July 8, 2025 —After months of hard work and collaboration, Kendal at Lexington recently concluded a successful search for their new CEO. Following a process developed and led by TKC (versus hiring an outside recruitment firm), Kendal at Lexington will welcome Adam Day as CEO. Adam will bring the forward-looking and engaged spirit that Kendal at Lexington sought for the community.
Intentional and Thoughtful Process
Working with the Board Search Committee at Kendal at Lexington, TKC customized and implemented a thorough search to ensure the best candidate was chosen, reflecting a commitment to Kendal values and dedication to leading with excellence.
The search process started with collaboration and preparation. Guided by TKC, focus groups involved residents, employees, and board members to identify what was desired in a new leader. The process was inclusive and transparent to ensure the search committee deeply understood what key stakeholders (residents, employees and the board of directors) wanted in a new CEO.
Crafting a Campaign That Reflected Community Desires
The CEO Search Committee included four Lexington Board members (including Pam Luecke, the Board Chair and Search Committee Chair, and one resident on the board) plus two additional residents: TKC CEO- Vassar Byrd, TKC COO- Doug Helman, and Kim Dunn, the TKC Director of Talent and Recruitment.
Their first task was to review feedback from the focus groups and additional surveys from employees and residents to craft the job description. Using the primary themes of the focus groups and feedback forms, they created a thoughtfully crafted job posting, which is much more than a simple list of qualifications and responsibilities needed. It was designed to provide a compelling picture of what makes Kendal at Lexington unique and emphasize growth opportunities, inclusive team culture, and meaningful impact.
In addition to posting the position on platforms like LinkedIn and Indeed and on an updated Career page on Kendal at Lexington’s website, TKC senior leadership activated their professional networks to get the word out, which we certainly did, as Kendal at Lexington received over 170 applicants from around the country.
Supporting Candidates Through Every Stage
After TKC helped narrow the applicant pool through phone screenings, the Search Committee invited seven top candidates for structured virtual interviews. These interviews assessed each applicant’s alignment with Kendal at Lexington’s mission and their capability to manage the community’s unique complexities.
From there, four finalists were selected to participate in an in-depth, on-site interview experience (one later withdrew due to personal reasons). Candidates spent an entire day on site, meeting with every key group of stakeholders, including residents, employees and board members.
What made this step stand out was how intentional the interview process was. Through Town Hall sessions, intimate discussions with residents, and one-on-one chats with department leaders, the candidates and the Kendal community had ample opportunity to evaluate one another. It wasn’t just about finding the right fit for Kendal at Lexington, but also ensuring the role was the right fit for the candidate.
This process also helped candidates who were not yet familiar with Lexington, Virginia, become immersed in its beautiful, university town charm nestled in the Blue Ridge Mountains.
This is the second successful CEO search led by TKC in support of Kendal Affiliates. What we know is that it is important to:
- Be Intentional: Create a strong search committee and clearly define the desired candidate qualities and requirements upfront in the process to ensure qualified candidates apply.
- Engage Every Stakeholder: Ask for input from all community stakeholders in gather invaluable perspectives. The process enables optimal support, from networking to promote the position to the involvement of numerous stakeholders during the interview process itself.
- Focus on Culture: Attract candidates through a strong connection to the community’s mission, values, and vision. Kendal at Lexington’s search effort offered many opportunities for the community and the candidates to understand one another honestly.
- Think Long-Term: Focus on identifying a leader who can navigate an uncertain future, embrace change, foster a collaborative culture and grow with the organization
What’s Next?
For other Affiliates seeking new leadership, we encourage you to contact TKC for support in finding the perfect candidate.