The Tonganoxie Board of Education heard presentations from three superintendent-search firms on Oct. 9, 2025, and told the presenters it expects to choose a vendor at its regular meeting on Monday, Oct. 13.

Kansas Association of School Boards consultant Michelle Hubbard and colleague Britton Hart described a five-phase search that centers community input, a characteristics report and phased interview rounds. Hubbard told the board, “This is 1 of the most important decisions that you make as a board of education,” and urged the district to align outreach with its strategic goals.

Ray & Associates consultants Greg Baconhorst and Molly Schwarzhoff also emphasized community engagement and a structured profile-development process. Baconhorst said the firm would work from the district's strategic plan and “reach out to associates” nationwide to recruit candidates who may not be actively looking, and Schwarzhoff described use of a one-way video tool for candidate screening and a consensus-building matrix to help the board narrow semifinalists.

Grenmeier Leader Services consultants Dave Black and Trent Grenmeier presented a process that combines a stakeholder survey, tiered candidate summaries (green/yellow/red) and intensive background and social-media checks. Grenmeier said the firm prioritizes “fit,” and the proposal includes a replacement guarantee if a hire does not work out within the first year.

Why the decision matters

The board is seeking a firm to run the district's superintendent search after announcing its timeline to hire a successor. Board members repeatedly raised three recurring topics while questioning presenters: (1) whether the search should be closed or open to the public until finalists are named; (2) how predictable and time-consuming the board's commitment will be during recruitment, screening and finalist interviews; and (3) how compensation and an internal candidate pool will shape who applies.

Details from the presentations

KASB (Michelle Hubbard, Britton Hart): KASB outlined a five-phase approach that begins with timeline and marketing, moves to developing candidate characteristics through surveys and focus groups, conducts interviews and background checks, negotiates and hires, and ends with a transition and goal-setting period. KASB recommended aiming for a superintendent hire in mid-January if the board wants the largest, experienced candidate pool, but said December or January timelines can both work. The firm said it typically obtains about eight solid applicants for searches of this type and usually provides a one-year guarantee; KASB noted a standard rate (not specified in the discussion) and an expense cap presented to the board of $7,500.

Ray & Associates (Greg Baconhorst, Molly Schwarzhoff): Ray & Associates emphasized national and regional recruiting reach, a research-based “31 qualities” framework to help the board narrow priorities, and use of a one-way video screening platform so every candidate answers agreed questions before in-depth interviews. Schwarzhoff described a consensus matrix the board members would complete individually to surface differences in preferences. Baconhorst said the firm conducts deep dives — including social media scrubs and confidential reference checks — and provides weekly communications the board can use for public updates.

Grenmeier Leader Services (Dave Black, Trent Grenmeier): Grenmeier proposed a structured timeline (the firm suggested Jan. 26 as a target date for completing a hire in the model timeline shown) and described an application-review system that rates candidates in tiers and compiles confidential disclosures and multiple references. The firm stressed hands-on recruitment in neighboring states, offered a written pre-negotiation form to surface candidate constraints (family, salary expectations, relocation) before the board invests in finalist interviews, and included a one-year replacement guarantee in its proposal.

Board concerns and procedural points

Board members asked whether a closed search draws more experienced, currently employed candidates because confidentiality can attract applicants who do not want their names public until finalists are chosen. Presenters agreed a closed search often increases the pool but also said it can reduce perceived transparency; several recommended remaining closed through semifinal and finalist screening and publicly naming finalists only once the board is ready to invite public interviews or announce finalists.

Members also emphasized predictability of meeting times. Presenters said most of the board's in-person commitments cluster at three points: the planning meeting to set timeline and outreach; a candidate-review meeting to discuss the full applicant pool (often held later in the recruitment window); and the finalist interview day(s), which are typically multi-hour to full-day events. Several presenters said much of the early work (surveys, marketing and initial screening) can be handled remotely or by staff.

On compensation and internal candidates, presenters warned that advertised salary ranges materially affect the applicant pool: higher ranges typically attract more experienced sitting superintendents, while modest ranges may limit applications to regional or assistant-superintendent candidates. All firms said they would work with the board on a compensation strategy and would vet internal candidates as part of the pool.

Next steps

Board members said they plan to select a search firm at their Monday meeting and begin the search immediately thereafter. No formal action or vote was taken during the Oct. 9 presentations.

A note on quotes and sources

This article quotes speakers as recorded in the Oct. 9 meeting: Michelle Hubbard (consultant, Kansas Association of School Boards), Britton Hart (KASB consultant), Greg Baconhorst (consultant, Ray & Associates), Molly Schwarzhoff (vice president, Ray & Associates), Dave Black (consultant, Grenmeier Leader Services) and Trent Grenmeier (owner, Grenmeier Leader Services). Board members identified by first name in the meeting (Evan, Justin, Linda, Ryan, Karen and Chris) posed timeline and process questions but did not take formal votes at the Oct. 9 session.

Tonganoxie Board of Education will meet Monday, Oct. 13, to choose a firm and set a final timeline for the superintendent search.