Why We Recruit Differently | The Clear Model
Candidate Focused Municipal Recruiting and Local Government Leadership
Episode Summary
Episode 03 of The Clear Voice focuses on why Clear Career Professionals recruits differently and how the Clear model was built around people, communication, service, and practical municipal experience.
In this conversation, James Groom is joined by Michael Boese, President of Clear Career Professionals, to discuss the origins of the company, the problems Clear saw in traditional public sector recruiting, and the deliberate choices made to create a more candidate focused and client focused approach.
This episode is especially important because it explains the philosophy behind Clear Career Professionals, including candidate communication, affordable recruitment options for smaller communities, human centered interviews, PositionCast™ episodes, organizational reviews, interim services, compensation studies, retreats, and consulting support for local governments.
Why This Matters for Municipal Recruiting
Municipal recruiting affects more than the person selected for a position. It affects the candidates who apply, the city that hires, the elected officials who rely on the process, the staff who will work with the new leader, and the residents who ultimately depend on strong local government.
Michael explains that many candidates spend significant mental energy applying for executive level positions. They update resumes, write cover letters, think about relocation, discuss possible moves with family, and prepare for a future that may never happen. When recruiting firms or cities fail to communicate, candidates are left wondering where they stand.
Clear Career Professionals was built to address that problem. The model is based on treating candidates the way public servants should be treated, with respect, communication, and dignity throughout the process.
The Origin of Clear Career Professionals
Michael describes how Clear Career Professionals grew out of his own experience in municipal government, police recruiting, city management, and executive leadership. After retiring from Wimberley, he connected with other experienced public sector leaders, including Deanna Hendricks, Kent Myers, and Kelly Kuenstler.
The founding idea was not simply to create another recruiting firm. It was to build a company that could serve communities differently.
The early model centered on two major ideas. First, candidates should be treated with consistent communication and respect. Second, smaller and mid sized communities should have access to professional recruiting support at a cost they could actually consider.
Candidate Communication as a Core Value
One of the clearest differences in the Clear model is weekly candidate communication. Michael explains that Clear strives to call every candidate every week during an active recruitment. When phone contact is not possible, candidates receive email updates so they know where the process stands.
That matters because uncertainty creates frustration. A candidate may be excited about a position, thinking about a move, and waiting for an update that never comes. When candidates find out through social media that a position has been filled, the process leaves a negative impression.
Clear’s approach is designed to prevent that. Candidates deserve to know whether they are moving forward, whether the hiring entity has made decisions, and where they stand in the process.
Why Candidate Experience Also Protects the Client
The way candidates are treated reflects on the city, county, district, or organization being represented. Even if a recruiting firm mishandles the communication, candidates may still associate that experience with the client.
That is why candidate care is also client care.
A professional, respectful recruitment process helps protect the employer’s reputation. It tells candidates that the organization values people, communicates clearly, and understands the importance of public service leadership.
In a competitive municipal job market, reputation matters. Strong candidates notice how they are treated.
Making the Process Easier for Candidates
Michael also discusses the importance of reducing unnecessary friction in the application process. Some public sector recruitments require lengthy forms, duplicate information, or extensive packets before a candidate even knows whether they will be seriously considered.
Clear’s process is designed to be easier and more practical. Candidates usually submit a resume and are encouraged to include a cover letter. Michael explains that a strong cover letter should not simply repeat the resume. It should explain how the candidate’s skills can impact the organization, position, and community.
That approach respects the candidate’s time while still giving the client meaningful information.
Human Centered Interviews Instead of One Way Screens
The episode also contrasts Clear’s interview process with one way video interviews used by some recruiting models. Michael and James discuss how impersonal it can feel when candidates are asked to answer questions to a screen with no real interaction.
Clear uses virtual interviews with people who typically have experience in the type of role being recruited. For example, police chief candidates may interview with current or former police chiefs, while public works candidates may speak with professionals familiar with public works leadership.
That format allows for real conversation, follow up questions, nonverbal feedback, and a better opportunity for candidates to present their best and truest selves.
PositionCast™ and Bringing the Brochure to Life
This episode also explains the early purpose behind PositionCast™. Traditional recruitment brochures can provide important details, but they do not always convey the culture, leadership expectations, challenges, and human side of a role.
PositionCast™ was created to help candidates hear directly from the people connected to a recruitment. Candidates can better understand who they may work with, what the community values, what challenges are waiting, and whether the opportunity is the right fit.
That is especially valuable because many strong candidates are attracted to meaningful challenges. If a recruitment only presents the polished version of a position, it may miss candidates who want to solve real problems.
Clear’s Team and Public Sector Experience
A major part of the Clear model is the experience of the team. Michael discusses several members of the company, including municipal executives, city managers, public safety leaders, HR professionals, fire service leaders, and consultants with specialized expertise.
The episode also highlights Kent Myers and his work as the first City Manager of Starbase, as well as his earlier role as the first City Manager of Converse, Texas. That example demonstrates the depth of public sector experience within Clear’s network.
The broader point is that Clear is not built around a generic corporate recruiting model. It is built around people who have worked in local government, led organizations, handled difficult decisions, and understand the realities candidates and clients face.
Services Beyond Executive Recruiting
This episode also outlines the broader work of Clear Career Professionals beyond executive search. Michael discusses organizational reviews, council retreats, compensation studies, annual evaluation support, and consulting work.
James also notes interim placements, leadership training, and the ability to provide support for cities that need experienced leaders on a temporary basis.
That breadth matters because local governments often need more than a recruitment. They may need help understanding organizational culture, assessing operations, supporting elected officials, developing leaders, or filling a temporary leadership gap.
Clear’s model is designed to be flexible enough to meet those needs.
Organizational Reviews and Practical Consulting
Organizational reviews are described as one of Clear’s growing services. These reviews help cities, counties, and departments better understand what is happening inside an organization, including structure, communication, leadership, culture, workflow, and opportunities for improvement.
The goal is not to produce an expensive report that sits on a shelf. The goal is to provide practical insight at a price communities can justify.
That reflects a larger theme in the episode. Clear wants to make high quality public sector consulting more accessible, especially for communities that may not have the budget of a large city.
Building a National Local Government Leadership Platform
The conversation also looks toward Clear’s future. Michael discusses the company’s growth, new team members, regional presence outside Texas, participation in ICMA, and the goal of serving communities across the country.
The Clear Voice is part of that broader platform. The podcast provides a way to share leadership insight, highlight public sector opportunities, and bring practical conversations to city managers, department heads, elected officials, candidates, and local government professionals.
The episode positions Clear as a recruiting and consulting firm, but also as a leadership resource for the local government profession.
What Leaders Can Take from This Episode
This episode gives local government leaders a clear look at the values behind Clear Career Professionals. The message is simple, process matters, but people matter more.
Recruiting should not be only transactional. It should be relational, transparent, respectful, and aligned with the realities of public service.
For cities and counties, the episode explains why candidate communication, realistic role marketing, thoughtful interviews, affordability, and public sector experience all matter. For candidates, it explains why Clear’s process is designed to reduce uncertainty and treat applicants with dignity.
More Information
For more information about Clear Career Professionals, The Clear Voice, PositionCast™, executive recruitment, organizational reviews, interim services, compensation studies, and public sector consulting, visit Clear Career Professionals online.
About The Clear Voice Podcast
The Clear Voice is a dedicated platform for transparency and expert led dialogue within the professional and public sectors. The show serves as a vital resource for leaders who want to move past surface level discussions and dive into the real world mechanics of governance, management, and organizational growth. James Groom is the host of the program. As the Vice President of Clear Career Professionals and a retired Police Chief, James brings a unique, high stakes perspective to every conversation. His background in public service and executive leadership allows him to extract practical, actionable insights from industry experts that help modern organizations function with total clarity.
Our Core Focus Areas
Executive Leadership: Exploring the transition from technical competence to high level strategic management.
Organizational Transparency: Discussing the importance of open communication and accountability in public and private leadership.
Governance and Strategy: Breaking down the complex decision making processes that drive successful communities and organizations.
Professional Development: Insights on coaching, culture building, and high performance team management.
About Clear Career Professionals
Clear Career Professionals is a specialized recruitment and strategic consulting firm focused on the public sector. We believe that the strength of any municipality or school district lies in the quality of its leadership and the cohesion of its teams.Our team is comprised of former practitioners and retired executives who understand the nuances of public service. We provide organizations with more than just a list of candidates; we provide the strategic oversight and expertise necessary to navigate transitions, maximize taxpayer funds, and implement long term solutions.
Our Strategic Services
Executive Search and Recruitment: A tailored approach to identifying top tier talent for leadership roles in cities and school districts.
Interim Leadership: Providing experienced professionals to guide organizations through critical periods of transition.
Governance and Board Training: Specialized sessions designed to strengthen board relations and help leadership teams function as a unified School Board or City Council & Executive Team.
Shared Solutions Initiative: A program focused on fostering collaboration between municipalities and schools to address shared community challenges.
Connect With Us
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