001on there we go yes thank you everyone this is our special meeting we are study starting here in order to conduct work as a school board um related to the superintendant search I'm going to call this meeting to order with us today we have recording secretary and otherwise General assistant in this process Peggy King U myself Amy cast I'm currently serving as president of the board I have directors Elizabeth soak Dr jacqulyn mcord director Sandy Hayes and director Han Tran is on her way here from work and we'll be jumping right in as we go so our purpose of today's meeting um our primary purpose is that we have sent out a request for proposals um and published it and have received proposals for search firms who are um have proposed to assist the school
002board with the superintendent search um it's the job's task today to to um not only identify which firms um and I'm going to suggest it Maxs out at 3 that we'd want to bring in in a week to interview in person um before we do our final selection um but also to complete um the rubric of Po points scoring that accompanies this process I'm also going to be taking notes CU we're also going to just naturally talk about how we want the process to look um which will inform the questions we ask and I have a couple other um process things we'll want to do like for example we're going to want to think about what questions we want to ask during the interview process and and also get an idea of starting to prioritize
003what steps in the process are really important to us in case we have to make trade-off decisions between A and B if we don't have enough time or money or all the above so but we have to talk about the proposals that were submitted um but first I'd like to see if um Peggy has anything else to add to the process did I cover that correctly I covered it correctly and we do also have um wonderful staff members here who are here to help us support the process um and after we are done today just so the board knows too I'm going to send out an email update to some key um Partners so they understand the process if they have any preliminary questions and every once in a while during the process um we're
004talking the um leaders of our largest bargaining Partners leaders of council PTSA um and so just to make sure that people understand how the process is starting to unfold as we go down the road any questions yes ex that was not a conclusive list at all thank you very much director Hayes that was an off the top of my head list um but absolutely they would be part of the part of the process as well so um so thank you I I also was subject to the traffic and WEA director tan so no worries yeah no amazing so we uh I was just going over what we're here for today so we're going to go ahead um we our first task is to identify who we'd like to bring into um to have um to
005interview with as well as complete our individual scoring sheets that we have in front of us um that will be Consolidated also into final a board final um recommendation as we go forward so that is in the purple no yep I have too many folders here purple folder that we have in front of us so I'm going to I'm going to propose as a process we start by going through the numbered proposals well we don't have any microphones down there so I just started talking we do not have printouts of all I don't believe we have print so if you want to take a second to pull up the actual proposals we can do that I have them on my computer as well she has her notes down there yeah no that's and that is
006absolutely fine we will we can turn our bodies we can turn our bodies yeah okay so again and we um we don't if you have your points already filled out for each one that's great I personally don't I have some I have my notes that I I will be filling in but I wanted to before um I have some thoughts about some um proposals that are pretty close in my mind I wanted to hear my colleagues input before I firmly made my mind up one way or the other so is does everyone have an it is a lot of material but would we like to start discussing the proposals one by one how's that sound okay um president Cass I'm wondering if we um maybe start with more of a holistic um for those of
007us that have done this before because I suspect there's a couple that we have concerns about giving their lack of expertise in this process and then maybe we start with why a search firm that's done a superintendent search is preferable before we dive into each individual we we can absolutely do it in that order no problem do you want to kick us off yeah just I not there were a couple um and having done searches not only for superintendant but other areas as well it it's helpful for the search one to have the expertise in it for several reasons one is they they know where a potential superintendent would be looking right they know the places that it would be advertised they know like the Wasa Wasa website they they and so they have that
008plus they have the contacts um and I know for me I was looking at where who was already in their base you know who had they placed so that meant they already had a relationship with superintendent um and have a established a trust relationship so for me that was um an important thing than for someone that has never done a superintendent search before I would have concerns about them trying to get into that world and having those relationships and context and and understanding of the process um having done an executive director search in the school world with a firm that had no connection to the school world not understanding dates and timelines and process what had its moments so that just something to think about very helpful thank you any other board members want to
009provide input yeah I sorry would agree with that uh and I had a very similar approach just looking for you know first how experienced are they are they how how often have they done this um do they have people on staff who have the expertise who have uh worked with districts like ours in Washington state of this size um and as director Hayes says you know we we are not in a position where we can be training a company on how to do this for us we need someone who is ready to hit the ground running and you know just based on that I think there's at least two companies that we can just you know narrow narrow things down very quickly if if we want to start that okay okay very helpful thank you
010any other thoughts or questions okay so does it help to go in numerical order since we have so many materials I had kind of Presumed or do we want to you said you I inferred that you had two that Rose to the top for you director mordi but bottom that Rose to the bottom okay yeah there were actually and it's entirely up to you I mean I was able to go through each of the submissions and do some background checking and you know did some scoring and you know already have mine in order of my my preferences so I mean I can share that if people want to hear it but I don't also don't want to bias people sure they so then maybe we should go through one at a time yeah I think
011starting with number one actually might kind of fit your mold anyways as it works out yes okay so let's let's start by talking about Adam talents and maybe a good way okay I just I just one technical question um because going through the criteria and I don't know where this came where the criteria came from is that what's legally required that's what was in the RFP we sent out okay because there there really it's I'm having struggling to come up with the has relevant experience component well I think qualifications and references and number two okay it would fall right within there for sure all right and also prior success with similar projects number three absolutely okay but that one doesn't have a point total gets into deadlines and part of the yeah yeah okay all
012right yeah well and this is this is something let's let's distinguish between our Rich conversation that again we're going to be talking about the process in general as opposed to the legally mandated um RFP process as as mandated by RCW that we're going to absolutely support so we can talk I think we talk about the firms we focus on that we talk about benefits and overall outcomes we're searching for as opposed to the points to start with that's why I didn't come with points personally I wanted to have the conversation with us as a team does that help okay so maybe we can just talk about our Reflections I took I personally just took a couple notes as I was reading each proposal um if have any Reflections first on Adam Talent um maybe either
013Pros or cons um anything about the process that we like or and just any I'm just going to open it up any thoughts on Adam tal Talent anyone would like to start us off with uh my first thought was that uh the timeline that was proposed and I don't you know obviously we haven't set a timeline specifically but um it didn't really seem to fit with sort of the timeline that we are are hopeful to have and um it doesn't look like they've done this before I'd agree with that and that is as someone who hasn't done this before I would appreciate having a search firm that has done it before yep so that's where I and they were established in August of last year and they had the highest fee yeah yeah yeah so
014I that those were all kind of things that stood out to me same for me yeah okay so any any other thoughts on them I have I had only a couple notes because I quickly kind of got to that point and moved on personally but D director Tran did you have some thoughts um I think you summed it up pretty well okay so I I would like to also suggest we can fill out our point rubrics the way we want we it doesn't it doesn't have to be a bell curve I'll just say is it like a team score or it will end up being a team score but when you score you don't have to make it a bell curve with them all if that makes sense except for the cost one except for
015the mandated one on the total cost um so if that helps if that helps with your point scoring okay okay but any other thoughts on Adam Talent okay yeah oh thank [Music] you so should we leave those empty can okay we can leave the cost ones empty perfect thank you I already filled it out sorry well you can correct us if we got it wrong correct does that okay okay thank you so just for our friends at home um we have great support from our purchasing experts and so we're um the the scale for highest to lowest cost we're going to get support I'm filling that out correctly because when you add up the travel and everything that's that's very helpful so thank you does that incorporate the the travel expenses I mean because we
016won't know what those are really until anticipated and how about the um those who said they would price match yeah yeah no address that I think that's kind of subjective if if they said they were going to price match if if it was comparable Services yeah yeah yeah okay yeah well and and right like they would say well we're not going to match that price because we're going to do a better job so it is really hard to apply the framework to that then yeah yeah okay super helpful thank you okay anything else on Adam Talent we want to discuss okay so let's keep going let's next talk about Cherokee right I had Cherokee is number two I'm going to pull that one out sta Cherokee Staffing and services um any feedback from board members
017on Cher Cherokee staff and services I came away with a very similar um impression of Cherokee as I had for Adam um they seem very very well experienced in the it realm but not in education or superintendent search um and it also seemed to be one person there's not a whole lot of infrastructure there with with their company um I think they had one of the lowest bids but um honestly I had to wonder if if how they came up with it honestly yeah and they were also expressing a preference for doing this virtually uh which I really don't think would work terribly well so thank you director mordi any other thoughts on Cherokee very similar um understanding of what they're providing and and um yeah again doesn't really seem to have any um I
018I saw lots of uh sentences that talk about things but not really a whole lot of information past sort of that uh header um so it there's not a lot to me there's not a lot of information that really shows that um you know uh I don't know um there and there was some there was some interesting you know they have expertise in diversity and they're 100% native owned and 75% of their staff is diverse and so um those are some different percentages um but you know here here nor there um it just I don't think it has the depth and breadth of uh what we're going to need from a company thank you director soac any other feedback on Cherokee Staffing okay I'm going to move us along then to Hazard young ATA Associates
019this one requires a lot of zooming in and zooming out yes 100% that was I think our thickest proposal that we received it took a lot of time to review yes yes it was so yeah we can just this could be kind of organic what what do people think it seems out of the two that that we've discussed so far they're the most experienced I saw that too many years of successful placements of of superintendents of districts and they did mention um not by word but racial educational Justice and how diverse their staff is I agree they they directly ref they directly and they give statistics about uh placement and sort of uh uh how they're looking specifically making sure that women and candidates um who are minorities are not overlooked um when they're looking
020at applications for people um and they have seem to have really good solid relationships with a lot of the organizations that we do um which I think is helpful um they're mid-range on the on the fee as well I thought the travel at 10,000 was kind of high I was I thought a a a relevant question would be to ask what that was based off of yeah there Associates aren't aren't yeah yeah um and I it there seemed to be and I don't understand the whole proposal what's included what's not it was a little confusing to me but there was a lot of options for upgrades and and like well you could do this regular thing but then here's the plus plus at 3,500 more or you can have five days with us for an
021extra two grand or it seemed like there might be potential for some inflationary costs depending on what we want if it's above and beyond what you know um it was confusing to me having not done this before and I think that again comes back to what we want the process to look like as well um because I noticed that too specifically about the in-depth background search not just on criminal records but on social media um but some other firms had mentioned that they would include that as part of the standard process and so um they have a price match they have a price hya did hya did have a price match I didn't I didn't mark that let's see if they did I didn't mark it but that doesn't mean it doesn't exist through the
02271 Pages let right we could but let me put that down as a question um because if they had their their extra expenses then not say that they do match yeah my notes I had thought I saw it but let me but we will research that they do you did you saw Yes you found it now okay all right so that would be a question to ask um what about the social media background as well as the expenses you know I think if you you rolled everything all together if we took every option of theirs and maxed out and I think the 10,000 was an upper limit to to travel um expenses that they would charge yeah but so if you roll all of it together I think they might be the and I tried
023to add it all I think they were coming close to Adam if not just a little over um but I think from my perspective they're also about the most experienced and they do it's part of the options I think is is a way to identify something that well if we don't need that we could can scale back the cost a little bit you know um but it would be it'll be interesting to see exactly what they mean by a price match yeah I like the fact they established the uh online folder for us to see because something I I like to see even if I don't need a fancy video a package on every single candidate I like to see the list of who has every single one who has applied and by having that
024process already EST established I I liked that I also felt like they had um what I saw as the most experience with um school districts of our size and in our region MH um and that was that was a really big point for me okay I did have again some questions I think I would want to ask everyone in a week is about um student involvement as you know both in terms of um you know with creating the superintendent profile you know how they've done that before through their survey I know something that we ran into a few years ago we want to make sure we have translation services some firms did that well some or included it upfront some some will have to maybe ask about um but you know we have this wonderful
025student Advisory board so that's that's a question I have for them also yeah and one of the add-ons I had a question about is is the ads so posting on wasda website is free posting on the Wasa website is free but they talked about both from a schedule perspective as well as just does it really help you to place ads in National educational Publications I don't think we have time to do a print one but you know if if it's worth the extra $1,500 or what have you I'm curious about that right because by the time it's published we're going to be done right so I mean there there was I don't remember which firm hired them but like some somebody is retiring at the end of the year but they got done hiring in
026January yeah for them um which then you would have time to do print ads because you're not in a rush mhm have we done print ads as norshore before I don't think we've had time we've run in all the traditional yeah the virtual online now right like yeah yeah I think that's helpful if you if you really want to do an in-depth National search where perhaps people aren't familiar with our opening I think within Washington State potential candidates would be pretty easily familiar with our opening um but if yeah if you really wanted to post elsewhere I think it's helpful I do like the fact that ho similarly the um the the organizations that support administrators of color the fact that they have those relationships like those would be another perfect place for them to
027advertise the posting that doesn't necessarily involve an extra $1,500 fee right and the fact that they had that I thought there was there was concrete evidence of alignment with our racial and educational Justice values this all reinforces why having somebody that knows what they're doing is important but I think this is just a a good question to ask them what's the value ad of a print and is there even time for us are me printing it and then 72 hours later never mind we're all done um so I think this this is just a good question to ask them okay agreed my understanding is we're also searching Nationwide how much emphasis are we going to put on that that's our choice that's yeah that's our choice yeah I mean do we want somebody who with
028in-depth knowledge of our area and understands the goings on politically and whatever or does get that from somewhere else amazing candidates from in the state and outside of the state and that's just going to we just see who shows up I think it's important to have that a nationwide search our community expects us to look for the best of the best and and then and then that's the conversation that is important for the community to have of what what do we want I can't remember which firm it was but they mentioned Global Network that I think it might have been one of the it might have been Adam I think it was one of the ones yeah yeah yeah I think I think we'd want we'd want American Experience because of the federal laws well
029in the understanding the education system here we're different than other countries even Canada okay can would any other any other thoughts on hya okay let's talk mcferson and Jacobson what are everyone's thoughts on them uh this was the one that um mentioned specifically they work with organizations um that uh retain and promote minority and female applicants um and they had an end of May hiring timeline in The Proposal which was nice to see and they make a very fine Matrix with um cuz I love a good Matrix in a rubric um but it clear expectations and roles so like what they're expected to do what we're expected to do how you know they see us doing it um and then they gave nice statistics around you know a third of their applicants are female quarter
030ethnically diverse and then a third of their placements are women or minorities which I I like that they spoke to that and um the other thing I noticed was all of their reference school districts are roughly our same size and they're within the last couple years and um they are people um of color um so it's it's I think a really nice representation of the skill set that they have I I agree they were um I felt very comparable to hya MH not quite sure I understand how I've got them down as the lowest score the lowest uh cost one I when you add in I think their second lowest you add in okay yeah I wasn't adding in anything I was just going by the base yeah contract cost and I figured travel's going
031to very 10 right I don't think any of them did what no a couple of them did but yeah um okay reality well you can correct my scoring on on but their their base uh quote for the contract was from what I saw the the lowest um yeah I agree with everything uh director soac said they um I think they have the the kind of experience with the kind of districts that that we are looking for they actually look to have smaller districts that they recruited for it's a lot but like the the closest student population comparable to us would be Federal Way in Vancouver and Kent is AA um is it a there is 20,000 19,000 close yeah yeah so something to think about um because I did I looked I was very focused
032on where they had placed to superintendent and then knowing the history how did that work out and so um there was several anyway um this one I as I went through I was like yep no that was a good one that was a good one we are most likely going to be hiring someone from a smaller District typically superintendant don't do a lateral move in size so they've got a rich resource of superintendant around the state so to your question do we want to stay focused in state or are we going to want to look across the country but this one definitely has a huge resource of superintendents that have worked all around the state and um would be interested so well and to tag on to that it's very much west coast states Idaho
033Colorado California Oregon right which I think is a is a great pool to be able to to pull from yes and I didn't as I went through the list I didn't have anywhere like oh well that flamed out is a complete disaster and so yeah that feels like good quality potential people that they have relationships with I think they even quote um the longevity of at least some of the the placements that they've made is that the one where they're still there like right yeah that was good to see we're not playing Hot Potato okay any other thoughts on mcferson and Jacobson all right let's keep going to Northwest leadership Associates fun fact founder Dennis Ray's photo is on our wall of past superintendence it's kind of an interesting trivia Point um yeah any thoughts
034just super confusing because there's the re in Associates is not it's 100% confusing is not Gary Ray either no right yeah so confused before my 10 it was yes yeah thoughts on this one so again to to director Hay's point I see smaller school districts on this list as well and do you see any red flags I had a question I do and there it is okay go ahead my question is about the bethl school district that's on their references it looks like and I know this may not be a thing but like it the search was started and then suspended and then it took until December to hire a new superintendent and that I it to me I wondered about putting that on your references let's just say that sometimes it's not always there's
035many factors it can be a lot of different Dynamics besides just the search firm and we probably being kind Neighbors in a public me didn't want to be a little careful no yeah I mean I just I don't I I was I don't know if that's a normal thing that happens frequently or so timelines okay I don't think so I don't it rarely has anything to do with the search firm right right that's okay yeah no that is a unique timeline for sure they seem to be very happy with their pick um they they also mentioned that they prefer impers um but will suggest virtual to expedite processes and their timeline was right in line with kind of what we're looking for um there was no mention of diversity Equity inclusion or um looking at
036minority or women candidates um that was my takeaway as well those were my too yeah yeah yeah it looks like a lot of experience and some Regional expertise but some some of the factors that are important to the NorthShore Community not as strong as my takeaway yeah agreed yeah um again looking at their their placement [Music] um there there are some rock stars in this list there are some extremely problematic ones [Music] that I have concerns and I'm speculating given some of the placement of some of the people who they've placed that there may be an intentionality of a lack of racial and educational Justice work trying to be okay thank you director hay okay well any other thoughts on Northwest leadership I think mine were captured yeah they've got good experience right for sure
037all right so Sixth and final rayan Associates wait I thought that's did I miss one I thought that's who we were doing no we were doing Northwest leadership I'm sorry we're doing Northwest leadership right okay the wrong I I actually and one of the reasons I was a little confused there is that these two came out about the same for me um I felt the experience with um the size of schools and approach and or evidence of diversity and was a little little lacking okay maybe I'm missing something I couldn't find a list of who they'd worked with either here or in my packet that I received at home I saw a couple they listed a just a few North Mason North thirst esd2 123 Edmonds Everett Mercer Island where are youton see I think
038it was in the at paragraph it it was like it was not as clear as mean the references or the ums they find it the school districts they've placed yeah yeah it was in the cover letter I saw bton or something like that third paragraph of the cover letter you also assisted your district with its superintendent search in 2016 and then there before that is the list of districts oh it is important to note there has been a change of leadership at Ray Associates so the people currently there now are not the ones we worked with same processes perhaps but not specific the same specific people how was the experience in 2016 it good great yeah hired somebody Y no they um again it's a little concerning because it's not the same people but they
039did a great job they were very responsive and it was almost an identical timeline of what we're dealing with today and making sure the community was involved they were very willing to let us kind of lead that and R in some very quality candidates but again different people right yeah which the recruiting Network might be different with different people right because a lot of this is who people know and they call them and say hey northshore's open are you interested yeah um and that that that we know somebody who knows somebody right yeah right and I think they'll be great for this and that was yeah do we recognize any of their new Stu members no no that was one of the things that struck me too the the the person who would be the
040lead is resident in Arizona yeah and and has been up I believe also resident in but they they're working on he's a snowbird rton right now maybe or somebody else is a snowbird yeah they do have they do have some active Washington searches going on right now true yeah okay yeah their their resume had a couple references to um something similar to rej but not really I couldn't find anywhere where they called that out directly and their fee is also mid-range I do like that one of their Associates is it's able to speak Spanish and that would definitely help yeah right if and and um yeah I mean they it's there's um like a deep pool of people um and and ones of color one person yeah and someone of color people who are bilingual
041people who uh are clearly uh dedicated and have experience and understand this [Music] area Okay so any other thoughts so we can start pulling it together just on rain Associates and any other rain Associates thoughts there was you know just to point out my couple notes um I noticed their process didn't allow for public input to be taken at the finalist stage it was all working with the board I'm sure that's something we can talk about but that probably would add to their cost proposal yeah agreed okay all right so again our tasks are to hand over some stacks of of points once we're done here um but also identify um three firms okay let's put it this more than one firm but not all of them to interview on Monday we have time we've
042budgeted time for three interviews okay next next week is it a legal requirement to fill out all the points on this or okay or you can do the backwards where you come up with a number total that you want it to have and then you and then split it okay I was just trying to speed the process up but absolutely I think and and yeah I think there's lots of different ways to approach it but let's talk about who we might like to we might like to interview well we don't have to make a motion or anything no I'll just pick it off I for me it's so we are going to take action ton um I feel like it's a question of either two or four um that there are two that we definitely
043are not interested in pursuing just due to lack of experience um you know if they want to get experience and come back and 10 years when we have to do this again we'll we'll look at them but um until then that's not um and then really the for me it felt like there were two that were well well on their way and then two that were clo another two that were kind of close and so I don't yeah agreed um there we go I got it all right um so I I'll just start I thought um mcferson and Jacobson and in and I know Ray and Associates had the most for us in terms of what we were looking for um I really um well I'll just explain R Associates I suspect that's the one
044that's the surprised it's the it's the number five advancing our goals for racial and educational Justice I felt like they were number one of all of them given who they have as support people um more than everyone else it was all white people that would be working with us and it felt like um Ray and Associates had people of color people that spoke Spanish that would have would be in connected with um superintended candidates and are very visibly in the room yes making decisions yes and we're not just talking about recruiting those people we show that by hiring them and making them part of teams yes yeah yes and they they would also have those connections in that community so that was that was just my thinking for those two um I thought Hazard and
045young put together very quality proposal had a good list um like I said Northwest leadership I think has the skill set but I have some concerns about their lack of intentionality around racial and educational Justice um yeah okay um any concerns around Ray and Associates list of people they've been able to place no I looked at yeah there there was no red flags where I was like oh that person's actually on my do not hire ever list I had um if it's okay yeah yeah yeah um and by the way we are going to make a motion on who to interview oh sure so we're we're building discussing we're building that yeah just want to let you know okay um so my number one and well I guess one two three would be hya mcferson
046and rayan Associates that's kind of the the bundle there um and just the discussion that we've had with Ray and Associates here I agree having someone that is a native Spanish speaker um and you know seeing diversity on on their staff is very helpful I thought hya listed diversity they just didn't show their folks yeah let me just verify that really quick yeah that's the the one with the zooming in and zooming out Port part um cuz it was it was also a non okay there it is the last two years our firm has presented superintendent Canada oh that's their superintendent Canada pool my fault that's not their staff I didn't get a good rate on oh okay never mind there's their staff got it um yeah I for that reason I mean for the
047reason that you just gave um rean Associates probably get bumped up to number two as well perhaps even number one for me at least yeah yeah oh well I'm very similar um I had um hya and mcferson and Jacobson as one and two um Ray and Northwest leadership were coming in kind of comparable to me but Ray would would Edge out Northwest so the hya mcferson and Ray for me what do you think director so that same group um just I think all the things that have been previously stated it those three groups uh had the I think have a really good chance of finding us a nice deep pool of people to choose from and I agree I agree so um we will we will like a motion I just want we do have
048seven minutes let's talk about let's talk about um just because we have discussion before possible action on the agenda can we talk about next Monday really quickly so um last few times we've done this um the process has been we've we've thought about questions to ask and then we each assigned our ourselves one so that each board member had an opportunity to make sure they were they were speaking and then we left time for follow-up questions um so the generation of those questions we don't have a time scheduled before Monday um I think maybe I could dig up or with director mcg's assistance from last time around um and then as we get organized before we start on Monday we can each pick one which one we want to ask and maybe we put out
049a proposed list of questions and if there's anything else anyone else wants to make sure we cover we can always edit it from there does that sound like a good process I think that sounds great if I remember like right Community involvement I believe has been a multiple question um I don't remember if we had student in I don't think we did in 2016 um but I think they were invited as part of some of the forums right that that may be more of an intentional question this time around of making sure that students are involved maybe the uh student Advisory Board I yeah I don't know that we need to tell them what to do but just make sure that they're on board with including students in their work yeah we're ready to vote
050will will the knowing the point total inform our vote I'm no thinking no okay thank you for asking I think our our votes will support our our votes my guess yeah um and don't and there is a confidentiality form in here as well just so you all know so um okay any other any questions about Monday it will be in that area because we have the ability to live stream as we interview over there in case someone wants to present virtually so we will be meeting over there on Monday okay and on Monday we might get into specifics about our our schedule it's going to be we're going to see a lot of each other next couple months and so you might want to bring your calendar with I don't think we'll do anything firm
051but just it might be helpful to have your calendars with us all right let's entertain a motion um I move that we invite uh mcferson and Jacobson Ry and Associates and Hazard and young to interview uh with us next Monday as a potential search firm did I phrase that correctly I got in trouble once for phrasing it wrong I think looks good okay got a thumbs up we just need a second okay a second wonderful okay we can do a voice vote all right so all in favor of that slate affirm say I I hi any opposed okay thank you everyone we will adj this meeting to get ready for our study session on goal three okay I'll just um let people new to the process know that one of the joys of this experience
052is that those that look great on paper then they come in and you're like wow that is not what matches that you'll find the personalities and um that's why it's so important to do uh an interview a personal interview because it will change your perspective and we've we've had moment were're like this is it this is the person and then they interviewed and we're like wow no that's not going to work so come with an open mind oh that sounds great