Now is the time of year when you should be thinking about your school’s leadership for the 25-26 school year: its qualifications, experience, and personalities. 

Whether you are a board chair looking for a head-of-school or the outgoing head trying to find a visionary and hard-working replacement, pay attention now to the search.

How do I search and get just the right head, principal, or key staffer such as a director of communications or fundraising?

You certainly can do it yourself. It’s best to rely heavily on Indeed, the recruitment service that works the best for me in doing ED searches. It’s followed closely by Linkedin and a job posting with the NC. Association of Public Charter Schools.

First job: figure out what the ideal person is and make that into a job description. That needs to be comprehensive but not too long as to bore the reader. Paint a picture of your school that will attract good candidates.

ED searches for North Carolina charters are always national. So make sure to fully describe your community.

Should you include the salary range? Yes. That way, you are not surprised during the interview with a candidate who is set on a salary and perks way above what you can pay.

Name a search committee that includes a cross section of your school’s people. That way, all areas have equity in the search and the chosen person.

Read each resume you receive because sometimes the gems are hidden. 

Settle on a list of your Top 10 candidates and have Zoom interviews with them. Make each one feel like they have an excellent chance of getting the job. 

Narrow that down to 2-3 and bring them to school for multiple interviews involving the entire school. If that involves a plane ticket and hotel room, do it. 

When you have the right person, again show them the community in which they and  their families will live. 

When you are deciding on a compensation package, aim as high as you can. Paying $5,000 or even $10,000 above your initial comfort zone will be dollars well spent.  

Use a bonus plan to sweeten the pot. Also look at extra days off that will be attractive to the family. 

Check references! And try to find someone to talk with who is not on the candidate’s list. 

And yes, offer to pay some moving expenses. I suggest paying up to $5,000, depending on how far his or her relocation is.

The biggest downsides to doing it yourself: it takes one heck of a lot of time to do all this. You are trained in other skills than doing searches. 

Know that your experience reading resumes and spotting the best may not be as sharp as a professional recruiter’s is. The recruiter has multi-year experience in interviewing and checking references. 

So consider a recruiter. I am biased but truly believe those dollars are dollars well spent.  Your search will go faster and smoother with a pro at the helm. 

How much do we cost? Anywhere on the high side at 30 percent of the first year’s full comp…. to the low side of about $7,000 to $8,000. Full disclosure: my fees are on that low side because there is really no reason to pay that 30 percent.

How long should all this take? About 3-4 months from the very start to a signed contract.

Let me close with stating the obvious: your school will be a great school if you have great people at the helm. So what? Students, for whom all this work is done, do better in a better school.

I often say in my consulting, “Go for the gold!” Your school’s leadership talent is the gold here. 

Jim Gray

Jim is a member of NCAPCS and specializes in fundraising and talent searches. He can be reached at [email protected] or 919-597-1228. NCAPCS members receive a discount.