overall process.
RECOMMENDATION
Staff recommend that the Council Appointed Officers Committee recommend City
Council approve selection of an executive recruitment firm and the recruitment
process and general timeline.
BACKGROUND
This position is one of the four Council Appointed Officer roles defined in Article IV of the City’s
Charter. The position is further defined in the Palo Alto Municipal Code:
2.08.120 Office and duties of the city attorney.
(a) The office of the city attorney shall be under the direction of a city attorney who shall be
accountable to the city council. The duties of the city attorney shall be as follows:
(1) To advise the council, the city manager, boards, commissions and all officers and
departments of the city on all matters of law;
(2) To draft, or assist in the drafting of, all ordinances, resolutions, agreements, and contracts
to be made or entered into by the city, and approve the form of such instruments;
(3) To prosecute all violators of city ordinances and to represent the city in all actions at law;
(4) To have authority to appoint deputies and assistants in accordance with control
procedures for that purpose and administered by the department of human resources; provided,
that the appointment of the chief assistant city attorney shall be approved by at least a majority
of the council;
(5) To defend any officer or employee of the city in any action arising out of the performance
of the official duties of such officer or employee;
(6) To perform such other duties as may be required by the Charter or as the council may
require.
Item 1
Item 1 Staff Report
Item 1: Staff Report Pg. 1 Packet Pg. 5 of 57
(Ord. 5494 § 2 (part), 2020: Ord. 5427 § 1, 2018: Ord. 4274 § 1 (part), 1995)
The current employment agreement provides a base salary of $365,266 and a benefits package
consistent with the Management Compensation Plan1. This amount has been adjusted annually
through the Council Appointed Officers annual performance review process. Council Appointed
Officers are offered a 401 (a) deferred compensation plan, a benefit unique to Council
Appointed Officers.
ANALYSIS
Executive Recruitment Proposals
To ensure a competitive and high-quality process, staff solicited proposals from multiple
experienced and knowledgeable executive recruitment firms with proven success in placing
council appointees and senior municipal executives.
Proposal highlights include:
Executive
Recruitment Firm
Recent Placements Assigned Recruiter Cost
Bob Murray and
Assoc.
City Attorney Livermore, CA
(active)
Chief Public Defender County of
Dallas, TX
City Attorney Ventura, CA
General Counsel ACC Transit
District
County Counsel Monterey, CA
Valerie Gaeta Phillips/
Gary Phillips
$39,000
Peckham and
McKenney
City Attorney & Assistant
Brentwood, CA
City Attorney Marina, CA
County Counsel Napa, CA
Chief Assistant City Attorney
Pasadena, CA
City Attorney Redding, CA
Roberta Greathouse $30,000
Teri Black and Co. Mountain View, CA
Fremont, CA
San Mateo, CA
Cupertino, CA
Burlingame, CA
$37,000
1 City Council Meeting December 09, 2024, Agenta Item #17, Employment agreements
8
0
7
7
Item 1
Item 1 Staff Report
Item 1: Staff Report Pg. 2 Packet Pg. 6 of 57
Full proposals for each firm, including full list of recent placements, bios, and methodology, can
be found in attachments A.
Recruiter fees are generally in the range of $30,000-$40,000, plus reimbursable expenses such
as advertising, background checks, and candidate travel (if applicable).
Staff are currently aware of active recruitments for City Attorneys in the City of Morgan Hill,
Livermore, Los Banos, and Milpitas and for Assistant City Attorneys in Burbank, Antioch, San
Mateo, and Los Angeles.
Executive Recruitment Process and Timeline
Typical executive recruitments take approximately 4-6 months. Below is the recommended
process and timeline:
Recruitment Stages Timeline Action Items
Planning and Candidate
Profile Development
4-6 weeks Selection of executive firm by CAO Committee
Stakeholder interviews and development of
marketing materials, including job brochure
Facilitated feedback on ideal candidate
characteristics
Review and affirm recruitment process steps
and timeline, including firm dates for
interviews.
Advertising and Sourcing 4-5 weeks Job posted on City’s Page, NEOGOV, and
Careers in Government
Executive recruiter posts on their site, sends
mailers, conducts active sourcing calls of
known qualified candidates
Paid advertising on specific job boards,
CalCities, Cal-ICMA, CALPELRA, industry pages,
and other associations.
Candidate Review and
Screening
3-4 weeks Executive recruiter screens all applicants to
determine best qualified
Conducts supplemental questionnaires,
screening, and interviews with best qualified.
Item 1
Item 1 Staff Report
Item 1: Staff Report Pg. 3 Packet Pg. 7 of 57
Recommendation to Council on candidates
best qualified and compensation discussed in
closed session. Council deliberates and
provides Recruiter with Not-to-Exceed amount
for salary negotiations when finalists
identified.
Candidate Selection 3-4 weeks Panel interviews with Council and stakeholders
Final round interview with Mayor and other
CAOs
Onboarding and Pre-
Employment
3-4 weeks Conditional Offer sent to top candidate
Reference and background conducted by
executive recruitment firm
Staff report brought to full Council on Action
calendar for review and appointment to
position
Final Offer letter sent after appointment
Internal onboarding process begins
If recommendations within this report are approved and moved by this committee, staff would
seek to bring the CAO Committee recommendation to the City Council on the September 29,
2025 consent agenda.
ATTACHMENTS
Attachment A: Executive Recruitment Proposal from Bob Murray and Assoc
Attachment B: Executive Recruitment Proposal from Peckham and McKenney
Attachment C: Executive Recruitment Proposal from Teri Black and Co.
APPROVED BY:
Sandra Blanch, Human Resources Director
Item 1
Item 1 Staff Report
Item 1: Staff Report Pg. 4 Packet Pg. 8 of 57
A Proposal to Conduct an Executive Recruitment
for the Position of
CITY ATTORNEY
on behalf of the
1544 Eureka Road, Suite 180
Roseville, CA 95661
(916) 784-9080
(916) 784-1985 fax
Item 1
Attachment A - Executive
Recruitment Proposal from
Bob Murray and Assoc
Item 1: Staff Report Pg. 5 Packet Pg. 9 of 57
August 18, 2025
Mayor Ed Lauing and
Members of City Council
City of Palo Alto
250 Hamilton Avenue
Palo Alto, CA 94301
Submitted via email to: Nicholas.Raisch@PaloAlto.gov
Dear Mayor Lauing & Members of City Council:
Bob Murray & Associates is pleased to submit a proposal to conduct the City Attorney
recruitment for the City of Palo Alto. The following details our unique qualifications and
describes our systematic—yet flexible—method of identifying, recruiting, and screening
outstanding candidates on your behalf. Bob Murray & Associates is proud to offer
straightforward, all-in pricing, eliminating surprises and making the experience simple
and stress-free. This proposal includes information on our proven process, a timeline,
and a guarantee.
As the premier public sector executive search firm specializing in positions that report
directly to elected boards/councils, we understand the unique dynamics, high
expectations, and political acumen required of leaders in these critical roles. We don’t
just fill positions—we ensure the candidates we present to City of Palo Alto are well-
aligned with your organization’s goals, values, and culture. Our team is composed of
experienced executive recruiters and former public-sector executives—professionals
who are passionate about public service and attuned to current trends in government
leadership. With over 34 years of experience and a network of more than 40,000
professionals and organizations, we’ve built a strong reputation for delivering
exceptional candidates and achieving repeat success with our clients.
Bob Murray & Associates recognizes that we work at the pleasure of the City Council
and our job is to facilitate the Council in finding the City’s next City Attorney. Our best
practice is to establish a strong partnership with the Council, to ensure the placement
of a City Attorney who is ideally suited to its needs. In developing this collaborative
approach, we will seek the opportunity to meet with the council members individually
to discuss their expectations for the City’s new City Attorney. The feedback received
from the council members will be essential in providing guidance when recruiting and
screening candidates for the position.
Current and recent recruitments we have completed similar in scope to your upcoming
search include the following:
Item 1
Attachment A - Executive
Recruitment Proposal from
Bob Murray and Assoc
Item 1: Staff Report Pg. 6 Packet Pg. 10 of 57
2025
City of Livermore, CA (City Attorney) -
current
County of Dallas, TX (Chief Public
Defender)
2024
City of Ventura, CA (City Attorney)
Alameda-Contra Costa Transit District
(General Counsel)
County of Monterey, CA (County
Counsel)
Yuba County Water Agency, CA
(General Counsel)
2023
City of Downey, CA (City Attorney)
City of Merced, CA (City Attorney)
City of Santa Clara, CA (City Attorney)
City of Santa Rosa, CA (City Attorney)
County of San Diego, CA (Public
Defender)
2022
Bay Area Air Quality Management
District, CA (District Counsel)
City of Fresno, CA (City Attorney)
County of Sonoma, CA (Independent
Office of Law Enforcement Review and
Outreach)
Midpeninsula Regional Open Space
District, CA (Assistant General Counsel)
Renne Public Law Group (Litigation
Attorney) (Outreach)
Renne Public Law Group (Labor and
Employment Attorney) (Outreach)
State Bar of California, CA (General
Counsel)
We work as a team on every search at Bob Murray & Associates. Your Project Lead would
be Valerie Gaeta Phillips or Gary Phillips, who would not only direct and supervise the
project team from beginning to end but also serve as the Recruiter for the project as
well.
To learn first-hand about the quality of our services and why the majority of our
engagements come from repeat and referred clients, we invite you to contact the
references listed on page 14 of the attached proposal.
We look forward to your favorable consideration of our qualifications. Please do not
hesitate to contact us at (916) 784-9080 with any questions.
Sincerely,
Valerie Gaeta Phillips
President, Bob Murray & Associates
Item 1
Attachment A - Executive
Recruitment Proposal from
Bob Murray and Assoc
Item 1: Staff Report Pg. 7 Packet Pg. 11 of 57
TABLE OF CONTENTS
THE RECRUITMENT PROCESS ........................................................................2
STEP 1 DEVELOP THE CANDIDATE PROFILE ........................................................ 2
STEP 2 DESIGN/DISTRIBUTE BROCHURE AND ADVERTISEMENTS ........................ 3
Reaching Diverse Candidates ...................................................................... 4
STEP 3 RECRUIT CANDIDATES ............................................................................ 4
STEP 4 SCREEN CANDIDATES ............................................................................. 4
STEP 5 CONDUCT PRELIMINARY INTERVIEWS ...................................................... 5
STEP 6 SEARCH PUBLIC RECORDS ...................................................................... 5
STEP 7 MAKE RECOMMENDATIONS ................................................................... 5
STEP 8 FACILITATE FINAL INTERVIEWS ................................................................ 6
STEP 9 CONDUCT BACKGROUND AND REFERENCE CHECKS ............................. 6
STEP 10 ASSIST IN NEGOTIATIONS ..................................................................... 7
COMPLETE ADMINISTRATIVE ASSISTANCE ................................................7
COSTS AND GUARANTEE ..............................................................................8
PROFESSIONAL FEE AND EXPENSES ................................................................... 8
Optional Services ........................................................................................... 8
GUARANTEE ....................................................................................................... 9
RECRUITMENT SCHEDULE .......................................................................... 10
FIRM PROFILE ................................................................................................ 10
REFERENCES ................................................................................................. 13
Item 1
Attachment A - Executive
Recruitment Proposal from
Bob Murray and Assoc
Item 1: Staff Report Pg. 8 Packet Pg. 12 of 57
Bob Murray & Associates Proposal for the City of Palo Alto Page 2
THE RECRUITMENT PROCESS
Bob Murray & Associates’ recruiters are specialists in finding positive placements and
providing security and fairness to candidates and clients while ensuring the integrity of
the search process. Outlined below are the steps in our proven recruitment process,
refined through our 34+ years of experience in executive recruiting.
STEP 1 DEVELOP THE CANDIDATE PROFILE
Our understanding of the City of Palo Alto’s needs will be key to a successful search.
Valerie Gaeta Phillips or Gary Phillips will meet virtually with the City Council and key
stakeholders to learn as much as possible about the ideal candidate for the City
Attorney position. Key stakeholders often include:
• Council/Board Members – up to five virtual one-on-one meetings with the
Recruiter
• Internal Stakeholders (e.g. Department Heads) – up to two virtual group meetings
with the Recruiter
• External Stakeholders (e.g. Chamber of Commerce, Community Groups) – one
virtual one-on-one or group meeting with the Recruiter
Internal and External Stakeholders
We find that many of our clients value a recruitment process that opens the opportunity
for employees, community members, business leaders, and organization
representatives to provide input regarding the ideal candidate. Our recruiters are
skilled in virtually facilitating group staff meetings, forums for the business community,
and/or town hall meetings that provide for equitable involvement from a variety of
constituencies.
If the City of Palo Alto desires, we will work with the City Council to create a customized
virtual community and/or staff input process. Please note: Virtual facilitation of
stakeholder meetings is included in the professional fee. On-site Recruiter facilitation is
available for an additional fee – please refer to “Costs and Guarantee” on page 7 for
pricing information.
Online Stakeholder Surveys
Sometimes clients are seeking input from a wider range of stakeholders—such as
community members, business leaders, and organization representatives—online
surveys are ideal to solicit input regarding qualities of the ideal candidate. Our
experienced recruiters excel at crafting targeted, thoughtful, open-ended questions
and can design a customized survey, providing a link for easy sharing on your website.
After closing, your dedicated Recruitment Coordinator will send you the survey
Item 1
Attachment A - Executive
Recruitment Proposal from
Bob Murray and Assoc
Item 1: Staff Report Pg. 9 Packet Pg. 13 of 57
Bob Murray & Associates Proposal for the City of Palo Alto Page 3
response data for your review and analysis. Online Surveys are available at an additional
cost under Optional Services (please refer to page 7).
We want to become familiar with the values and culture of the organization, as well as
to understand the current and future issues, challenges, and opportunities in the City of
Palo Alto.
Ms. Gaeta Phillips or Mr. Phillips will review and help define the City’s wish-list regarding
the ideal candidate’s personality, management style, knowledge, skills, and abilities and
will work with the City to identify expectations regarding education and experience. The
City Council and Ms. Gaeta Phillips or Mr. Phillips will discuss compensation, benefits,
and other key information necessary to ensure that outstanding candidates are attracted
to this opportunity. The profile we develop together at this stage will drive subsequent
recruitment efforts.
STEP 2 DESIGN/DISTRIBUTE BROCHURE AND ADVERTISEMENTS
Ms. Gaeta Phillips or Mr. Phillips and your dedicated Recruitment Coordinator will use
the candidate profile developed with the City of Palo Alto to create a professional
recruitment brochure, with the assistance of our professional graphic designer. The
four-page, full-color brochure will describe the community, organization, position, ideal
candidate, and compensation and will include pictures provided by the City of Palo Alto
that you feel best represent your organization and your community.
Upon your approval, your Recruiter will send the brochure by email (and postal mail if
desired) to a targeted audience, personally inviting potential candidates to apply for the
City Attorney position. We will also place the recruitment brochure on our website,
which attracts over 11,000 unique hits weekly and is a trusted resource for candidates
seeking executive and professional positions. Two sample brochures are included in
this proposal package for your reference.
Your Recruiter will also design an effective advertising campaign appropriate for the
City Attorney recruitment. Our broadest outreach comes through our active social
media involvement on LinkedIn as well as our monthly newsletter where upcoming and
current positions are featured. Sources such as Western City Magazine, PublicCEO, and
the Careers in Government website will be used to reach an extensive local government
audience, while position-specific postings will be chosen to attract candidates who have
built their careers in and are committed to the City Attorney field.
Suggested City Attorney-specific advertising sources for the City of Palo Alto’s search
include:
Item 1
Attachment A - Executive
Recruitment Proposal from
Bob Murray and Assoc
Item 1: Staff Report Pg. 10 Packet Pg. 14 of 57
Bob Murray & Associates Proposal for the City of Palo Alto Page 2
National Bar Association
International Municipal Lawyers
Association
Hispanic National Bar Association
California Lawyers Association
Bob Murray & Associates does not typically place ads with job aggregators or general
job posting sites such as CareerBuilder, Monster, or Indeed, as we have found that the
broad reach of these sites does not necessarily lead to quality candidates for execu tive
and professional positions.
Reaching Diverse Candidates
Bob Murray & Associates, a woman- and minority-owned business, is proud of its
commitment to attracting and placing diverse candidates . Nearly 50% of our last 100
placements were women; Hispanic placements 25%; African American placements
13%; Asian placements 21%; and Native American placements at 1%. Not only do we
place advertisements with websites designed to attract minority and female candidates,
but our President, Valerie Phillips, is a member herself of many diversity -focused
organizations including the Local Government Hispanic Network, the League of
Women in Government, the Professional Women’s Network, Mexican Professionals, and
Women Leading Government. She networks frequently with fellow members to gain
insight into which potential candidates are leaders in their field.
Ms. Gaeta Phillips or Mr. Phillips will seek to reach candidates in communities and
organizations with demographic profiles and populations served like that of the City of
Palo Alto, to maximize the potential for individuals from a wide variety of backgrounds,
cultures, and life experiences to be considered for the City Attorney position.
STEP 3 RECRUIT CANDIDATES
The strongest candidates are often those who are successful and content in their current
positions and need to be sold on a new opportunity. Our extensive network of contacts,
developed through over 2,100 successful placements, is a primary source for identifying
and obtaining referrals for these candidates. Our in-house database of 40,000 current
and former executive and professional candidates is a valuable resource that can only
be built over time—time that we have invested into perfecting our process for finding
the right candidates for our clients. Our aggressive outreach efforts are focused on
phone calls to personally invite potential applicants, answer questions, and allay any
reservations, and these efforts are essential to the success of the City Attorney
recruitment.
STEP 4 SCREEN CANDIDATES
Following the closing date for the recruitment, Ms. Gaeta Phillips or Mr. Phillips will
screen all resumes we have received, using the criteria established in the candidate
Item 1
Attachment A - Executive
Recruitment Proposal from
Bob Murray and Assoc
Item 1: Staff Report Pg. 11 Packet Pg. 15 of 57
Bob Murray & Associates Proposal for the City of Palo Alto Page 4
profile as a basis upon which to narrow the field of candidates. Internal candidates
receive sensitive consideration, and Ms. Gaeta Phillips or Mr. Phillips will discuss with
the City Council how the City of Palo Alto wishes to proceed with these candidates.
STEP 5 CONDUCT PRELIMINARY INTERVIEWS
Ms. Gaeta Phillips or Mr. Phillips will personally interview the top 10 to 15 candidates
from the resume screening, with the goal of determining which candidates have the
greatest potential to succeed in your organization. To reduce travel-related expenses
to our clients and increase efficiency in the search process, these interviews are typically
conducted via Zoom, Teams, or other convenient videoconferencing applications.
STEP 6 SEARCH PUBLIC RECORDS
Under the direction of Ms. Gaeta Phillips or Mr. Phillips, your dedicated Recruitment
Coordinator will conduct a review of published print and online articles for each
recommended candidate. Sources include Lexis-Nexis™, Google, social media, and
our contacts in the field. This will alert Ms. Gaeta Phillips or Mr. Phillips to any further
detailed inquiries we may need to make before our recommendations are finalized.
STEP 7 MAKE RECOMMENDATIONS
Based on our findings during the preliminary interview process, Ms. Gaeta Phillips or
Mr. Phillips will meet with the City Council virtually or on site to share the complete
applicant list and recommend a limited number of candidates for your further
consideration. Ms. Gaeta Phillips or Mr. Phillips will make specific recommendations
and will help facilitate discussions regarding the candidate pool, but the final
determination of interviewees will be up to you.
We typically recommend 6-8 candidates that we feel best match your expectations and
prepare a detailed report on each candidate. This virtual “Recommended Finalist”
eBook is provided to each member of the decision-making body and includes:
Candidate list with Recommended Finalists identified in Group 1 and Group 2
(primary and secondary recommendations), as well as Internal candidates
Summary of experience and education for each Recommended Finalist
candidate
Complete cover letter and resume for each Recommended Finalist candidate
List of Other Applicants (those who did not meet minimum qualifications or were
otherwise unsuitable, based on our screening process)
Bob Murray & Associates maintains all search records for a period of seven (7) years
following each recruitment, and we are happy to forward cover letters and resumes for
Item 1
Attachment A - Executive
Recruitment Proposal from
Bob Murray and Assoc
Item 1: Staff Report Pg. 12 Packet Pg. 16 of 57
Bob Murray & Associates Proposal for the City of Palo Alto Page 5
each applicant by postal mail or email as soon as the recruitment closes to new
applications.
STEP 8 FACILITATE PANEL INTERVIEWS
Our years of experience will be invaluable as we help you develop an interview process
that objectively assesses the qualifications of each candidate. We will work with the City
of Palo Alto to craft and implement an interview approach that fits your needs. This may
include panel and/or individual interviews by the City Council; key stakeholders,
community/employee interview panels; writing and presentation samples; meet-and-
greets; or other specialized process elements Ms. Gaeta Phillips or Mr. Phillips helps the
City of Palo Alto to design.
Ms. Gaeta Phillips or Mr. Phillips will be present on-site during the panel interviews to
facilitate as necessary during the process and to guide discussion to consensus
regarding final candidates. Bound interview books will be provided for each interview
panel member containing:
Recruitment brochure with candidate profile
Interview schedule
Suggested interview questions
Experience summary, cover letter, resume, and rating form for
each candidate
Ranking forms for use during the panel interview process
We will work closely with your staff to coordinate and schedule interviews. Our goal is
to ensure that each candidate has a positive experience, as the way the entire process
is conducted will influence the final candidates’ perception of your organization.
STEP 9 CONDUCT BACKGROUND AND REFERENCE CHECKS
Ms. Gaeta Phillips or Mr. Phillips and your Recruitment Coordinator will conduct
detailed reference checks for up to two (2) final candidates. To gain an accurate and
honest appraisal of the candidates’ strengths and weaknesses, we will talk candidly with
people who have direct knowledge of their work and management style. In addition to
gaining a 360-degree view of candidates from the perspective of their supervisors,
subordinates and peers for the past several years, we will make a point of speaking
confidentially to individuals who may have further insight into a candidate’s abilities but
who may not be on their preferred list of contacts.
Your Recruitment Coordinator will work with the two (2) final candidates and our
professional backgrounding firm, HireRight, to conduct credit, civil litigation, and motor
vehicle record checks and verify candidates’ degrees.
Item 1
Attachment A - Executive
Recruitment Proposal from
Bob Murray and Assoc
Item 1: Staff Report Pg. 13 Packet Pg. 17 of 57
Bob Murray & Associates Proposal for the City of Palo Alto Page 6
STEP 10 ASSIST IN NEGOTIATIONS
We recognize the critical importance of successful negotiations and can serve as your
representative during this process. Ms. Gaeta Phillips or Mr. Phillips will know what
other organizations have done to put deals together with great candidates and what
the current market is like for City Attorney positions in organizations like the City of Palo
Alto’s. Your Recruiter will be available to advise you regarding current approaches to
difficult issues, such as housing and relocation. We will represent your interests and
advise the chosen candidate and you regarding salary, benefits, and employment
agreements, with the goal of putting together a deal that results in the appointment of
your chosen candidate. With our proven experience and vested interest in a positive
outcome, we can turn a very difficult aspect of the recruitment into one that is
straightforward and agreeable for all parties involved.
COMPLETE ADMINISTRATIVE ASSISTANCE
We receive many unsolicited testimonials each year from clients and candidates alike
noting our prompt, considerate, accurate, and professional service during the search
process. Throughout the recruitment, in time intervals that suit the City of Palo Alto, we
will provide you with updates on the status of the search and attend to all administrative
details on your behalf.
Candidates receive immediate acknowledgement of their applications, as well as
personal phone calls and/or emails (as appropriate) advising them of their status at each
critical point in the recruitment. Candidates who receive preliminary or final interviews
and are not chosen to move forward in the interview process will receive personal calls
from Ms. Gaeta Phillips or Mr. Phillips on behalf of the City of Palo Alto.
It is our internal company standard that all inquiries from clients and candidates receive
a response within the same business day whenever possible, and certainly within 24
hours if the inquiry is received during the work week. Ms. Gaeta Phillips or Mr. Phillips
will be available to the City of Palo Alto by office phone, cell phone, and email at any
time to ensure a smooth and stress-free recruitment process.
Item 1
Attachment A - Executive
Recruitment Proposal from
Bob Murray and Assoc
Item 1: Staff Report Pg. 14 Packet Pg. 18 of 57
Bob Murray & Associates Proposal for the City of Palo Alto Page 7
COSTS AND GUARANTEE
PROFESSIONAL FEE AND EXPENSES
The all-inclusive professional services fee for conducting the City Attorney recruitment
on behalf of the City of Palo Alto is $39,000. Services provided for in this fee consist of
all steps outlined in this proposal, including design and distribution of the recruitment
brochure, advertising, marketing and promotion, administrative support, public records
research, comprehensive background reporting on the final candidates, postage,
technology, and two days of on-site meetings. This proposal is valid for 60 days from
the date of the proposal.
Optional Services are listed below and are in addition to the professional services fee.
Expense reimbursement for Consultant travel related to additional on-site meeting days
is billed at the actual rate (airfare/mileage, lodging) and is the responsibility of the City
of Palo Alto.
The professional fee does not limit the amount of time invested by Bob Murray &
Associates in promoting a successful outcome for this project. In fact, our mission for
this project is to ensure we assist in identifying the right candidate for the City of Palo
Alto. Therefore, Ms. Gaeta Phillips or Mr. Phillips will contact the City at the first
anniversary of the placement to confirm an effective transition has occurred.
Optional Services
Additional virtual stakeholder meetings : $250/meeting
Additional on-site meeting days: $1,500/day/Consultant, plus travel expenses
Online Surveys: $500/each (includes preparing recommended questions,
preparing and sharing the survey link, closing the survey, and sending the survey
response data for your review and analysis
Additional background checks: $300/candidate
Additional reference checks: $500/candidate
Additional hires: $9,000/candidate
Item 1
Attachment A - Executive
Recruitment Proposal from
Bob Murray and Assoc
Item 1: Staff Report Pg. 15 Packet Pg. 19 of 57
Bob Murray & Associates Proposal for the City of Palo Alto Page 8
GUARANTEE
In the event a candidate recommended by our firm resigns or is terminated within the
first 12 months of employment, Bob Murray & Associates will provide the City of Palo
Alto with professional services to secure a replacement. Services will be provided at no
cost, aside from the following reimbursable expenses incurred on the City of Palo Alto’s
behalf during the new search:
Brochure design and distribution ($695 reprint only, $1,275
edit/reflow/reprint)(if needed)
Advertising actual costs (estimated at $2,975)
Public records search for all new candidates ($500)
Background Checks ($300/candidate)
Reference Checks ($500/candidate)
Consultant travel reimbursement (if travel is needed)
Plus any applicable Optional Services, if desired
In the event that a placement is not made from the initial recruitment, Bob Murray &
Associates will provide professional services to conduct one additional recruitment.
Services will be provided at no cost. However, the City of Palo Alto will be responsible
for the reimbursable expenses as noted above.
We are confident in our ability to recruit outstanding candidates and do not expect the
City to find it necessary to exercise this provision of our proposal.
Item 1
Attachment A - Executive
Recruitment Proposal from
Bob Murray and Assoc
Item 1: Staff Report Pg. 16 Packet Pg. 20 of 57
Bob Murray & Associates Proposal for the City of Palo Alto Page 9
RECRUITMENT SCHEDULE
We are prepared to start work on this assignment upon receipt of a signed professional
services agreement or other written, authorized notification. A full search can be
completed in 13-16 weeks from the date of initial meetings with our client.
The final recruitment schedule will be determined in collaboration with City of Palo Alto.
A typical timeline of tasks and events is included here for reference.
Item 1
Attachment A - Executive
Recruitment Proposal from
Bob Murray and Assoc
Item 1: Staff Report Pg. 17 Packet Pg. 21 of 57
Bob Murray & Associates Proposal for the City of Palo Alto Page 10
FIRM PROFILE
OUR STAFF
Bob Murray & Associates is a small firm focusing exclusively on executive search
services. We have a team of seventeen (17):
Bob Murray, Founder
Valerie Gaeta Phillips, President
Gary Phillips, Executive Vice President
Joel Bryden, Vice President
Yasmin Beers, Senior Executive Recruiter
Adele Fresé, Senior Executive Recruiter
Stacy Stevenson, Senior Executive Recruiter
Jon Lewis, Executive Recruiter
Stephanie Dietz, Executive Recruiter
Melanie Richardson, Executive Recruiter
Jeff Mori, Executive Recruiter
Michael Ishii, Executive Recruiter
Ian Schmutzler, Executive Recruiter
Alexandria Kopack, Recruitment and Operations Manager
Kathy Lolas, Senior Recruitment Coordinator
Grace Marshall, Senior Recruitment Coordinator
Steph Souza, Recruitment Coordinator
Please see your lead recruiter’s biography below:
VALERIE GAETA PHILLIPS, PRESIDENT AND RECRUITER
Ms. Gaeta Phillips has over 18 years of recruiting experience,
including more than a decade of recent experience in executive
search for public, private, and startup companies nationwide. Since
joining Bob Murray & Associates, Valerie has completed over 160
searches in a diverse range of fields, including city and general
management, planning, finance, human resources, transportation,
communication and public relations, community and economic
development, information technology, parks and recreation, and
operations. She has recruited at all levels of municipal and non-profit organizations,
from technicians and engineers to Executive Directors and Chief Executive Officers.
Valerie is valued for her passion for finding and retaining the most outstanding
candidates for even the most difficult or untraditional assignments and for her
commitment to her clients’ success; she is also active in a variety of industry
organizations and in diversity-focused associations. Valerie is called upon often to serve
Item 1
Attachment A - Executive
Recruitment Proposal from
Bob Murray and Assoc
Item 1: Staff Report Pg. 18 Packet Pg. 22 of 57
Bob Murray & Associates Proposal for the City of Palo Alto Page 11
as an expert speaker on topics such as managing one’s online reputation, diversity
issues in municipal and non-profit leadership, and how to identify a positive placement
for the organizational culture.
Ms. Gaeta Phillips, along with Executive Vice President Gary Phillips, has a passion for
helping people, evidenced by fundraising, sponsorship, and involvement in raising
awareness for organizations such as Autism Speaks, the UC Davis M.I.N.D. Institute, a nd
the Northern California Special Olympics.
GARY PHILLIPS, EXECUTIVE VICE PRESIDENT AND RECRUITER
Since joining Bob Murray & Associates, Mr. Phillips has completed
over 125 searches for executives and professionals in a wide variety of
fields including animal services, city and general management,
planning, legal counsel, cyber security, and human reso urces. Gary’s
clients have ranged from municipal government to non-profit and
private sector organizations, and he has sourced outstanding
candidates for positions from the level of division managers up to City
Managers, Executive Directors, and General Managers.
Gary started his career with a New York-based Fortune 100 company and quickly
became a Senior Manager, building and running a large customer service organization
that eventually expanded to 13 countries in Europe. He proceeded to hold senior
leadership positions in several Fortune 500 companies, with noted successes such as
building an organization from two to 250 employees worldwide and growing a
company from 800 to 1200 employees.
As part of an executive acquisition and recruiting team, Gary helped build a start -up
enterprise software company in San Francisco, recruiting top-notch talent and building
a world-class organization. He has maintained customer relationships in the public
sector and the private sector, including medical and financial institutions. He prides
himself on finding key talent and offering the best customer service to his clients.
Mr. Phillips, along with Ms. Gaeta-Phillips, is involved in his community as a soccer
coach, as an organizer of fundraisers for Autism Speaks and the UC Davis M.I.N.D.
Institute, and as a sponsor of the Northern California Special Olympics. Mr. Phillips
received his Associate of Science degree and completed additional coursework at
Rochester Institute of Technology, NY.
Item 1
Attachment A - Executive
Recruitment Proposal from
Bob Murray and Assoc
Item 1: Staff Report Pg. 19 Packet Pg. 23 of 57
Bob Murray & Associates Proposal for the City of Palo Alto Page 12
CORPORATION
Bob Murray & Associates was founded in May 2000 and operated under the corporation
name MBN Services, Inc. until June 2014; our new corporation name is GVP Ventures,
Inc., incorporated in California in 2014. Contact information for the corporation and the
firm is as follows:
GVP Ventures, Inc. OR Bob Murray & Associates
1544 Eureka Road, Ste. 180
Roseville, CA 95661
(916) 784-9080
apply@bobmurrayassoc.com
Our corporation and firm are financially sound (and have been so since 2000), with
documentation from our accountant available to your organization prior to final
execution of a professional service agreement. We have never been involved in any
litigation, aside from our personnel serving as expert witnesses when called to do so.
PROFESSIONAL ASSOCIATIONS
Our firm, represented by either our President or our Executive Vice President, are
involved in the following organizations to remain engaged with current and future
issues relevant to the work we conduct on behalf of clients like City of Palo Alto:
California Special Districts Association
California City Management Foundation (CCMF)
Engaging Local Government Leaders (ELGL)
International City/County Management Association (ICMA)
International Network of Asian Public Administrators (I-NAPA)
League of California Cities
League of Women in Government
Municipal Management Association of Northern California (MMANC)
Municipal Management Association of Southern California (MMASC)
National Forum for Black Public Administrators (NFBPA)
Members of our leadership team not only attend events sponsored by these
associations but are also frequently called upon to serve as panel members and to
provide specialized lectures regarding industry-specific issues. Recent and upcoming
speaking engagements and trainings provided by our staff include:
“Role of the Chief” class, annually presented by Jon Lewis on behalf of the California
Police Chiefs Association;
MMANC and MMASC annual mock interviews;
Annual League of California Cities Booth; and
Annual League of California Cities City Manager’s Conference (City Manager hosted
event).
Item 1
Attachment A - Executive
Recruitment Proposal from
Bob Murray and Assoc
Item 1: Staff Report Pg. 20 Packet Pg. 24 of 57
Bob Murray & Associates Proposal for the City of Palo Alto Page 13
REFERENCES
Clients and candidates are the best testament to our ability to conduct quality searches.
Clients for whom Bob Murray & Associates has recently conducted similar searches are
listed below:
CLIENT: City of Santa Rosa, CA
POSITION: City Attorney
Reference: Ms. Maraskeshia Smith, City Manager
(707) 328-8974
CLIENT: City of Ventura, CA
POSITION: City Attorney
REFERENCE: Mr. Bill Ayub, City Manager
(805) 654-7740
CLIENT: City of Downey, CA
POSITION: City Attorney
REFERENCE: Mr. James McQueen, Director of Human Resources/Risk
Manager
(562) 904-7292
We appreciate the City of Palo Alto’s consideration of our
proposal and look forward to working with you.
Item 1
Attachment A - Executive
Recruitment Proposal from
Bob Murray and Assoc
Item 1: Staff Report Pg. 21 Packet Pg. 25 of 57
———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ————————
August 20, 2025
Councilmember Greer Stone
Vice Mayor Vicki Veenker
Councilmember Pat Burt
Via Email: Nicholas.Raisch@PaloAlto.gov
Dear Chair and members of the CAO Committee,
Thank you for considering Peckham & McKenney for the City’s City Attorney recruitment. I would be
honored to have the opportunity to represent the City for this important search. I have enjoyed working with
your team over the last several months. I apologize for not being in attendance at your CAO meeting, but I
will be attending another agency’s City Council meeting that evening.
As a boutique firm that specializes in recruitments for small and medium-sized communities in California,
Peckham & McKenney is known for achieving successful and long-term placements. Among many strong
attributes, these are four key reasons agencies choose us:
• We actively and personally search for, find, and pursue candidates throughout California and the nation.
We don’t act as a supermarket and wait for (or expect) prospective applicants to simply find a position
on our website, in an ad, or from social media. Through an extensive personal and corporate network,
and with a keen understanding of what our client is looking for, we market your opportunity and use the
telephone and LinkedIn along with text, email and social media to find candidates.
• We limit the number of concurrent searches in order to directly focus on serving our client.
• We prioritize a respectful, thorough, responsive, communicative, and complete process to represent you,
our client, in the best light, keep everyone informed, and make the recruitment process a positive
experience for everyone. Moreover, we communicate with applicants and treat them with respect.
• Your Recruiter is personally, solely, and directly responsible for all aspects of the search; your Recruiter
is also your one point of contact. In other words, your Recruiter who knows about the agency and the
responsibilities of the vacant position handles all components of the recruitment (for example, preparing
the Candidate Profile, conducting outreach, reviewing applicants, presenting applicants, facilitating
interviews, and conducting reference checks).
Our Peckham & McKenney team is comprised of retired municipal managers and directors who are passionate
about the public sector. I am proud to be on the Peckham & McKenney team because the firm’s values and
priorities align with mine – to assist public agencies in furtherance of good government; to place quality above
quantity; and to build long lasting relationships with those in the public service.
As you’ll see on page three of the proposal, Peckham & McKenney has extensive experience assisting elected
and appointed bodies with recruitment processes. In addition, in my role as the Human Resources Director
for the City of Seaside, I assisted the City Council with a City Attorney recruitment and several City Manager
recruitments. I am currently assisting the City Councils of Brentwood, King City, Morro Bay, and Pittsburg
Item 1
Attachment B - Executive
Recruitment Proposal from
Peckham and McKenney
Item 1: Staff Report Pg. 22 Packet Pg. 26 of 57
———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ————————
with their City Manager recruitments. I am also assisting the West Valley Sanitation District with their District
Manager / Engineer recruitment.
Attached is a detailed proposal for conducting the search that includes information about our firm, process,
timeline, resources, references, experience, and fee. We charge a fixed, all-inclusive fee, and for this search we
are proposing $30,000. I am available to begin developing your ideal candidate profile in September, opening
the recruitment in October, with interviews in December.
I am excited for the opportunity to implement the process leading to the successful placement of a candidate
that “fits” your interests and the organization. Please feel free to call me at (831) 998-3194, if you have any
questions.
Sincerely,
Roberta L. Greathouse
Executive Recruiter
Roberta@PeckhamAndMcKenney.com
Enclosure: Proposal
Sample Candidate Profile
Item 1
Attachment B - Executive
Recruitment Proposal from
Peckham and McKenney
Item 1: Staff Report Pg. 23 Packet Pg. 27 of 57
———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ————————
City of Palo Alto
R ECRUITMENT P ROPOSAL
for
City Attorney
August 20, 2025
Item 1
Attachment B - Executive
Recruitment Proposal from
Peckham and McKenney
Item 1: Staff Report Pg. 24 Packet Pg. 28 of 57
———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ————————
TABLE OF CONTENTS
WHY CHOOSE US? 1
EXPERIENCE 3
YOUR RECRUITMENT TEAM 5
THE SEARCH PROCESS AND SCHEDULE 7
COST OF SERVICES 8
Cost of Services
Process of Payment
Insurance
GUARANTEE AND DIVERSITY 9
Guarantee
Diversity Statement
Item 1
Attachment B - Executive
Recruitment Proposal from
Peckham and McKenney
Item 1: Staff Report Pg. 25 Packet Pg. 29 of 57
2 | Peckham & McKenney
Item 1
Attachment B - Executive
Recruitment Proposal from
Peckham and McKenney
Item 1: Staff Report Pg. 26 Packet Pg. 30 of 57
3 | Peckham & McKenney
EXPERIENCE
With our recruitment team that solely consists of retired City Managers, Police Chiefs, and Department Heads,
and our expert support team, Peckham & McKenney brings more experience and knowledge of local
government and executive search than any other California recruiter.
Our large list of current and former clients can be found on our website (here). Examples of our recruitments
for City Attorney and other positions reporting to elected/appointed boards over the last several years include:
Brentwood, CA Assistant City Attorney
Brentwood, CA City Attorney
Marina, CA City Attorney
Napa County, CA County Counsel
Pasadena, CA Chief Assistant City Attorney
Redding, CA City Attorney
San Joaquin Regional Rail* In House Legal Counsel
San Pablo, CA City Attorney
San Rafael, CA Assistant City Attorney
Sunnyvale, CA* City Attorney
Anderson, CA City Manager
Corning, CA City Manager
Fox Canyon Groundwater Mgmt Agency, CA* Executive Officer
Ione, CA City Manager
Los Gatos, CA Town Manager
Mammoth Lakes, CA* Town Manager
Manteca, CA* City Manager
Merced County, CA* County Executive Officer
Milpitas, CA City Manager
Mono County, CA County Administrative Officer
Napa County, CA County Executive Officer
North Sonoma Coast Fire Protection Dist, CA* District Administrator
Pleasant Hill, CA City Manager
Portola Valley, CA Town Manager
San Luis Obispo, CA City Manager
SLO Integrated Waste Mgmt Authority, CA* Executive Director
Santa Barbara, CA City Administrator
Santa Maria, CA City Manager
Sunnyvale, CA* City Manager
*Recruitments conducted by Ms. Greathouse
Item 1
Attachment B - Executive
Recruitment Proposal from
Peckham and McKenney
Item 1: Staff Report Pg. 27 Packet Pg. 31 of 57
4 | Peckham & McKenney
Please don’t hesitate to contact any of our large list of current and former clients on our website (here); they will
attest to our quality of service, on-going communication throughout the process, personal and direct outreach
and sourcing of candidates, quality applicant pool, written materials and interview facilitation.
As an ambassador of our clients, Peckham & McKenney is also known for maintaining ongoing communications
with our applicants throughout the search process, treating every applicant with respect, and appropriately
informing candidates to support their best effort. The numerous compliments we have received from applicants
fairly illustrate this reputation.
Testimonials from clients and candidates are at https://www.peckhamandmckenney.com/testimonials.
Please feel free to call any of the communities listed herein, or on our website here, or as follows as a reference
about the firm, our recruiters, and our service. Additionally, you may contact any of Roberta’s references:
• City of Sunnyvale: Assistant City Manager, City Manager, City Attorney, & Finance Director
Tina Murphy, Director of Human Resources, (408) 730-3001; tmurphy@sunnyvale.ca.gov
Larry Klein, Mayor, mayorklein@sunnyvale.ca.gov
• San Luis Obispo Integrated Waste Management Authority: Executive Director
Robert Robert, Mayor of Grover Beach, (805) 473-4567 rrobert@groverbeach.org
• County of Merced: County Administrative Officer
Forrest Hansen, County Counsel, Forrest.hansen@countyofmerced.com
Tom Ebersole, Assistant County Counsel, Thomas.ebersole@countyofmerced.com
Item 1
Attachment B - Executive
Recruitment Proposal from
Peckham and McKenney
Item 1: Staff Report Pg. 28 Packet Pg. 32 of 57
5 | Peckham & McKenney
YOUR RECRUITMENT TEAM
Our Approach
With every Peckham & McKenney recruitment,
your Recruiter has the entire Peckham & McKenney
team of Recruiters and administrative personnel for
backup, support, collaboration, and sourcing.
However, when you retain Peckham & McKenney,
your Recruiter serves as your single point of contact
throughout the entire search process and is fully
responsible for its success. Moreover, in order to
fully focus on your search and finding applicants that
fit with the ideal candidate you are seeking, your
Recruiter also maintains no more than 6 active
searches.
Roberta Greathouse will be the Executive Recruiter
for this search.
Roberta Greathouse, Executive Recruiter
Roberta enjoyed a 34-year career in the public sector, retiring from the City of Seaside,
California as the Human Resources Director and Risk Manager, where she also served as
the City’s Acting City Manager for almost 1 year. Prior to joining Seaside’s team, Roberta
served the City of Monterey for 18 years in a variety of departments and roles. Roberta is
experienced in every aspect of human resources including labor and employee relations,
recruitment, selection, classification and compensation, employee benefits, workers’
compensation, and employee development. She has a Bachelor’s degree from Colorado
State University, is a Senior Certified Human Resources Professional (PSHRA-SCP), and
certified Risk Management Practitioner (RMP). She was nominated for the California Joint Powers Insurance
Authority’s coveted Capstone Award in 2016 for her leadership in Risk Management.
Roberta is supported by the following team.
Joyce Johnson, Operations Manager
Joyce Johnson joined Peckham & McKenney in 2005 and serves as the firm's Operations Manager. She has
over 30 years' experience in the field of administrative and executive support for all aspects of the executive
recruitment process. She oversees internal administration of the firm as well as directing contract administrative
support in the areas of advertising and design, web posting, and duplication and mailing services. Prior to joining
Peckham & McKenney, Ms. Johnson oversaw internal administration in the Western Region headquarters of
two national management consulting and executive recruitment firms. Ms. Johnson is complimented regularly
on her strong customer orientation working with both clients and candidates alike. Ms. Johnson holds an
Associate of Arts degree from American River College.
The Peckham & McKenney Team
Item 1
Attachment B - Executive
Recruitment Proposal from
Peckham and McKenney
Item 1: Staff Report Pg. 29 Packet Pg. 33 of 57
6 | Peckham & McKenney
Tayler Bergstrom, Research Assistant
Tayler Bergstrom joined Peckham & McKenney in 2022 and currently serves as a Research Associate. Tayler is
currently pursuing a PhD at UCLA where she worked previously as a lab manager overseeing various research
projects. Prior to that, Tayler graduated from UC San Diego with a Bachelor of Science degree in Psychology.
Linda Pucilowski, Graphic Designer
With nearly 30 years of experience, Linda Pucilowski provides her expert design and marketing skills to Peckham
& McKenney. She is the firm’s “go-to” professional for all advertising and brochure design and creation. Ms.
Pucilowski holds a Bachelor’s degree from California State University, Sacramento.
Rachel Moran, Website & Social Media Assistant
Rachel Moran has been in the graphic design field since 2007 and prides herself on creating eye-catching visual
art. She supports the Peckham & McKenney team by handling all website visual and technical design as well as
social media. Ms. Moran graduated from the Art Institute of Houston obtaining her Bachelor’s Degree in Fine
Arts with a concentration in Graphic Design.
.
Item 1
Attachment B - Executive
Recruitment Proposal from
Peckham and McKenney
Item 1: Staff Report Pg. 30 Packet Pg. 34 of 57
7 | Peckham & McKenney
Item 1
Attachment B - Executive
Recruitment Proposal from
Peckham and McKenney
Item 1: Staff Report Pg. 31 Packet Pg. 35 of 57
8 | Peckham & McKenney
The fee to conduct the entire search process for your City Attorney recruitment will be $30,000. We are pleased to discuss this
along with the proposed process to provide the service desired by the City and be responsive to the City’s needs. This is an
all-inclusive fee for the services to achieve success in your search as described herein. Additional services can be provided
and negotiated accordingly.
Item 1
Attachment B - Executive
Recruitment Proposal from
Peckham and McKenney
Item 1: Staff Report Pg. 32 Packet Pg. 36 of 57
9 | Peckham & McKenney
• We will connect with you and our placement in 6 months and 1
year after the appointment to check-in.
• We will conduct a second search within 6 months of our search
process if a candidate is not placed.
• If the placement vacates the position within 1 year from the date
of accepting the offer, we agree to conduct a second search
within 6 months of the vacancy.
It is unusual that we are unsuccessful in providing a placement or
the placement vacates the position within a year. In the unlikely
event that no qualified candidates are identified as a result of the
search efforts, and it is mutually agreed that the result is due to the
search effort and/or process, we will extend the search for a second
time for expenses ($7,200) only. If qualified applicants are not
selected or the selected candidate is separated from employment
within 1 year after accepting the offer, a second search will be
conducted for the discounted fixed fee of $17,600 (external
candidates only and except in the event of budgetary cutbacks,
promotion, position elimination, or illness/death, etc.). Note: the
guarantee only applies to full recruitments. For partial recruitments,
the fee for a 2nd recruitment will be negotiable.
Item 1
Attachment B - Executive
Recruitment Proposal from
Peckham and McKenney
Item 1: Staff Report Pg. 33 Packet Pg. 37 of 57
City Attorney
City of Sunnyvale, California
Item 1
Attachment B - Executive
Recruitment Proposal from
Peckham and McKenney
Item 1: Staff Report Pg. 34 Packet Pg. 38 of 57
The Heart of
Silicon Valley
With a population of over 156,000,
Sunnyvale is the seventh largest city in
the San Francisco Bay Area and the
second largest in Santa Clara County.
Incorporated in 1912, the City has
transformed from an agricultural
community to the nexus of research,
development, and manufacturing that
created the Silicon Valley. Almost
8,000 local businesses provide a rich
mixture of goods and services, including
many icons in tech, manufacturing,
retail, and research and development.
Sunnyvale’s ten largest employers are
Google, Apple, Facebook, LinkedIn,
Intuitive Surgical, Inc., Amazon.com
Services LLC, Lockheed Martin Space
Systems, Applied Materials, Cepheid,
and Walmart, Inc.
In addition to being a center of
technology and innovation, Sunnyvale is
a city of quiet family neighborhoods, a
vibrant and thriving downtown, strong
schools, and a diverse community.
Boasting a mild and sunny climate with
easy access to metropolitan amenities and
abundant natural beauty, Sunnyvale is
an ideal location to live, work, and play.
The Caltrain station, located downtown,
is only a few blocks from City Hall. The
San Jose, San Francisco, and Oakland
International Airports are easily
accessible, and the area is home to many
museums, theaters, concert halls, art
galleries, and professional sports teams.
The City’s parks and recreation system
boasts 23 parks; facilities for golf,
tennis, and swimming; a library; and a
community / senior center. Sunnyvale’s
historic downtown is home to a variety
of local eateries and merchants, and
hosts frequent art festivals, concerts, and
a year-round farmers’ market. Residents
and visitors enjoy the Art & Wine
Festival, the Summer Music Series, the
Hands on the Arts Festival, and many
seasonal events throughout the year.
The City’s Department of Public Safety
has kept Sunnyvale ranked at the top of
the nation’s safest cities. Its pioneering
model integrates police, fire, and
emergency response, with every officer
fully cross-trained as a police officer,
firefighter, and EMT.
For more information about the
City of Sunnyvale, please visit
Sunnyvale, CA | Home.
The Organization
The City of Sunnyvale is a Charter City
with a seven-member City Council and
a council-manager form of government.
The Mayor is elected at large, while
the six council members are elected
by district. The City Council meets at
least two Tuesday nights per month.
The Council and City staff enjoy a
collaborative, supportive, and respectful
relationship with a high level of trust.
The City’s 2023/2024 budget totals
$608M with a $335M operating
budget, $173M for project and
equipment expenditures, and $26.8M
in contributions to reserves. Sound
fiscal policies are imbedded into the
City’s culture, with a 10-year balanced
budget required by Charter and 20-year
projections as a matter of long-standing
City policy.
The City is a full-service agency with
940 FTE employees serving in all
municipal functions, including the
departments of City Manager, City
Attorney, Public Safety, Community
Development, Library & Recreation
Services, Environmental Services, Public
Works, Finance, Human Resources,
and Information Technology. The
City Manager and City Attorney are
appointed by, and serve at the pleasure
of, the City Council.
The Position
The City Attorney plans, organizes, and
directs activities of the City Attorney's
Office; provides assistance and advice
to City Council and staff in accordance
with Council policies; and heads
litigation and other legal work. The City
Attorney provides legal representation
and legal counsel in all matters to the
City Council, its committees, its boards
and commissions, the City Manager,
and City departments.
The Department
The City Attorney's Office
Comprehensive Legal Services
Program is comprised of three service
areas: Provide Legal Advice, Provide
Representation, and Management and
Administration. The City Attorney's
Item 1
Attachment B - Executive
Recruitment Proposal from
Peckham and McKenney
Item 1: Staff Report Pg. 35 Packet Pg. 39 of 57
its effective and fair
operation.
• The ability to lead,
manage, and supervise
a cohesive team of
talented attorneys and
professional staff in a
high performing department.
• The ability to provide clear direction;
ensure projects move forward in a
timely fashion, hold themselves and
staff accountable; and inspire, mentor,
and develop staff.
• A high degree of emotional
intelligence and an inclusive mindset
with a commitment to diversity,
equity, access, and inclusion.
• The courage to make difficult
decisions and take responsibility
for, and correct the impacts of, any
mistakes.
• The confidence to say, “I don’t know”
and consult with staff and other
counsel as needed.
Experience/Education
Requirements
The selected candidate will possess:
• A Juris Doctor degree from an
accredited law school;
• Seven years of active municipal
law practice, including two years
of supervisory and/or management
experience;
• An active membership in the State
Bar of California and qualification
to practice law before all California
state courts, the United States District
Court for the Northern District of
California, and the Ninth Circuit
Courts of Appeals; and
FY 2023/24 Operating Budget is $2.35
million and is supported by six staff
in addition to the City Attorney. The
Office also uses competent external legal
experts as needed.
The Ideal Candidate
The City Council is seeking an
experienced California public sector
attorney with substantial land use
experience. The selected candidate will be
»California Election Law
»California Public Contract Code
• Outstanding communication skills,
including:
»an ability to explain and define
complex legal issues in plain
language to the Council, staff, and
the public;
»a proactive communication style
that is concise, efficient, effective,
and values public outreach; and
»the ability to clearly articulate
legal risks, options, and mitigation
measures associated with policy
and operational decisions.
• The skills to stay abreast of and advise
the City Council on emerging issues
at the local, state, and federal levels.
• A conservative and balanced
approach to minimizing risk to
the City to ensure tax dollars are
protected while acting within and
prioritizing the City’s values.
• A forward-thinking mentality
employing proactive strategies
and providing a range of
recommendations to protect the City
well into the future.
• A collaborative, creative, problem
solving, and strategic business
partner mindset with the ability to
provide legal advice to the Council,
City Manager, and staff that enables
them to achieve their operational
goals and objectives.
• Tact, discretion, diplomacy, humility,
loyalty, and a sense of humor.
• Integrity, a strong moral compass,
and a commitment to act in a manner
to assure public confidence in the
integrity of local government and
accessible, respond promptly to Council
and staff queries, and ensure Council
is fully prepared for meetings and City
staff are able to meet their deadlines. A
successful candidate will possess:
• The ability to establish and maintain
a relationship of confidence and trust
with the Mayor and Councilmembers,
City Commissioners, all levels of City
management and City staff, other
governmental officials, business and
community leaders, the public and
others encountered while serving as
the City Attorney.
• A strong working knowledge of
municipal law, including:
»Brown Act
»Political Reform Act
»Public Records Act
»California Environmental
Quality Act
»Density Bonus Law
»California Housing
Accountability Act
Item 1
Attachment B - Executive
Recruitment Proposal from
Peckham and McKenney
Item 1: Staff Report Pg. 36 Packet Pg. 40 of 57
The Recruitment
Process
To apply for this key position and
exciting career opportunity, please
submit a current resume and compelling
cover letter through our website at:
Peckham & McKenney
www.peckhamandmckenney.com
Resumes are acknowledged within
two business days. Contact Roberta
Greathouse at 831.998.3194, toll-free at
866.912.1919, or via email at Roberta@
PeckhamandMcKenney.com if you
have any questions regarding this
position or the recruitment process.
• Continued maintenance of a valid
class C California driver's license and
a safe driving record.
Residing in the City of Sunnyvale
and being actively engaged with the
community is highly desirable.
The Compensation
Package
The annual salary range for this at-will
position is from $240,000 to $320,000,
depending on qualifications. The City
offers the following excellent benefits:
Relocation Assistance: May be
offered up to the full cost of relocation.
Mortgage Assistance: The City’s
program provides a low-interest rate
loan, requires a 5% down payment, and
a loan amount up to 10 times annual
salary control point.
CalPERS Defined Benefit
Pension:
• Classic members 2% @ 60 -
Employees pay 3% of the employee
contribution and the City pays 4%.
• PEPRA members 2% @ 62 -
Employees pay the full 7.5%
employee contribution.
• The City does not participate in
Social Security; however, it does
participate in Medicare and the
employee portion is 1.45%.
Deferred Compensation: The City
contributes 2% of base salary to either
a 457 or a 401(a) plan, subject to plan
contribution limits.
Health Insurance:
• Medical Benefits - CalPERS Health
Plans with 100% of the premium for
employee and eligible dependents
paid by the City.
• Retiree Medical Insurance - Vesting
schedule that increases after 5 years
of service with the City.
• Dental & Vision - PPO or DMO
with 100% of the premium for the
employee and eligible dependents
paid by the City.
Life Insurance / AD&D: Basic
life/AD&D insurance equal to annual
base salary up to $175,000. Optional
supplemental life/AD&D insurance is
available up to $250,000.
LTD / Salary Continuation:
Long-term disability coverage of 67%
of monthly salary to a cap of $11,000.
Paid Medical Leave is available after
12-months of continuous employment.
Annual Leave: Starts at 21 days
(accrual tier negotiable); 70 hours
management leave (prorated based on
hire date); 30 hours floating holiday
(prorated based on hire date); and
11 paid holidays
Search Schedule
Filing Deadline:.............................................................March 17, 2024
Preliminary Interviews (telephonic): .....................March 27 & 28, 2024
Recommendation to City: ................................................April 10, 2024
Panel Interviews (In-Person): ..........................................April 18, 2024
Finalist Interviews (In-Person): .......................................April 19, 2024
These dates have been confirmed, and it is recommended
that you plan your calendar accordingly.
www.peckhamandmckenney.com
Item 1
Attachment B - Executive
Recruitment Proposal from
Peckham and McKenney
Item 1: Staff Report Pg. 37 Packet Pg. 41 of 57
Stellar Talent
Premier Service
Powerful Results
TERI BLACK &co.,LLC
LETTER OF TRANSMITTAL
August 21,2025
Mayor Ed Lauing
City of Palo Alto
250 Hamilton Avenue
Palo Alto,CA 94301
Dear Mayor Lauing:
Teri Black &Company (TBC)is pleased to present this proposal to the City of Palo Alto to
assist in the successful recruitment of a new City Attorney.We have enjoyed a productive
partnership with the City,having conducted numerous recruitments over the years,including
the current search for the City's new Fire Chief.We would be honored to represent the City
Council in this important endeavor.
Founded in 2006,TBC is known for delivering the most personalized executive search services
to clients and candidates in our industry.The firm's business goals are to provide high-quality
results and foster long-term relationships with our customers.Personalized service and
inclusivity have never been more important in our industry,as outstanding candidates often
have many options when considering a job change.
The attention we devote to ensuring an exceptional candidate experience is reflected in our
consistent success with diverse placements.In fact,in 2024,52 percent of ourplacementswerefromunderrepresentedpopulations,and an equal percentage were female.
With our extensive network and incomparable approach to client and candidate care,our
consultants consistently produce outstanding results.The trust and credibility that my team and
I have earned over the past two decades are proudly reflected in these results.
TBC is not driven by volume,which sets us apart from our competitors.We are committed to
providing customized and flexible service to our clients and will only take on a select number of
recruitments at any given time.Headquartered in Los Angeles,TBC is the most established
female-founded and owned executive search firm serving local government in the United
States.
If retained,you have my personal commitment that Palo Alto will receive the highest level of
attention.Detailed information about the firm and our clients is available on our website at
www.tbcrecruiting.com.Please do not hesitate to contact us if you have any questions or
require further information about our services or qualifications.
Sincerest regards,
Teri Black
President
teri@t crecruitingcom
424.285.1548 (dire
tel 424.296.3111 www.tbcrecruiting.com
Item 1
Attachment C - Executive
Recruitment Proposal from
Teri Black and Co.
Item 1: Staff Report Pg. 38 Packet Pg. 42 of 57
Executive Search Services
for the
CITY OF PALO ALTO
to recruit a
CITY ATTORNEY
August 2025
Item 1
Attachment C - Executive
Recruitment Proposal from
Teri Black and Co.
Item 1: Staff Report Pg. 39 Packet Pg. 43 of 57
Ill.
lv.
v.
VI.
VII.
TABLE OF CONTENTS
SECTION
CREDENTIALS,QUALIFICATIONS &COMMITMENT
RECRUITMENT STRATEGY &TIMELINE
PROFESSIONAL REFERENCES
PROFESSIONAL FEES &GUARANTEE
RECRUITERS &STAFF PROFILES
COMPANY CONTACT INFORMATION
COMPREHENSIVE LIST OF CLIENTS
PAGE
2
6
7
8
11
12
Item 1
Attachment C - Executive
Recruitment Proposal from
Teri Black and Co.
Item 1: Staff Report Pg. 40 Packet Pg. 44 of 57
l.CREDENTIALS,QUALIFICATIONS &COMMITMENT
Teri Black &Company (TBC),a woman-owned California Limited Liability Company (LLC)
established in 2006,has a solid reputation for providing exemplary service to its clients and
has enjoyed great success in recruiting impressive local government professionals for
our clients throughout the Western United States.Our reputation for managing successful and
inclusive recruitment is unparalleled.
We have a dominant presence throughout the Bay Area,especially on the San Francisco
Peninsula.In addition to serving the City of Palo Alto,our municipal client base includes the
Cities of Redwood City,Burlingame,San Mateo,San Carlos,Mountain View,Sunnyvale,
Santa Clara,Cupertino,San Bruno,South San Francisco,San Jose,Milpitas,Pacifica,
Brisbane,San Leandro,Fremont,Novato,Pleasanton,Walnut Creek,Albany,and Piedmont,
as well as the Towns of Los Gatos,Colma,Woodside,and Hillsborough,among numerous
others.As evidence of our clients'high satisfaction levels,nearly 90%of our projects are
generated through repeat business and client referrals.
Our completed City Attorney/Deputy/Assistant City Attorney searches include the Cities of
Mountain View,Fremont,San Mateo,Cupertino,Burlingame,Santa Clara,Milpitas,Oxnard
(partial),and the Town of Los Gatos.
Because we are driven by a concern for quality results rather than volume,we limit the
number of recruitments the firm handles at any given time.We are careful to only partner with
clients who appreciate the value of highly personalized services and the importance of finding
qualified candidates who are a good fit,rather than simply attracting individuals who meet
minimum qualification criteria.This has been a significant corporate value since the firm's
inception.
Palo Alto will also find that our commitment to candidate care is incomparable.From initial
conversations during the active recruiting period to personalized coaching as candidates
prepare for final interviews,all the way to professional development debriefings at the end of
the process,no other firm invests the amount of time and level of attention in candidates
that we do.Our treatment of applicants is a direct reflection of our customers'values,and we
consistently receive feedback that our service is simply unmatched.
The attention we devote to ensuring an exceptional candidate experience is another key factor
that sets us apart from our competitors.It is also reflected in our consistent success with
diverse placements.In fact,in the last two years,52 percent of our placements were from
underrepresented populations,and an equal percentage were female.The trust and
credibility Teri and her team have earned over the course of two decades are proudly reflected
in these results.
Teri Black will co-lead this search with Senior Recruiter Suzanne Mason and will be closely
supported by the entire TBC support team.Our recruiters maintain a strong network
throughout various local government disciplines through their involvement and membership
with numerous professional associations.
Item 1
Attachment C - Executive
Recruitment Proposal from
Teri Black and Co.
Item 1: Staff Report Pg. 41 Packet Pg. 45 of 57
II.RECRUITMENT STRATEGY &TIMELINE
The executive search strategy that follows describes four complete phases of a comprehensive
recruitment for a Council-appointed position.
PHASE I
Client Feedback &Involvement
The recruiters will work closely with the City Council and City Manager to design a customized
candidate profile,recruitment strategy,and timeline in accordance with the Client's desires
and expectations.It is our goal to gain a complete understanding of the experience,
knowledge,expertise,and strengths the City Council is seeking in a new City Attorney,as well
as learn more about the City's priorities,current and upcoming challenges,fiscal health,
organizational culture,and composition of the management team.
In order for TBC to represent the opportunity with conviction and credibility,we prefer to get
as much information and feedback as possible before the recruitment is officially launched.
Because our clients know their organizations best,we rely on their guidance to determine the
best sources of information upon launching each assignment.
Strategy Refinement
Following the gathering of feedback,TBC will develop a detailed timeline for the project along
with a proposed methodology for attracting the best possible candidates.The timeline and
overall strategy will be reviewed and approved by the Council prior to execution.
Material Development &Production
Immediately following the client feedback activities,the recruiters will draft advertising and
recruitment brochure text for the Client's review.This information (description of community,
culture,organization,ideal candidate profile,compensation/benefits,etc.)should accurately
summarize what was learned from the feedback sources.
PHASE II
Advertising &Marketing
Once the recruiters develop a clear understanding of what the Client is seeking,we will create
aggressive advertising,marketing,and social media campaigns for the recruitment.Both the
traditional and electronic campaigns will be interrelated to ensure the position has a powerful
presence in the marketplace.
Once the advertising is executed,TBC will distribute the recruitment brochure with a
personalized cover letter to our national network of professional contacts in our database.Both
e-mail and traditional mail are utilized in our marketing efforts.The job will also be promoted
through the firm's social media presence via LinkedIn and Facebook.
Linked
2
Item 1
Attachment C - Executive
Recruitment Proposal from
Teri Black and Co.
Item 1: Staff Report Pg. 42 Packet Pg. 46 of 57
Personalized Outreach
As an intensive follow-up to the direct mail campaign,the recruiters will personally contact the
individuals targeted and generate new contacts through referrals made by respected sources.
The most impressive candidates are usually found this way,and it frequently requires several
persuasive conversations to attract them into a recruitment if they are content and successful
in their current position.Most highly qualified candidates will not necessarily respond to an
advertisement;therefore,extensive proactive outreach is required.
Our clients pay for results,and that's exactly what we deliver.Unlike many other recruiting
firms serving the public sector,TBC invests whatever time is necessary to generate a number
of outstanding candidates from which the Client can make a selection.We invest more time
and resources in finding undiscovered superstars across the country as well as within the
state.While most of our competitors charge additional consulting fees beyond a specific
threshold,we do not limit the number of consulting hours,travel,or meetings dedicated to any
given project.
PHASE Ill
Resume Assessment
While the recruiters review resumes as they are received,a final detailed review of each
submission will be conducted immediately following the closing date of the recruitment.Those
candidates deemed the most highly qualified will be selected for screening interviews.
The TBC online application system was introduced to the market over a decade ago and was
the first in the public sector executive search industry.Leveraging the power,reach,and
accessibility of the internet,TBC pioneered a modern digital experience for both candidates
and clients.Since then,some of our competitors have followed suit.However,TBC continues
to set the bar with enhanced website and online application security features,strong
passwords,and secure candidate database storage to keep candidate information safe and
confidential.
Screening Interviews
TBC does not restrict the number of candidates to be screened.Rather,we interview every
candidate who meets our Client's criteria.As a rule,this group frequently amounts to 6-12
candidates.The number of candidates screened ranges from just a handful of professionals
for highly specialized positions to more than 20 for highly coveted opportunities.The screening
interviews are typically conducted by video or phone.
Recruitment Report
Following the completion of the screening interviews,the lead recruiter will develop a written
report that includes:a master list of all the applicants,resumes and cover letters for each
candidate interviewed,a one-page profile summarizing each candidate's professional history,
plus an overview of the recruiter's initial assessment of each individual based on their
experience and the results of their screening interview.This information will be presented to
the Client in a closed-session meeting,where the recruiters will review the results of the overall
recruitment,discuss each candidate screened,and plan for the final stage of the selection
process.
3
Item 1
Attachment C - Executive
Recruitment Proposal from
Teri Black and Co.
Item 1: Staff Report Pg. 43 Packet Pg. 47 of 57
Candidate Communications &Care
Throughout the entire recruitment process,TBC will take responsibility for communicating with
the candidates during each stage of the search.In addition,the Client should feel free to refer
any inquiries from potential or existing candidates directly to the recruiters at any time during
the engagement.We handle all administrative aspects of the assignment.
TBC is extremely attentive to internal candidates.Our recruiters ensure they understand
the process and are kept informed at every juncture,as they may have never worked with a
recruiter before.We strive to exceed the expectations of candidates throughout our
engagements,as it is critical that all participants,regardless of whether they are selected,
have a positive experience and leave the process with a favorable impression of the City
of Palo Alto.
PHASE
Selection Process &Confidentiality
TBC will design and administer an appropriate final selection process in partnership with the
Client.Most traditional selection processes entail at least one or two interviews with the City
Council,followed by the appointing authority spending time with the highest-ranked
candidates.Our team will prepare the materials for the interviews,arrange follow-up interviews
with the Council,and coordinate all logistics with the candidates.We tailor the process to best
meet the Client's needs and will assist the decision makers with deliberations.Lastly,it is
critical that candidates'confidentiality be respected and maintained to the greatest degree
possible to maintain the integrity of the process.
Negotiations
Once the Council reviews and is comfortable with the findings in the reports,the lead recruiter
will facilitate negotiations on compensation,benefits,start date,and other transition details to
ensure both parties are satisfied.
Background &References
Following the final process and the guidance of the Council's selection of its top candidate,
TBC will conduct thorough background and in-depth reference checks.Our background
checks are conducted by a licensed private investigator and include credit,driving record,civil,
criminal,and academic credential checks.Court records checks include county,state,and
federal systems.Media,internet,and social networking checks are also included.
A TBC consultant conducts reference checks,which are supplemented by comments
generated from contacts that do not appear on the candidate's reference list.Extensive written
reports are provided to the Client for review and recordkeeping.
4
Item 1
Attachment C - Executive
Recruitment Proposal from
Teri Black and Co.
Item 1: Staff Report Pg. 44 Packet Pg. 48 of 57
Project Timeline
An executive-level recruitment can typically be completed within 100-120 days of the initial
meeting with the Client depending on time of year and necessary launch preparation work.A
visual representation of a projected timeline is shown below and assumes the recruitment will
be launched in September.The actual recruitment schedule can be adjusted in accordance
with the Client's goals.
City of Palo Alto
City Attorney
JAN FEB I MAR :JUN ,JUL@AUG I:SEP OCT NOV IDEC
Phase I
Phase II
Phase
Phase IV
5
Item 1
Attachment C - Executive
Recruitment Proposal from
Teri Black and Co.
Item 1: Staff Report Pg. 45 Packet Pg. 49 of 57
PROFESSIONAL REFERENCES
Client:
Contact:
Email:
Searches:
Client:
Contact:
Email:
Searches:
Client:
Contact:
Email:
Searches:
Client:
Contact:
Email:
Searches:
City of Mountain View Tel:650.903.6300 ext.5
Ellen Kamei —Mayor (Councilmember during engagement)
Ellen.Kamei@mountainview.gov
City Attorney,City Manager,Assistant City Manager,Fire Chief,Deputy Fire
Chief,Battalion Chief,Fire Marshal,Fire Protection Engineer,Police Captain
(Internal Process),Human Resources Director,Risk Manager,Finance &
Administrative Services Director,Chief Sustainability &Resiliency Officer,
Economic Development Strategists,Public Works Director,Assistant Public
Works Director -Transportation &Business Services,Assistant Public Works
Director —Public Services,Community Development Director,Assistant
Community Development Director,Housing &Neighborhood Services
Manager,Chief Building Official,Deputy Building Officials,Zoning
Administrator,Deputy Zoning Administrator,Risk Manager,Economic Vitality
Manager,Planning Manager (current)
City of Santa Clara Tel:408.615.2161
Aracely Azevedo —Assistant City Manager
AAzevedo@SantaClaraCA.gov
Assistant City Attorney -General,Assistant City Attorney —HRILabor,
Deputy City Attorney,Fire Chief,Director of Human Resources,City
Librarian,Director of Finance,Assistant Finance Director,Risk Manager,
Accounting Division Manager,Economic Development Officer,Assistant
Director of Community Development,City Planner,Planning Manager,
Housing &Community Services Manager,Director of Water &Sewer Utilities,
Assistant Director of Water &Sewer utilities
City of San Mateo Tel:650-522-7522 ext.6266
Rob Newsom,Jr.—Mayor (was a Council Member during engagement)
rnewsom@cityofsanmateo.org
City Attorney,City Manager (2023 &2018),Police Chief,Public Works Director,
Deputy Public Works Director,Community Development Director,Deputy
Community Development Director,Planning Manager,Parks &Recreation
Director,Deputy City Librarian
City of Burlingame Tel:650.558.7206
Maria Saguisag-Sid —Human Resources Director
msaguisag-sid@burlingame.org
Assistant City Attorney,Chief of Police,Chief Building Official,Finance
Director,Human Resources Director,Community Development Director,
Public Works Director (current)
6
Item 1
Attachment C - Executive
Recruitment Proposal from
Teri Black and Co.
Item 1: Staff Report Pg. 46 Packet Pg. 50 of 57
lv.PROFESSIONAL FEES &GUARANTEE
The professional fee for this assignment is $23,000 for the Scope of Work articulated in this
proposal.Services include onsite meetings and/or conference calls/Zoom meetings for the
purpose of gathering stakeholder feedback on the candidate profile,briefing the client on the
results of the recruitment,facilitating up to two days of Council/panel interviews,assisting the
Client with selection deliberations,and conducting background and reference checks.
REIMBURSABLE EXPENSES EXCEED)
Advertising
Recruitment Brochure design &mailing
Administrative support
Shipping &FedEx
Background &records checks
Consultant Travel (mileage/airfare,lodging &ground
transportation —up to 3 trips)
Project expenses (NTE)
$3,200
$1 ,400
$5,000
$400
$500
$3,500
$14,000
Professional fees and expenses are billed in phases as work progresses and expenses are
incurred.
Placement Guarantee
If a candidate selected and appointed by the City of Palo Alto is terminated before the
completion of the first year of service due to a comprehensive TBC recruitment,the firm will
provide Palo Alto with the necessary consulting services required to secure a replacement.
Professional consulting services will be provided at a discounted rate of 25%-75%of the
original fee.Expenses will be covered by the Client.
Fee for Additional Placements &Discounts
Because of the challenging market for top talent,our clients are increasingly taking advantage
of selecting more than one outstanding candidate from a single recruitment that will benefit the
organization in a different capacity.In these instances,a $5,000 placement fee per additional
candidate placed will apply and will include completion of background check records review as
well as reference checking.
1 Reimbursable Expenses by Category are an estimation.Invoices may reflect actual expense amounts in any given category that are
above or below the estimated amount,however,total expenses billed during the project shall not exceed the total "Project Expenses
(NTE)"amount as stated.
7
Item 1
Attachment C - Executive
Recruitment Proposal from
Teri Black and Co.
Item 1: Staff Report Pg. 47 Packet Pg. 51 of 57
V.RECRUITERS &STAFF PROFILES
Teri Black,President
Following a distinguished career in local and federal government,Teri has been dedicated to
executive search since 1999.Serving communities with populations in the millions to as small
as 1,500 for over 20 years,she has built a substantial base of clients across the Western
United States that continually rely on her personalized service and recruitment expertise.In
addition to cities and counties,Teri's clients also include special districts and utility agencies.
She has managed hundreds of high-profile and sensitive recruitments over the years.Prior to
starting her own firm in 2006,Teri was affiliated with Shannon Executive Search/CPS Human
Resource Services and The Oldani Group.
Before entering the executive search profession,Teri served as the first Chief of Staff in the
U.S.Department of Justice/Office of Community-Oriented Policing Services (COPS)during
the Clinton Administration,where she helped oversee an annual budget of nearly $2 billion
and more than 300 employees.Her local government experience includes management
positions in the Cities of Santa Ana,Lakewood,and Oakland,California.As a consultant,
clients find her prior government experience to be of tremendous value,often commenting,
"She has walked in our shoes and understands our business.'
Teri earned her Master's degree in Public Administration from the University of Southern
California and holds a bachelor's degree in Criminal Justice from California State University,
Fullerton.She is a graduate of the UCLA Anderson School of Management's invitational
certificate program for entrepreneurs and a founding member of Cal-ICMA's Preparing the
Next Generation (PNG)committee.In addition to holding memberships in relevant
professional organizations,Teri is a Fellow of the Future Policing Institute,which is dedicated
to advancing future policing that is effective,empathetic,and just.
Suzanne Mason,Senior Recruiter
Following a distinguished career in local government spanning over 30 years,Suzanne Mason
has served as a Senior Recruiter with TBC since 2018.Along with her dedication to executive
search,she has deep expertise in human resources.Suzanne's experience working with cities
and counties in California as a local government administrator and human resources
professional was largely focused on business process improvement,change management
and improved human resource practices.
While in government,Suzanne worked to modernize and improve public sector recruitment
and hiring practices throughout her career in serving the Cities of Long Beach and Palo Alto,
Napa County,and the City and County of San Francisco.With these jurisdictions,she has
served as Deputy City Manager,Assistant City Manager,Director of Human Resources,and
Director of Employee Relations,in addition to various departmental assignments.Suzanne
has extensive experience in organizational change management,community and employee
engagement,budgeting,as well as all areas of human resources management.
Suzanne earned a Master's degree in Public Administration from the University of Southern
California,and her Bachelor's degree in History from the University of California at Santa
Barbara.She also holds a certificate from the Senior Executives in State and Local
8
Item 1
Attachment C - Executive
Recruitment Proposal from
Teri Black and Co.
Item 1: Staff Report Pg. 48 Packet Pg. 52 of 57
Government Program at Harvard University's John F.Kennedy School of Government.
Suzanne has served as a member of Cal-ICMA's Preparing the Next Generation Committee
since its inception and was part of the team that transitioned the effort to the ICMA Talent
Initiative.Suzanne also serves as a Civil Service Commissioner for the City of Napa.
Tina White,Chief Operating Officer/Senior Recruiter
Tina White retired as City Manager of Poway,California in May 2019 and joined the firm in
early 2020.She has a long-term passion for recruiting the best talent possible and has been
a powerful addition to the TBC team,assisting our clients in both Southern and Northern
California.Tina attributes her success in recruitments to ensuring that she understands the
needs of the position and the organization,looking beyond the job description.Consistent with
our recipe for success,she ensures that the selected candidates not only possess the
necessary skills and abilities,but also that they are the right "match"for our clients.
Under Tina's leadership,the City of Poway consistently ranked as one of California's safest
cities and among the best California cities in which to raise a family.As City Manager,she
oversaw an operating budget of $90 million,a workforce of more than 200 full-time employees,
and capital improvement projects totaling $34 million in fiscal year 2017-18.Prior to being
appointed City Manager,she served as Poway's Assistant City Manager for more than six
years.
Tina's career in local government spans nearly 30 years,with experience working for the cities
of El Cajon and Poway,as well as for Helix Water District.Moving up through the ranks,she
was responsible for human resources,finance,information technology,customer services,
and a water conservation team.She also worked for five years as a municipal law paralegal
and legal administrator for a law firm that represented several cities and special districts.Tina
holds a Bachelor's degree in Public Administration from San Diego State University.
Tracey Carlson,Director of Client &Candidate Care
Tracey is responsible for managing the numerous administrative activities and logistical
coordination associated with TBC recruitments and special projects.Her 15 years of project
management experience benefit the company in many ways.From overseeing our massive
database to ensuring contractual requirements are met,and from interacting with candidates
to coordinating background checks,she is involved in all aspects of the search process.
Tracey is also responsible for the most challenging task in the practice —managing Teri's
calendar.In addition,she serves as an outstanding resource for candidates and sets a high
bar for the firm's commitment to five-star quality service.Concisely,she serves as Teri's
invaluable "right hand"in ensuring that all client and candidate needs are met.
Prior to joining the firm over 15 years ago,Tracey held various finance,IT,and project
management-related positions with Northrop Grumman and Toyota Motor Sales,USA.
9
Item 1
Attachment C - Executive
Recruitment Proposal from
Teri Black and Co.
Item 1: Staff Report Pg. 49 Packet Pg. 53 of 57
Lucia Vo,Recruiting Assistant
Lucia interfaces extensively with our candidates and works alongside Tracey to help ensure
our clients and candidates receive the proper care and support.A great deal of her time is
spent handling incoming calls,researching candidates and new clients,monitoring our online
application system,responding to e-mails,and assisting candidates with their submissions.
Lucia has worked in various administrative capacities in the private sector throughout Europe
and the United States.She graduated from Technic University Kosice in Slovakia majoring in
Business Administration.
Monica Irons,Special Projects Manager
With over 36 years of experience in both the private and public sectors,Monica provides
technical and strategic support to Senior Recruiters,conducting reference checks and
additional due diligence on candidates.She served as the Director of Human Resources for
the City of San Luis Obispo for nearly two decades and offers incredible experience in
recruiting,hiring and retaining talent as well as training and organizational development.
Monica has a Bachelor's degree in Business Administration from Cal Poly San Luis Obispo
and is a graduate of the Senior Executive Institute at the University of Virginia.
Cindi Maudlin,Special Projects Manager
Serving as Special Projects Manager &Assistant to the President and CEO,Cindi is charged
with overseeing special projects for the firm,such as implementing new software,designing
our approach to social media,and keeping our operations as green as possible -all things
related to keeping us on our toes when it comes to efficiency and accountability.She also
manages the firm's community philanthropic efforts.
Cindi holds a Bachelor's degree in English from Loyola Marymount University and has been
with the firm since 2007.
10
Item 1
Attachment C - Executive
Recruitment Proposal from
Teri Black and Co.
Item 1: Staff Report Pg. 50 Packet Pg. 54 of 57
COMPANY CONTACT INFORMATION
Business address:
Telephone:
Web site:
Federal Tax ID:
Primary Contact:
Company Officers:
25500 Hawthorne Blvd.,Suite 1158
Torrance,CA 90505
424.296.3111
www.tbcrecruiting.com
13-4346458
Teri Black
teri@tbcrecruiting.com
Office:424.296.3111
Teri Black,President
Joseph E.Brann,CEO
Mobile:310.781.0878
11
Item 1
Attachment C - Executive
Recruitment Proposal from
Teri Black and Co.
Item 1: Staff Report Pg. 51 Packet Pg. 55 of 57
VII.COMPREHENSIVE LIST OF CLIENTS
Cities
Agoura Hills
Alameda
Alhambra
Aliso Viejo
American Canyon
Antioch
Anaheim
Arlington,TX
Arroyo Grande
Ashland,OR
Beaumont
Belmont
Berkeley
Beverly Hills
Brisbane
Buena Park
Burbank
Burlingame
Campbell
Cannon Beach,OR
Carlsbad
Carmel-by-the-Sea
Carpinteria
Chandler,AZ
Chino
Colma,Town of
Colorado Springs,CO
Concord
Costa Mesa
Cupertino
Cypress
Daly City
Davis
Del Mar
Denver,CO
Dublin
East Palo Alto
El Cajon
El Segundo
Emeryville
Escondido
Eugene,OR
Fairfield
Fort Worth,TX
Fremont
Fresno
Fullerton
Glendale
Glendora
Goleta
Half Moon Bay
Hayward
Healdsburg
Hermiston,OR
Hermosa Beach
Hillsborough
Huntington Beach
Imperial Beach
•Indian Wells
Indio
Irvine
Laguna Niguel
La Habra
La Mesa
La Palma
La Quinta
Lakewood,CO
Livermore
Lomita
Lompoc
Long Beach
Los Alamitos
Los Altos
Los Banos
Los Gatos,Town of
Lynwood
Malibu
Manhattan Beach
Marina
Manteca
Menlo Park
Milpitas
Modesto
Moreno Valley
Morgan Hill
Mountain View
Murrieta
Napa
National City
Newport Beach
Novato
Oakland
Ontario
Oxnard
Pacifica
Palo Alto
Pasadena
Petaluma
Piedmont
Pismo Beach
Pittsburg
Pleasanton
Prescott Valley,AZ
Pomona
Poway
Provo City,UT
Rancho Cordova
Redlands
Redwood City
Rohnert Park
Riverside
Roseville
San Bruno
San Carlos
San Diego
San José
12
Item 1
Attachment C - Executive
Recruitment Proposal from
Teri Black and Co.
Item 1: Staff Report Pg. 52 Packet Pg. 56 of 57
San Juan Capistrano
San Leandro
San Luis Obispo
San Mateo
Santa Ana
Santa Barbara
Santa Clara
Santa Clarita
Santa Cruz
Santa Monica
Santa Paula
Santa Rosa
Seaside
Sierra Vista,AZ
Signal Hill
South Pasadena
South San Francisco
Counties
Alameda
Contra Costa
Denver,CO (City/County)
Lane,OR
Los Angeles
Marin
Merced
Monterey
Napa
San Diego
Santa Barbara
Special Districts/Authorities/Non-profits
•
Ashland,OR Parks Commission
Beach Cities Health District
Calleguas Municipal Water District
Castaic Lake Water Agency
Central County Fire Department
Contra Costa Water District
Dublin San Ramon Services District
East Bay Regional Park District
Glendale Water &Power
Goleta Water District
Hi-Desert Water District
Indio Water Authority
Menlo Park Fire Protection District
Mesa Consolidated Water District
Metropolitan Water District of Southern California
Municipal Water District of Orange County
Pasadena Water &Power
Sacramento Metropolitan Fire District
San Ramon Valley Fire Protection District
Santa Clara Silicon Valley Power
South Bay Regional Public Communications Authority
Southern California Association of Governments
Southern California Library Cooperative
The Annenberg Foundation Trust at Sunnylands
West Basin Municipal Water District
Sunnyvale
Surprise,AZ
Torrance
Tracy
Truckee,Town of
Turlock
Tustin
Vallejo
Ventura
Vista
Walnut Creek
West Hollywood
Westminster
West Sacramento
Woodside,Town of
Yucca Valley,Town of
13
Item 1
Attachment C - Executive
Recruitment Proposal from
Teri Black and Co.
Item 1: Staff Report Pg. 53 Packet Pg. 57 of 57