EXECUTIVE RECRUITING SERVICES

Eligible firms shall be responsible for providing services including but not limited to the following:

1. Develop a recruitment strategy that will identify, access, and attract the most qualified candidates in consultation with RIOC or its delegates. The recruitment strategy, including a phased plan (ex: outreach, candidate evaluation, final interviews) with key milestones for recruiting the CEO and General Counsel positions at RIOC.

1. Solicit input from the New York State Homes and Community Renewal Commissioner and or delegate , RIOC Board of Directors, RIOC CFO, COO, Assistant Counsel, Human Resources and any other resources deemed appropriate. RIOC may develop a sub-committee thereof (the Board Search Committee) through meetings and/ or interviews (which may be via web conference) to understand the issues, expectations, roles, responsibilities, qualifications and appropriate experience criteria associated with this position. This will assist the contractor in developing qualifications for the position. The search firm will collaborate with RIOC to create a detailed job description, salary range, and an overview of the business, ensuring alignment with RIOC’s needs and objectives.

1. The search firm will present comprehensive market research, providing detailed insights into the current state of the infrastructure job market, including trends, salary benchmarks, and candidate availability. Recruit candidates through several different channels, including advertising in publications and websites likely to attract qualified candidates. The Contractor will place advertisements in compliance with New York State statutory or financial requirements. The firm will proactively reach out to candidates in the marketplace that may not be actively seeking the position, including accessing the firm’s network of qualified candidates and other best practice recruitment strategies utilized in the industry. We are interested in a diverse pool of candidates.

1. Assess the qualifications of interested candidates against those required in the job description.

1. Conduct initial screenings of potential candidates and forward approximately 3 to 5 qualified candidates to RIOC or its delegates for consideration for formal interviews. This screening will include verifying educational credentials, employment history and background checks. Support during all interviews, including background/reference checks; candidate travel coordination, post interview debriefs, final interview process/binders. In addition to presenting top candidates, the search firm will maintain a pool of additional potential hires for the Committee’s consideration, ensuring flexibility and a broad range of options. The final interview anticipates three panels that may include RIOC Board of Directors, New York State Representatives and executive RIOC management.

1. Screening candidates for leadership and management styles to ensure alignment with RIOC’s culture and objectives. This includes assessing collaboration skills, emotional intelligence, financial literacy, conflict management, change management capacity, and technical aptitude as applicable. The search firm will utilize its expertise in individual and group personality and behavioral assessments to evaluate candidates' suitability for executive roles and alignment with RIOC culture.

1. Provide services to RIOC or its delegates in engaging in a rigorous interview, reference-checking and hiring process to select the most qualified candidate by providing additional resources, consultation and professional expertise, as required to meet the needs of the search process and to support the goal of completing a successful search. Formal candidate interviews will take place in either New York City, on Roosevelt Island, or in some cases through virtual meetings such as Zoom or WebEx as requested by RIOC.

RIOC reserves the right to develop a committee to work with the executive recruitment firm to participate in review and interviews of potential candidates. Additionally, RIOC staff, Board of Directors, NYS HCR and Chamber representatives may also be included in this review and interview process as well.