Setting the Standard for Enrollment Management Searches in 2026

By Jamie Marcus, Vice President, Scott Healy & Associates

Vice Presidents for Enrollment Management are among the most important members of any college or university community. They help provide one of the largest revenue streams to the institutional budget and, in many cases, serve as the public-facing leader representing the university to prospective students and their families. As a result, it is critical to have a strong, intentional search process in place when a vacancy appears for this essential campus role.

The search process should begin with a thoughtful evaluation of what the institution is seeking in its next leader. That vision becomes the very foundation of the search, and it is utilized in the development of a clear and compelling leadership profile. This profile serves as the primary marketing tool for building a pool of qualified candidates and should capture the most important competencies, experiences, and leadership qualities needed for success. Equally important is designing an inclusive interview process that reflects and engages the key stakeholders invested in this position.

The next step is assembling a small but effective search committee. This group should include the Vice President’s primary campus partners, typically Financial Aid, Admissions, Marketing, and Athletics. Enrollment Management candidate pools are often quite large, so the use of supplemental questions prior to initial interviews can be an effective way to narrow the field. The first interview should focus on understanding candidates’ interest in the role and their capacity to succeed. Committees are well served by crafting 10-12 questions that allow them to assess leadership approach, strategic thinking, and readiness for this high-impact position. Just as important, the interview process should actively sell the role and the community, recognizing that the search is a two-way process.

On-campus interviews should be reserved for the top two or three candidates and should involve a broad cross-section of the campus community, reflecting the scope and reach of the role. Prior to the visit, the hiring authority should connect with finalists to confirm alignment around salary and benefits, minimizing the risk of late-stage surprises. The on-campus itinerary should balance formal and informal interactions. Since the search committee has already conducted formal interviews, their role during the visit may shift to hosting meals or facilitating open forums. Formal meetings should include cabinet members, Enrollment Management staff, Human Resources, and the President. The use of a structured evaluation rubric helps ensure clarity and consistency in final decision-making. The process concludes with reference checks and background screening before an offer is extended.

In an increasingly competitive and complex higher education landscape, a thoughtful and well-executed search process is more than a procedural necessity. It is a strategic investment in the institution’s future. By approaching the search for a Vice President for Enrollment Management with clarity, collaboration, and intention, colleges and universities position themselves to attract leaders who can guide enrollment strategy and institutional growth in the years ahead.

Looking for your next institutional leader? Let’s start the conversation.

Jamie Marcus, Vice President
Scott Healy & Associates
jamiemarcus@scotthealy.com