By Francois Kaeppelin and Trevor Reed

Imagine applying for a high-powered job where you get to pick half of the hiring committee. That’s exactly what’s happening at Sound Transit, where King County Executive Dow Constantine is asking his own appointees to give him the top job.

As King County Executive, Constantine holds a built-in advantage on Sound Transit’s board: He personally nominated half of its 18 members and sits on it himself. With the rest of the board filled by top leaders from Pierce and Snohomish counties, their appointees, and the state Secretary of Transportation, Constantine still wields disproportionate influence over who gets the job. No credible hiring process would ever allow an applicant this level of influence over their own selection.

Think about that for a minute: the person who appointed half of the board members is now asking them for the agency’s top job. While Constantine has stepped aside from voting on his own candidacy, the people he chose are still there, making the decision.

This isn’t just a technical oversight—it’s a blatant conflict of interest. When those in power have a direct hand in choosing their own decision-makers, it becomes nearly impossible to say that the selection process is truly fair.

A second issue with this appointment is that Sound Transit has chosen to keep much of this process behind closed doors. The agency has publicly stated that state law allows them to hold secret hiring meetings. But the law they cite doesn’t require this secrecy—in fact, it explicitly encourages transparency, urging public agencies to seek community input even when not legally required to do so.

While other agencies openly disclose CEO candidates, Sound Transit has chosen, once again, to shield the process from public scrutiny.

The lack of transparency is compounded by hiring criteria that favor insiders over expertise. The job posting includes a requirement for an “understanding of the local cultural and political landscape.” At first glance, this requirement sounds reasonable—but in practice, it creates an artificial barrier to outside talent and reinforces the same system that has failed to deliver on-time and on-budget transit projects. Instead of recruiting the best leader for the job, Sound Transit is making it easier for a political insider to take control.

The new CEO will be responsible for making decisions that impact your daily commute, whether you’re heading to work or getting around the city. If political favors influence the selection process, there’s a real risk that the agency will prioritize insider interests over public benefit. This could lead to delays, rising costs, and a transit system that fails the millions of people who rely on it.

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For Sound Transit to deliver on its promises, the public must have confidence in its leadership selection process. While Dow Constantine brings decades of experience in public service, the next CEO should be chosen based on their qualifications and vision—not because they have been around the longest or have the right political connections. A truly accountable process requires public disclosure of finalists, clear evaluation criteria, and meaningful public input.

Other cities have recognized that effective transit leadership requires fresh perspectives, not just political familiarity. Canada’s VIA Rail, for example, brought in international talent to modernize its intercity network. Seattle needs a CEO who can bring innovative solutions to the agency’s long-standing challenges.

Sound Transit is responsible for billions of taxpayer dollars and the future of mobility in our region. This decision must be made with full public trust. To make this possible, the Board must:

• Fully disclose the criteria they’re using to judge candidates;

• Publicly disclose the list of finalists before making a hiring decision;

• Host a public hearing on the finalists; and

• Establish a structured public feedback process to inform the CEO selection.

If Sound Transit is confident they have the best leader, why keep it a secret? Riders deserve transparency—before it’s too late.