Last Friday, the State newspaper in Columbia
reported that Nicholas Smith will leave his position as the South Carolina Philharmonic's conductor when his contract is up at the end of the 2006-07 season. The orchestra board is looking for someone who is going to have a greater time commitment to the community; apparently, Maestro Smith only spent about 15 weeks a year here. The board may end up looking at veteran conductors who might have a bit of glamour about them and are good at shaking money out of the trees. The problem in that case is that almost certainly SCP would be only one of 2 or 3 orchestral commitments by that conductor, so the lack of time involvement with the community might still be a concern.
Top-notch American music schools are churning out well-trained conductors with doctorates by the hundreds these days. Surely there is some gifted and charismatic man or woman out there in their early 30's for whom SC Philharmonic would be an excellent job. I'm envisioning someone with solid musicianship, good stick technique, leadership skills and an "outside-the-box" thinker when it comes to repertoire, presentation, marketing. This person probably would not yet have a terribly full plate of guest appearances or another orchestra to take care of elsewhere. He or she might only stay a few years, using the job as a stepping stone. That's OK. SC Phil is not a job for somebody to grow old in, but that person could bring talent and energy and new ideas with them for those few years. Somebody using this job to "make their mark" is exactly what this orchestra could use. Vision and energy can inspire donors to give just as much as a stellar resume can.
I hope the SC Phil board will look seriously at talented young candidates for their next music director. These younger candidates might not have as much on their printed resume as the more veteran candidates; therefore, the SCP board should pay very close attention to videotapes, recordings, and recommendations. Even better, they should not sit back and wait for the applications to come in; they should go head-hunting, aiming for that hungry and creative 30-something visionary. They need to sell the orchestra and community to the candidate just as much as the candidates need to sell themselves to the search committee.