Northern Water

Since its establishment in 1937, Northern Water has been a pivotal force in ensuring water security for over a million people across its designated boundaries. Originating from a visionary initiative to contract with the federal government for the construction of the Colorado-Big Thompson Project, Northern Water has remained steadfast in its commitment to collecting water from the western side of the Continental Divide and channeling it to Northeastern Colorado. This dedicated effort addresses the diverse needs of the region, including agricultural, municipal, domestic, industrial, and environmental applications. A testament to its adaptability and foresight, Northern Water expanded its impact in 1970 with the formation of the Municipal Subdistrict, a collaborative effort involving six municipalities focused on building and operating the Windy Gap Project. With a rich history of effective planning and development, Northern Water continues to play a vital role in shaping sustainable water solutions for the communities it serves. 

Location: Berthoud, CO
Category: Government Administration
Industry: Government Sector
Size: 200+ employees
Length of Time to Fill Role: 3+ months
Hired Candidate: Sander Blackburn

Problem

Northern Water had a very low turnover rate and needed a hire for director-level position. This would be the first hire at that level within the past 15 years, putting extra pressure on them to hire someone who could fit into their culture. The organization had already tapped into their networks, and there was no one they could see as a long-term fit. 

Solution

We started with a thorough understanding of the client. In addition to a couple of initial meetings where they outlined their key goals, needs, and desired attributes, we also visited their office. Over the course of that meeting, we asked questions pertaining to their culture and work processes. We then initiated a full-cycle search, seeking out candidates, starting from within the water industry in the state. While it was important that all candidates have experience in most areas of responsibilities within their respective organizations, it was important to think of candidates from similar roles in other industries as well, with a focus being on the cultures they thrived in. After sourcing candidates based on their previous roles, job stability, and industry, we then uncovered more over the course of three interviews, gaining insight into the cultures in which they would be successful. Due to the importance of a culture fit, this process required flexibility on our part, ensuring the client had enough touchpoints with the candidates to be deemed a cultural fit. While this resulted in an extended timeline, it also helped quash any anxiety that would inevitably come with a hire that would be joining a firmly established team. 

Results

Callouts

• Role filled < 4 months 
• Hired within salary range