Category Archives: executive recruitment

Recruitment: When A Candidates Can’t Say “Yes”

Post by By Rick Dacri, Dacri & Associates, LLC; initially published in the July 2016 MTCMA newsletter


Finding the perfect candidate to fill the critical position in your municipality is never easy. Search, interviewing, and reference checking can be draining to you and your staff or board. And once you find the “right” one, you’d like to believe your job is over, but it is not. Getting the candidate to say “yes” is the most important part of the entire recruitment process. Without a “yes” everything else you have done is simply practice.

When a candidate cannot say “yes” to your job offer, you have a problem. Be clear to candidates that they have no more than one week, 10 days at most, to render you an answer. Baring extenuating circumstances, without an affirmative, withdraw the offer and move on. Otherwise, you’ll be left dangling and the candidate will likely reject your offer. In my 30 years of executive recruitment, never have I seen a candidates take an extended time to contemplate an offer and eventually accept it—even during periods of tough negotiations. If they can’t (or won’t) make a decision about a job offer, how can you expect them to make a decision about other aspects of the job? Remember, they either never wanted the job or can’t make up their minds—not very good traits for a new employee.

The Board of a large public organization extended a generous job offer to a highly qualified CEO candidate. The candidate was both surprised and hesitant by the offer (red flags). After one week of negotiations, the candidate asked for additional time to think about it (another red flag). Over the next five weeks, the candidate sought multiple clarifications to the terms of the offer and a delayed starting date before the board ultimately pulled the plug. Even though the board’s executive recruiter recommended withdrawing the offer after 10 days, the board continued the process and was shocked that it came to his point.

What went wrong? Here are 12 tell tale signs that your job offer will likely be rejected:
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Filed under executive recruitment, municipalities, municipality, Recruitment, Uncategorized

Vice President, Human Resources Position Open

carroll-logo-642x152Vice President, Human Resources

Carroll Enterprises, Inc.

Carroll Enterprises,headquartered in downtown Worcester, MA, with over 250 employees in multi-state locations, seeks a strong leader to serve as their new Vice President Human Resources. This is an ideal position for a Director of Human Resources or an Assistant VP who is ready to move to a VP-level position.

Since 1968, Carroll Enterprises, Inc. has met the specialized needs of insurance buyers and major corporations in the business-to-business and business-to-consumer markets.  Carroll Enterprises is an entrepreneurial, technology intensive, marketing distribution and services company, serving the retail, wholesale and institutional marketplaces in the insurance and financial services industries.  

Reporting to the CEO, with full responsibility for all aspects of the HR function, the VPHR will be part of the executive committee and will manage a staff of five HR professionals. The ideal candidate will have strong HR generalist skills, demonstrated skills in managing a strategic HR function, and enjoy working as a full business partner in a growing, dynamic organization. You should possess 10 years of progressive HR responsibility, preferably from financial service or technology industry, and have a minimum of a bachelor’s degree. Working within an organization with a call center is ideal. An outgoing, confident, hands-on professional, who is not afraid to make decisions, will thrive in this entrepreneurial environment.

Carroll Enterprises is facing unique challenges in an industry steeped in tradition, while moving to a culture that embraces technology and ecommerce. Carroll needs an individual who can hit the ground running, operate effectively with a highly diverse workforce, and actively contributing to the senior management team.

The next VPHR will enjoy the opportunity to work in a vibrant community, with a supportive management team and staff as well as an experienced and engaged workforce. Carroll Enterprises is a recognized leader and takes pride in being a premier employer and a respected community member.

Located in the heart of Massachusetts, the city of Worcester combines historic New England charm with the conveniences and lively attractions of a bustling metropolis, that includes 10 colleges and universities, world-class medical facilities, a convention center, vibrant arts and other cultural venues, museums, college and professional sports teams, golf courses and many new dining options. For those looking for things to do while escaping traffic and parking problems, Worcester is the place to grow your career.

Carroll Enterprises offers an attractive salary and comprehensive benefit package along with the opportunity to grow your career. To learn more about this position, call Rick Dacri, Dacri & Associates Executive Search, at 207-229-5954 or

To apply, email your resume, cover letter and salary history, in confidence, to:

Rick Dacri

Dacri & Associates, LLC

Executive Search



Carroll Enterprises is an Equal Opportunity Employer

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When Competitive Pay is Not Enough


images(Post written by Rick Dacri, March 28, 2016)

There are times when paying competitive wages is not enough. The General Manager of a public power utility called me recently. He was having difficulty in both recruiting and retaining electrical engineers and experienced line workers. The feedback he was receiving was that his pay program was out of line with other electrical utilities. I was ultimately engaged to conduct a market analysis of their wages. The results were startling to him and his board—their wages were competitive with other public utilities within their market. How could this be? They found this incredulous.

A new reality has entered the marketplace. In some situations, paying the market rate is insufficient. The unemployment rate is plummeting. It is Continue reading

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Filed under Compensation, executive recruitment, Recruitment, Uncategorized


Portland Water District

The Portland Water District (PWD) is seeking an experienced, customer focused, innovative General Manager.
The position is open due to the retirement of the incumbent.

Dacri & Associates has been engaged to exclusively conduct this recruitment search.

Portland is the largest city in Maine. Located on the southern coast, PWD and the communities it services enjoy a mixture of artistic and outdoor adventures. With a thriving working waterfront, vibrant economy and downtown districts, historic buildings, art community, and colleges and universities, all contributing to the cultural pulse of the city and region, making this area an outstanding place to work, live and enjoy.

PWD supplies water to 15% of Maine’s population. It has a rich tradition that forms a solid foundation for delivering quality products, while forward thinking provides innovative approaches to combat emerging issues within the industry. PWD is an independent quasi-municipality, serving over 200,000 people, in 11 Greater Portland communities and provides both water and wastewater service to five of those communities.

PWD employs 178 employees, services 54,000 customers, and has 69 wastewater pump stations and 4 wastewater treatment plants, in a service area of 140 square miles. Its annual budget exceeds $40 million.

A Board of Trustees composed of 11 members manages the affairs of PWD. Trustees are elected for a term of 5 years. The General Manager is selected by and reports to the Trustees.

The ideal candidate for Portland Water District’s next General Manager will have a broad and varied professional, business, municipal and management background with demonstrated success in leadership. The individual will be current in modern leadership and management practices, technologically adept and have well-developed skills in strategic planning, people management, labor relations, regulatory affairs, government, board relations, utilities, conflict resolution, organizational analysis, and consensus building. He/she will have strong financial skills, but won’t be afraid to invest; can work well with the trustees, but is comfortable challenging them; and can outreach to the legislature, town managers, regulators, ratepayers and all other stakeholders. The new GM must be willing to be the face of PWD, yet be equally comfortable working behind the scenes. The right candidate should possess a Bachelor Degree in business or public administration, while a Masters is ideal, and have at least 10 years of progressive business or municipal leadership experience.

This is a unique opportunity for the career-minded manager, who thinks strategically, works collaboratively, listens attentively and can make tough decisions. PWD is facing unique challenges with an aging infrastructure, increased regulations, changing technology, and deregulation. Portland Water needs a General Manager who can hit the ground running, lead a vibrant team of engaged employees in concert with the Trustees, work effectively with the 11 municipalities, their leadership and rate payers and provide the vision and direction to PWD in the future.

PWD takes pride in being a premier employer and a respected community partner.

The Portland Water District offers an attractive salary and comprehensive benefit package along with the opportunity to grow a career in a vibrant community.

To learn more about this position, call Rick Dacri, Dacri & Associates Executive Search, at 207-229-5954 or 

To apply, email your resume, cover letter and salary history, in confidence, by January 29, 2016:

Rick Dacri
Dacri & Associates, LLC
Executive Search

Feel free to forward this posting.

The Portland Water District is an Equal Opportunity Employer.

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End Bad Hires…Now (Webinar)


End Bad Hires…Now!

How to Find & Hire Quality Candidates, Every Time

Wednesday, January 13 @ 2PM ET

NEW 60 minute Rick Dacri  webinar

Register Today via email at

or call 207-229-5954

Not another Bad Hire!!! Sorry, I didn’t mean to upset you. But I know, it’s a sensitive, troublesome, often unnerving, always necessary topic. You know that hiring the wrong person can make you crazy and run havoc with your entire operation. And if you’re going to stay in business, you have got to find great people.

Hiring quality people is getting harder and harder. I don’t know about you, but I am seeing managers struggle to find quality people with the skills and attitudes they need in their organization. There seems to be fewer people around and those that are available often fall short on what it takes to be successful.
Well, frankly, it doesn’t have to be that way. There are good people out there, but they might already be working…and maybe they are working for your competition. And maybe, if they knew more about you, they might want to work for you. So how do you find them and get them to join your company?
In this 60-minute webinar, titled End Bad Hires…Now, How to Find & Hire Quality Candidates, Every Time, I will provide you a recruitment program, filled with practical strategies and recommendations. Stop making bad hires and start hiring superstars! In my 25 years as a management consultant and executive recruiter, I’ve developed a number of different approaches to finding excellent candidates.
In this small (25 person max), highly energized 60-minute webinar, I tell all (maybe a little more than all): All you have to do is register for this webinar scheduled for Wednesday, January 13th at 2:00 ET

Here’s what you’ll learn in this webinar:

How to find great candidates who may not know of you (yet)
How to develop a positive recruitment brand that attract candidates to you
How to make your company standout from your competition
How to improve your overall recruitment program in 7 easy steps
How to find candidates who aren’t looking, but who would be perfect for you
How to use social media to attract tech-savvy candidates
How to develop a recruitment campaign that provides immediate results
How to develop an applicant pool with multiple sources of candidates
How to interview candidates so you know who they really are (eliminate surprises)
How to get excellent references beyond the usual “name, rank & serial number”
How to get a candidate to accept your job offer with enthusiasm

I don’t have to tell you how important it is to recruit top-notch talent. Your success is dependent upon it, but it’s getting harder and harder to find qualified candidates who can make an immediate contribution to your organization.

This webinar will provide you with the information and advice on how to develop a comprehensive recruitment brand and program to ensure that you have a steady stream of great hires—every time.

Once again, to enroll, email me at or call 207-229-5954

Cost? $125.00. Not a bad investment for learning how to hire great people, more easily. And Dacri & Associates’ clients pay only $100 (a 20% savings).

I hope to see you there,
Rick Dacri

Dacri & Associates, LLC

We will be recording the entire thing (audio and visual). Your admission gives you access to the recording for easy reviewing after the fact.


Register Now via email at or call 207-229-5954



Feedback from Previous Webinar Attendees:

· It was excellent, clear, easy to understand and follow; applicable in many areas and overall very interesting. Thank you
· EXCELLENT as Rick Dacri always is!
· This was incredibly informative and I would love to attend more!
· The program is great because it triggers you to look into areas of the organization that need improvement.
· Thank you, Rick. Well paced and informative.
· Nice work Rick! Enjoyed the presentations.
· Great information to have for managing a business. You are a great resource for questions.
· Great tips and information.
· As always, a wonderful Rick Dacri presentation – just the right amount of information and appropriate stories to illustrate the point.
· For an hours time the information covered was very valuable.
· The content was incredibly helpful. Found the content on hiring right, training managers to interview well and addressing problematic performance important and useful.
· It is good to have a better understanding of the HR side of the business and how to avoid potential problems



Register Now via email at or call 207-229-5954.

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Filed under careers, executive recruitment, human resources, Job Search, Uncategorized

Toughest Jobs To Fill in 2016

(Post by Rick Dacri, November 19, 2015)


According to a survey by and reported in HR Magazine, the 10 toughest jobs to fill in 2016 will be:

  1. Data Scientist
  2. Electrical Engineer
  3. General and Operations Manager
  4. Home Health Aide
  5. Information Security Analyst
  6. Marketing Manager
  7. Medical Services Manager
  8. Physical Therapist
  9. Registered Nurse
  10. Software Engineer

I don’t think many employers will be surprised by this list. My public power clients are continuously challenged to recruit and retain electric engineers and general managers. Both positions are also impacting their salary structures.

Expect to see continued difficulty recruiting these positions. Employers should put in place an effective recruitment and retention strategy that includes a review of their salary structure. Its become a candidate’s market.Call me if you’d like to discuss.

Other Posts you may like:

  1. 7 Ways to Measure Your Recruitment Brand
  2. Compensation Trends: What You Must Know and Do
  3. Recruitment: Why Job Searches Fail & 6 Steps that Guarantee Success



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Filed under executive recruitment, Help Wanted, Uncategorized

Recruitment: David White Named Executive Director

16cda61I am pleased to announce that David White has been named the Executive Director of the Northeast Public Power Association (NEPPA). Dacri & Associates conducted the executive search on NEPPA’s behalf.

David joins NEPPA after serving 8 years as Director of Governmental Affairs and Grassroots Advocacy for the Massachusetts Dental Society. He had previously worked for Sage Systems as the Director of Client Services.

David is graduate of Suffolk University Law School, has an MBA from the Suffolk University Sawyer School of Management and has a BS from Northeastern University. He is a registered lobbyist and a Certified Association Executive.

If you need assistance with your executive recruitment needs, contact Dacri & Associates.

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Filed under executive recruitment, Help Wanted