In fall of 2024, EdWeek reported that 1 in 5 of the nation’s largest 500 school districts replaced their superintendent during the 23/24 school year. They reported that the 20% turnover rate is slightly better than the previous year, but well above the 14%-16% estimated by organizations like AASA. (EdWeek)
In a follow-up piece published in 2025, EdWeek investigated the impact superintendent turnover has on students. They found that students’ achievement decreased by a statistically significant amount. The research does indicate that larger decreases are seen in large, urban, high-poverty school districts where turnover is more common. The study acknowledged that some negative outcomes could be explained by instability in the district, which led to the superintendent’s departure and could be the root cause of the lower student achievement. (EdWeek)
With the continued high turnover rates, and the potential impact a superintendent’s departure has on leadership teams and student achievement, the right strategies need to be implemented to ensure success in finding the right candidate, who has potential to lead the district for years to come. A successful superintendent search requires more than posting a vacancy. It demands a strategic, thoughtful, and proactive approach that highlights the best of what a district and community have to offer.
Understand the Current Superintendent Market
Superintendents are navigating increasing expectations around academic performance, community engagement, social-emotional learning, technology integration, and operational management. At the same time, the pool of experienced candidates is shrinking due to retirements and burnout.
In this environment, top candidates are discerning. They seek more than a title or a salary. They are looking for supportive boards, collaborative leadership teams, and communities that value education. Understanding these market dynamics is a critical first step in designing a superintendent search that attracts the right leader. With the absence of these factors, leaving their current position is too great a risk.
Craft a Clear and Compelling District Story
Districts must be ready to present a strong narrative about who they are, where they are headed, and why a talented leader would want to be part of that journey. Boards should work with stakeholders to identify key strengths, highlight district achievements, and define a compelling vision for the future.
Elements that candidates find particularly attractive include a clear strategic plan, innovative instructional practices, and strong partnerships with families and community organizations. Districts should prepare professional and visually appealing materials that bring this story to life during the superintendent search process. Above all else, candidates want to work for a cohesive board that collaborates effectively with one another and stakeholders to drive growth and improvement.
Offer Competitive Compensation and Support
While salary is not the only factor candidates consider, it remains an important piece of the puzzle. Boards should ensure that they are offering compensation packages that are competitive within their region and reflective of the demands of the role. This often includes salary, benefits, relocation support, and provisions for professional development.
Equally important is offering support structures that set a new superintendent up for success. This might include leadership coaching, opportunities for collaboration with other superintendents, and a clear onboarding plan that helps the new leader quickly build relationships and trust within the community.
Engage the Community Early and Often
An effective superintendent search is not conducted in isolation. Boards that engage stakeholders early in the process will not only gather valuable insights but will also build community support for the new leader.
Methods such as focus groups, surveys, interviews, and community forums can surface key themes about what the district values and what it desires in its next leader. This input should inform the leadership profile used during recruitment and be communicated back to the community to demonstrate transparency and responsiveness.
When stakeholders feel heard, they are more likely to rally behind the new superintendent, ensuring a smoother transition and greater long-term success.
Move Quickly While Maintaining High Standards
Top candidates are in high demand and often have multiple opportunities to consider. While it is important to be thorough, it is equally important to move efficiently through the search process. Long delays or unclear timelines can cause candidates to lose interest or accept other offers.
Boards should establish a clear timeline for each phase of the superintendent search, communicate regularly with candidates, and be prepared to make decisions promptly once a finalist is identified. An organized and respectful process sends a strong signal about the professionalism and leadership culture of the district.
Prioritize Leadership Style and Cultural Fit
Technical skills and experience are important, but successful superintendents must also align with the culture and values of the district and community they serve. During interviews and reference checks, boards should pay attention to leadership style, communication approach, conflict resolution skills, and commitment to community engagement. HYA utilizes behavior assessments to help their client boards dive more deeply into each candidate’s motivating factors and personality drivers.
A leader who shares the district’s values and vision will be more effective in building trust, fostering collaboration, and leading meaningful change.
Partner with a Trusted Superintendent Search Firm
Navigating a superintendent search in a tight market can be complex and time-consuming. Partnering with an experienced search firm like HYA provides districts with a significant advantage. HYA brings national reach, deep expertise, and a proven process that ensures districts have access to a diverse and highly qualified pool of candidates.
HYA assists boards at every step of the process, from stakeholder engagement to candidate vetting and final selection, helping districts make informed and confident hiring decisions.
Commit to Long-Term Success
Attracting the right superintendent is only the beginning. Boards should work with the new leader to establish clear expectations, provide ongoing support, and build a relationship based on trust and collaboration. Investing in the long-term success of the superintendent strengthens the entire district and benefits students, families, and the broader community.
Attracting a talented new superintendent requires careful planning, community collaboration, and expert guidance. HYA is proud to partner with districts across the country to help identify and support outstanding leaders. To learn more about how HYA can assist with your superintendent search, or to explore available K12 jobs, visit our Superintendent Search page or contact us today.
