Role of the City Council in Hiring City Managers: Process and Best Practices
In cities that operate under the council-manager form of government, one of the most significant responsibilities of the city council is hiring the city manager. As the chief executive officer of the city, the city manager is tasked with implementing council policies, overseeing city departments, managing the budget, and ensuring efficient and responsive local government services. Because of the influence this position holds over both day-to-day operations and long-term planning, the hiring process is a critical decision that can shape the future of the community.
The process typically begins with the council establishing a clear plan. This includes identifying the qualifications, leadership style, and experience they are seeking, as well as the specific priorities and challenges the new manager will need to address. Councils often begin by reaching a consensus on these criteria and may also seek input from community members to help shape the profile of their ideal candidate. From there, they determine whether to conduct the search internally or engage a broader regional or national candidate pool.
Many councils choose to hire a professional executive recruitment firm to assist with the search. These firms help craft effective job postings, conduct outreach to qualified candidates, and manage the logistics of the recruitment process. They also provide valuable expertise in screening applicants and conducting background checks, which can be particularly helpful in ensuring an impartial and thorough evaluation.
Once the job is posted and applications are received, the council or a designated subcommittee reviews resumes and selects a group of semifinalists for further evaluation. This often includes interviews, written questionnaires, and assessments designed to gauge the candidates’ problem-solving abilities, communication skills, and alignment with the city’s goals and values. Finalists are typically invited to participate in in-depth interviews, public meet-and-greet sessions, or stakeholder discussions, depending on the level of transparency the council wishes to incorporate into the process.
After identifying a preferred candidate, the council proceeds with comprehensive reference and background checks. These checks cover employment history, financial disclosures, criminal records, and the candidate’s performance and reputation in prior roles. Once the vetting process is complete, the council negotiates a contract that outlines compensation, benefits, performance expectations, and termination provisions.
Following the hire, onboarding and transition support are essential. Councils should take time to orient the new city manager to local operations, introduce them to department leaders and community stakeholders, and clearly communicate short-term and long-term expectations. Ongoing communication and regular evaluations help set the tone for a successful and productive relationship.
Best practices in hiring a city manager include establishing clear goals from the outset, aligning the recruitment process with community needs, and promoting diversity, equity, and inclusion. Councils should aim to engage the community in ways that build trust without compromising candidate confidentiality. Transparency in the process, combined with respect for the privacy of applicants—especially those currently employed—strikes the right balance. Where appropriate, using professional search firms can bring expertise and neutrality to the process. Just as importantly, councils should avoid rushing the decision and instead prioritize cultural fit and alignment with city values and long-term vision.
Hiring a city manager is one of the most consequential decisions a city council can make. A thoughtful, well-organized, and inclusive hiring process not only helps select the most qualified candidate but also sets the stage for effective leadership, innovation, and collaboration between the council, city staff, and the community.
