Mark Woodward, CGCS, Certified Golf Agronomist
Your Director of Agronomy recently put in their notice, and your club is looking to fill this key vacancy. The Board met, the Search Committee was appointed, and the job opportunity is ready to post.
Now what?
Hiring a professional search firm to manage critical hires on your Agronomy team is one of the best investments you can make for your club, your course and your membership. In our 30+ years of successfully placing private club executives, we have seen clubs approach the hiring process in myriad ways. We have seen what behavior encourages a great placement and what creates obstacles to success.
To help you make the most of your next Agronomy hire, we've put together GSI's Guide to Working with a Placement Specialist. Here, we discuss the benefits of working with GSI, what to expect in the search process and how to set your club up for success.
Hiring a leader is tough; hiring a leader who is certified and skilled in the nuanced fields of Agronomy can be downright intimidating.
At GSI Executive Search, all search principals hail from successful careers in club management. We've all "been there, done that." What's more, our specialists in fields such as Racquets and Agronomy can ensure your placement is led by a uniquely qualified individual. I personally have over 50 years of experience in the golf industry, and Shawn Emerson, with whom I often partner on agronomy searches, has over 40. Together, we have built over 13 golf courses at elite clubs, including Whisper Rock and Desert Mountain. Daily, we consult with dozens of GSI client clubs across the country.
We understand firsthand what it takes to succeed in the day-to-day role of a Director of Agronomy, and we bring that understanding to your talent search.
In addition, we bring a vast network of candidates. Drawing from our combined decades of experience, we have established an expansive Rolodex of industry professionals who are the best at what they do. As a GSI client, you now have access to this elite talent pool.
And finally, we have something volunteer boards lack: the time required to do this right. A successfully run search can take up to 300 hours, which is an unreasonable ask of a GM or a volunteer board. By working with GSI, you can rest assured that we're doing the heavy lifting and teeing you up to collaborate successfully.
After meeting with a new club client, the reaction we often get is a sigh of relief. GSI has a well-defined, clear and proven process that we have perfected over the years, and we are constantly tweaking it to ensure success for the clubs we support.
The first step in our process is to create a GSI Candidate Profile. Working closely with the Club's search committee, we delineate:
Then, we cast our nets. GSI does the heavy lifting to attract, validate and interview dozens of candidates who we then cull down to the best fits for you to interview and/or bring on-site to the golf course. This initial review/validation process is one of the hardest parts of the search, and it's something GSI is uniquely skilled at. Our searches are all open and have no pre-selected candidates. Anyone who applies and is selected for the final cut will have the opportunity to win the position based on their performance, work history and validated references.
Along the way, we collaborate with the General Manager, the Board and the Search Committee. Partnering with GSI Executive Search doesn't mean you relinquish control. Quite the opposite: you're still in charge. But now, you have an experienced guide to help you make a great hire. We help define the key traits needed for success, and we take on the heavy lifting of recruiting so you can remain focused on what you do best: running the club.
So, trust the process! On average, our placement tenure is 5-7 years.
One of the biggest mistakes we see clubs make is when the General Manager steps too far back from the hiring process — either to avoid the details or due to uncertainty. GSI is here to lead this search and lighten your load, but the General Manager should make the final decision. Ultimately, you understand your club culture best, you have the pulse on your team dynamics and you will supervise this position.
Make time in your schedule to commit to the search. Prioritize it.
Don't over-rely on references. Take the time to consider all candidates, regardless of source. Put external candidates on a level playing field as internal hires.
Beware the halo effect, or the tendency to allow one positive trait (like an impressive resume, charisma or shared background) to sway the overall impression. As an example, being from a named club does not guarantee competence.
On the other hand, be careful not to overlook good candidates because of minor flaws. Someone might not shine in an interview but excel in their work. Another may have a lackluster resume but impress in person. Don't let minor flaws distract you from a balanced, objective evaluation.
Be nuanced in your decision-making, and don't obsess over the perfect candidate. While some may look ideal on paper, they might lack hands-on experience at a club like yours—or expect compensation beyond your budget. In many cases, the best hires are the "rising star" candidates who succeed after earning tenure in well-run golf agronomic operations.
Don't dismiss "red flags" out of hand. Often, these require more effort and research to uncover the details of a specific potential concern that may or may not remove the candidate from consideration.
Avoid the trap of hiring someone just like you. Instead of seeking a mirror of your own style, look for someone who complements your strengths and challenges you to grow as a leader. Don't shy away from building a team of people who may be smarter than you — great ideas and strong leadership can come from every level of your organization.
And lastly, trust the process. Know you are in good hands. Have confidence that the expertise, time, and effort that GSI invests in your search will result in delivering a list of qualified and vetted Director of Agronomy candidates.
To facilitate a smooth transition, both the new Director of Agronomy and the existing team must be flexible. Longtime staff can bring valuable knowledge about the club's course and culture, and their insight can help the new Director hit the ground running. The new Director won't know the grounds, but they will have valuable input into leading the organization. It's the General Manager's responsibility to set the tone and ensure everyone embraces this collaborative mindset.
In addition, make sure the General Manager and new hire are aligned on goals for the first 180 days — this shared vision is essential to long-term success.
Hiring a Director of Agronomy is not just about filling a position — it's about protecting the health of your course and enhancing the member experience for years to come. You've made a smart investment by choosing to work with a search firm, and GSI is here to make sure that investment pays off.
Our principals who specialize in agronomic leadership are ready to guide you through the process and deliver the best possible outcome for your club. Stay engaged, trust the process and know you are on the path to success.
When you're ready, give us a call — we're here to help.
