University of Lynchburg Presidential Search

The ultimate selection of the next president of the University of Lynchburg will be made by the Board of Trustees per the University’s bylaws. The Search Committee is charged with making a recommendation of a selected candidate to the Board for their approval. The Board is committed to an inclusive process that solicits input and participation from the broader Lynchburg community in the form of listening sessions and the community survey as well as the diverse representation of stakeholders on the Search Committee.

The University of Lynchburg has engaged Isaacson, Miller, a well-respected executive search firm that specializes in leadership recruitment for colleges and universities. Isaacson, Miller will collaborate with the University and the Presidential Search Committee to carry out a thorough, inclusive, and confidential search process.

This search is supported by a dedicated team from Isaacson, Miller, and is guided by national best practices in higher education leadership recruitment.

To view the presidential search listing for the University of Lynchburg, please visit their website.

The search will be guided by a Presidential Search Committee representing a broad cross-section of the University community — including trustees, faculty, staff, students, administrators, and alumni.

Julie Doyle (Chair) – Chair, Board of Trustees
Kelli Rainey ’99 (Vice Chair) – Board of Trustees
Jamar Hawkins ’04 – Board of Trustees
Nat Marshall ’83 – Board of Trustees
Eric Bell ’89 – Board of Trustees
Charles “Chip” Berry ’78 – Board of Trustees
Robert Wilson-Black – Board of Trustees
Price Jett – Vice President of Finance and Operations
Robert Canida — Chief Inclusive Excellence Officer
Kristen Cooper – Vice President, University Experience & Student Success
Mike Coco – Associate Dean, School of Liberal Arts and Sciences
Eric Schmidt – Faculty Chair and Associate Professor of PA Medicine
Mac Duis – Graduate Studies Committee Chair, Director of EdD in Leadership Studies, Assistant Professor of Education
Colby Takacs ’08 – Educational Policy Committee Chair and Assistant Professor of Public Health
Ali Tuck ’09, ’11 MA – Director of Student Integration and Leadership; Staff Advisory Chair
Jennifer Wills – Director of Global Education
Patrick Pickard ’27 EdD – Graduate Student
Soliyana Atnafu ’26 – Undergraduate Student, SGA President
Kathryn Whitestone Goodman ’13 – Alumni Association President
Todd Olsen, PhD – Professor of Health Science and Human Performance; Head Women’s Soccer Coach

The primary reason for confidentiality is to attract and recruit the strongest possible pool of candidates. Confidentiality allows these high-profile leaders to explore this opportunity without risking their current careers or relationships.

Yes. Candidates with the most experience and success often have the most to lose and will simply say no to a public search. By keeping the process confidential, we ensure that we do not eliminate the strongest, most attractive candidates from consideration.

Confidential searches are often necessary to protect underrepresented candidates, who may be at greater risk of internet activism, slander, or harassment during public searches. Additionally, many candidates fear being publicly used to create the appearance of a diverse pool without a genuine commitment to hiring diverse candidates. A confidential process mitigates these risks and fears.

In the digital age, the risks associated with public forums are high. A candidate’s presentation can be filmed and uploaded to the internet, creating a permanent record that they are seeking to leave their current job. Furthermore, a one-hour open forum tends to reward the most charismatic interviewers rather than the most experienced or effective leaders.

The Search Committee relies on a comprehensive referencing process, which provides far more substantial evidence of a candidate’s leadership style and fit than a brief public impression can. Additionally, the Search Committee is composed of representatives from the faculty, staff, students, alumni, and trustees to ensure a wide variety of perspectives are used to evaluate the finalists.

The University is committed to an inclusive process through the representation on the Search Committee and the feedback gathered during open listening sessions and surveys. These inputs helped inform the presidential profile and the desired experience sought in the next leader. The committee, which includes students, faculty, staff, and trustees, is working diligently to make a recommendation based on these shared community priorities.