So, if we don't find the right person, many options, extend the search, um, pause, revise hiring criteria, which I wouldn't recommend, but you can always do that. Worst case scenario, we help you find an interim, and the interim steps in for a year to keep everything steady, and we do another search next year. There is never a charge from MSBA till you have a signed contract with a superintendent, not an interim superintendent. So, we would never charge anything till you are done and you have a signed contract with your superintendent for potentially two or three years.

As far as the interview process, I would say it just means communicate, communicate, communicate. Um, we coordinate everything. We try to make it as light on your staff as possible. Their plates are full and we know that. So we do almost all of the heavy lifting. We would need a point person inside the district from the communication side, but we have templates. We create all the links that are necessary. We share that. We do all the press releases. They share it then in the Wisetta format. We'll do everything we possibly can to ensure that they do not have to do very much work because they have enough to do already.

And then there's one piece that missed, but as a veter um we have long conversations with the applicants and in that process, um we try to flush out do they really want it? Um, and while we don't work for the candidates, we will tell we've had candidates with that that four different places. And we tell them if you don't get them in all four places, you you've set yourself up. So, what do you really want and why? And so, there's that vetting that goes through too. And that's how we try to match up.

Um what we've learned throughout this entire process is that there will be a lot of information uh a lot of communication to the board. Um and so we have designed um from the back office a confidential board portal. Um each um board member will receive it will be linked to your uh district email and in this um portal is the information that you see on the PowerPoint from the beginning phases of the initial search. um all the way to the select phase where um the board will have access to applications um um drafts of of of interview questions just to be very specific. Um and um this information is is at your disposal 24/7. Um, the working relationship is when we update the portal. We inform you so that you have the latest information on the entire process and any information you may need should questions arise during the the search process.

Well, and here we are minus our uh third member. And I did want to mention that um one of our members had to step down uh won't be joining us as a full-time member of the team. Uh but I think that the three of us are going to be able to support your needs very well with our backgrounds and experience. I know that one of the things we talked about was making adjustments and changes to support the and communication needs of districts. This is a really important example of a recently developed system which will support you and your search committee. Do you just write to that?

I think um part of our process is the intention behind creating the leadership profile. When we create the leadership profile, um it really speaks to the board and the community's desire. Um most of the boards that we've worked with will say, 'Von, longevity is important for us. Can you can you tell them to commit to a hundred years?' Well, um certainly, right? we do share with candidates that that is very important to the board to the community.

different than some of those other firms uh also is the fact that I've been a Minnesota superintendent already uh for the last 16 years. I've already been contacted n by nine different superintendents, four of which were out of the country or out of the state rather uh asking about Weisetta public schools. I was superintendent of the year. I was a seven-year board member on the national uh superintendent company AASA for representing Minnesota as a governing board member. And as I said, I've worked closely with superintendents throughout the state as president of MASA as well as a number of other roles that I've served over time. Not to mention, I am a neighbor and uh I am close by and happy to lead this search. If we were fortunate enough to get this search, I would be your lead.

We have I know that you've seen this before, so I won't read everything, but as I said earlier, we have nearly 30,000 people that come to our website on a monthly basis looking for positions throughout the country, but twothirds of those placements come from outside the registered candidates that we have. even though we have a very large presence in a database. Again, we are very aggressive with recruiting and that starts when we understand better about what you want as a leader, not easy use, not easy shoes to fill with Dr. Anderson.

One of the things that makes us us unique is when you identify car candidates for a semi- finalist or finalist view, we also do video interviews for them. We we would work together. I would work with you as a board to identify questions behind the scene that really you want to know about without them having the questions in advance. And so they would do virtual interviews where they would not have an opportunity to review the questions. you would have access to that along with all of their candidate materials, letters of recommendation, uh, and things like that. It's one more opportunity to get a face-to-face look on how someone reacts to questions that are pertinent to what you're hoping for here in Weisetta Public Schools.