 
South Adams County Water & Sanitation District (SACWSD) stands as a steadfast pillar in its commitment to delivering dependable, cost-effective, and sustainable water resources and services. Their unwavering dedication extends beyond fulfilling basic needs; SACWSD is driven by a profound sense of responsibility to safeguard public health, the environment, and overall quality of life. Aspiring to be a beacon in the community, SACWSD’s vision centers around their pivotal role in providing top-notch water services. At SACWSD, a team of passionate professionals fosters an environment of mutual respect and fairness, not only among themselves but also in their interactions with the valued customers they serve. Recognizing the weight of the resources entrusted to them, SACWSD approaches their stewardship with utmost care, embodying innovation, forward-thinking, transparency, and unwavering integrity in all their endeavors.
Location: Commerce City, CO
Category: Utilities
Industry: Public Sector
Size: 50+ Employees
Length of Time to Fill Role: 2+ months
Hired Candidate: Abel Moreno
Problem
South Adams County Water & Sanitation needed seasoned, well-respected leader to take over special district in the Denver Metro Area following the retirement of the long-tenure District Manager. This was a role with a strong internal candidate, and the Board wanted to ensure an equitable, competitive process to ultimately arrive at the best fit for the role.
Solution
We helped the Board of Directors lay out and highlight the district’s greatest priorities. When considering an internal candidate, there is always a risk of allowing bias—good or bad—influence a decision one way or another. In making sure to highlight specific objective goals and desired attributes, it allowed us not only to seek out effective and competitive candidates, but it also helped the Search Committee in their assessment of who would make the best District Manager for the organization.
Results
After vetting several highly qualified candidates, an objective layout of the District’s greatest priorities led them to the candidate that not only had the desired experience, but pre-existing connections and relationships to help alleviate ramp-up time when taking on the role. This objective process helped them see the benefits the internal candidate brought to the position, and ultimately resulted in his hiring.
Callouts
- Diverse candidate hired
- Role filled > 2 months
- Hired within salary range