Miami-based · interim leadership and contract talent
Finance and operations recruitment, nationwide
Keep finance and operations moving while you hire.
No postings. No stacks of resumes. No chasing. You choose from a short list of people who have done this before.
No upfront fee. You pay only if you engage someone we present.
Need someone now? Call 305-306-4829.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
We recruit interim and fractional CFOs and COOs, controllers, contract accountants, payroll managers and plant leaders. Tell us whether you need a clean close, cover for a vacant seat, reliable payroll or someone to run the operation.
This is what we do all day: place interim executives, interim managers and contract professionals.
You have a business to run.
Hiring a senior person yourself takes time you do not have. Here is what we hear from owners and hiring managers every week.
Not sure if you need interim or fractional? Use the decision helper
- The seat is open and the work is piling up on you.
- A job posting brings in hundreds of resumes and none of them have done the job.
- You do not have weeks to screen, chase and schedule.
- You need to know the person can do it before they start, not after.
The handoff, in six steps
From open seat to person in seat
- 01
You send the open role
Tell us the role and the problem behind it. We clarify the brief before approaching anyone.
- 02
We clarify the scope
A short call on reporting line, mandate and start date.
- 03
We search the field
Operators already in seat or between engagements, reached directly.
- 04
We screen against the work
Questions drawn from what the seat actually demands.
- 05
You review a short list
Several candidates, each with a write-up on fit.
- 06
You engage who you choose
Nothing is owed until you do.
Roles we fill
Supply Chain & Procurement
- Interim Chief Supply Chain Officer
- Interim VP Supply Chain
- Interim Chief Procurement Officer
- Interim Director of Purchasing
- Interim Strategic Sourcing / Category Lead
Program, Project & PMO
- Interim PMO Director
- Interim Program Director
- Interim Project Director
- ERP Program Director
- ERP Implementation Lead
Transformation, Restructuring & Turnaround
- Interim Chief Restructuring Officer
- Interim Chief Transformation Officer
- Interim Head of Business Transformation
- Turnaround CEO
- Turnaround CFO
M&A, Integration & Strategy
- Interim Head of Corporate Development
- Interim M&A Director
- Post-Merger Integration Lead
- Carve-Out & Separation Lead
- TSA Manager
Sales, Marketing & Revenue
- Interim CMO
- Fractional CMO
- Interim VP Marketing
- Interim Chief Revenue Officer
- Fractional Chief Revenue Officer
Legal, Risk & Compliance
- Interim General Counsel
- Fractional General Counsel
- Interim Deputy General Counsel
- Interim Chief Compliance Officer
- Fractional Chief Compliance Officer
Real Estate, Construction & Capital Projects
- Interim Owner's Representative
- Interim Capital Projects Director
- Interim VP Construction
- Interim Development Director
- Interim Head of Real Estate
Also placing interim managers and contract professionals: controllers, accountants, payroll, HR, procurement, ERP and more.
See managers and professionalsHeadhunting, not job posts
We go find people, nationwide.
We headhunt local candidates where your site is and travelling candidates who will go where the work is. We do not post a job and wait. We research who already does this work, call them and check interest, conflicts and availability before anyone reaches you.
Our reach covers all 50 states. Some assignments suit someone who lives nearby. Others suit a specialist who travels in for set days each week. We tell you which option the search is built around before candidates are presented.
The right person may not be applying.
Look beyond active applicants
Relevant people may already be employed or finishing an assignment. We include those backgrounds in the search.
Give them a reason to talk
Direct outreach explains the actual work and why it may be worth considering. Interest is checked, not assumed.
Check the assignment, not just the title
We discuss scope, systems and reporting lines before putting someone forward.
Typical Hiring Mistakes
Many leaders hire based on generalized credentials rather than specific industry experience. A common mistake is assuming a functional leader from a large corporation can translate their skills to a smaller, resource-constrained business without prior relevant exposure. We observe managers over-valuing theoretical knowledge while ignoring the practical capacity of a consultant to work hands-on. Another error is failing to define the duration of an engagement, leading to awkward exits or the need for a sudden transition. We prioritize consultants who demonstrate they have handled similar volume, revenue complexity, and industry-specific regulations before. You need someone who performs from day one, not someone who spends their first month learning how your sector handles standard compliance, vendor relationships, or financial reporting. Focus on those who possess direct, repeatable experience. Judgment involves knowing when to stop trying to salvage a legacy system and when to build anew. A consultant often enters at a system boundary where internal staff lack the context for the current friction. This creates a natural tension. An effective consultant uses this distance to objectively audit inputs and outputs. They treat the assignment as a finite engineering problem. Someone from a large enterprise background might fail here by seeking consensus before action. We look for those who prefer the speed of an iterative cycle. They arrive ready to audit existing data structures and document broken workflows. Their goal is to create a clean handoff point. They do not want to be permanent.
The Six-Step Search
What do you get at each step of the search?
We agree what the person must own before contacting anyone. You see how the search is scoped and which backgrounds we pursue. We speak with candidates about the work before presenting them. The Six-Step Search gives you useful written notes and support through interviews, rather than a pile of applications.
- 01
Scope call
We talk through the seat, the business and what has to change.
You get: A one-page role brief you approve before we search.
- 02
Market map
We work out where people who have done this job actually sit.
You get: A short note on the pool and how we plan to reach it.
- 03
Direct outreach
We approach people who are not looking at job boards.
You get: Progress updates so you are never chasing us.
- 04
Screening
We interview every candidate on the work, not the resume.
You get: Written notes on fit, availability and terms for each person.
- 05
Shortlist and interviews
You meet a short list. We handle the scheduling.
You get: Several vetted options and a debrief after each interview.
- 06
Offer and start
You choose. We help settle terms and the start date.
You get: Confirmed terms, a start date and check-ins after day one.
The Search Mechanics
Once the scope is defined, we present 2 to 3 vetted candidates. We avoid large database dumps that overwhelm hiring managers with unqualified resumes. Instead, we highlight the specific fit, previous similar assignments, and current availability of each candidate. This allows you to evaluate them against your specific operational requirements. We ask you to prepare for your initial call by documenting your top three priorities for the first ninety days. This clarity helps the consultant articulate their specific strategy for your environment. We look for individuals who have walked this path repeatedly, whether they are exiting a similar industry role or have served in multiple interim capacities. Our vetting ensures you choose from people who want to solve your specific hurdle, not just fill a resume gap. The hiring mistake often stems from a fear of breaking the existing order. Managers pick internal favorites who are known quantities but lack the specific technical depth required for the pivot. We see leaders hire based on tenure rather than domain-specific capability. This leads to inertia. A consultant should represent a deliberate break from your previous habits. The assignment requires someone who has managed similar technical debt or process failure before. They do not need to be coached on industry standards. They arrive with a template for the fix. You pay for their battle scars. You are essentially hiring an operator who has already solved your exact crisis elsewhere. Do not look for a cultural clone.
Tell us who you need.
No upfront fee. You pay only if you engage someone we present.
Industries we know
- Private Equity & Portfolio Companies
- Construction & Engineering
- Real Estate & Development
- Healthcare Services & Providers
- Life Sciences
- Manufacturing & Industrial
- Distribution, Logistics & Supply Chain
- Technology, SaaS & Software
- Consumer, Retail & E-commerce
- Financial Services & Fintech
- Energy, Utilities & Infrastructure
- Professional & Business Services
- Government Contractors
- Nonprofit, Foundations & Associations
- Education
- Family-Owned & Owner-Led Businesses
- Venture-Backed & High-Growth Companies
Situations
- Sudden Executive Departure
- Leave & Absence Cover
- Turnaround & Restructuring
- PE Value Creation & 100-Day Plans
- Exit & Sale Readiness
- M&A Integration & Add-Ons
- Carve-Outs & Divestitures
- ERP & Systems Implementation
- IPO & Audit Readiness
- Rapid Growth & Scale-Up
- Owner & Family Transition
- Capital Raise & Refinancing
- Business Transformation & Cost Reduction
- Compliance, Audit & Crisis Remediation
- Interim-to-Permanent
- Month-End Close Backlog & Accounting Cleanup
- Year-End Audit & Tax Season Support
- Payroll & HRIS Conversions
- Seasonal Peaks & Volume Surges
- Backfill After a Resignation
Where Qualified People Work
Our network consists of executives who have held substantial positions at organizations similar to your own. These people usually work in independent practices or as specialized consultants after long careers in corporate leadership. They choose this path because they prefer the high-impact nature of problem-solving over the bureaucracy of permanent administrative roles. They move because they seek varied challenges, enjoy building new systems, or have a professional preference for project-based work over maintaining legacy corporate infrastructure. By working with us, they obtain access to businesses that value their specialized domain expertise. We ensure they have the temperament to move into new environments, assess existing people and processes, and deliver results immediately. These professionals provide the seasoned perspective of a veteran leader with the focused dedication of a consultant.
More than a resume
Each person we present comes with a short assessment in this shape.
Illustrative search-result format · no real mandate, role fill, candidate or case study
- Role and scope
- The seat in plain terms: reporting line, size of the team, systems in use.
- Relevant background
- The work they have done that matches the seat, described without padding.
- Why they fit
- Where their experience lines up with your requirements, and where it does not.
- Availability and terms
- When they could start and the arrangement they would consider.
- Open questions
- What you should ask them in the interview.
Identifying Your True Need
Owners and hiring managers often struggle to diagnose whether they require a permanent hire or a temporary solution. When a project arrives with urgency, hiring a permanent staffer risks long onboarding cycles and high salary commitments. Our process begins by evaluating the core problem: is this a seat-filling exercise for a permanent search, or is it a finite task that requires specialized execution? We focus on whether you need a strategist to build a system from scratch or an operator to maintain existing outputs while your team manages upheaval. Making the wrong choice early results in costly turnover or wasted time. We ask about your immediate blockers to determine if an Interim CFO, a Fractional operations lead, or a direct-hire permanent search provides the correct impact for your specific phase of growth or distress.
How we handle your search
When you tell us about the seat, a person reads it. We send you candidates whose background fits, you interview them and you choose. If none fit, you owe nothing.
Interim Headhunters is a trade name of Royalty Talent LLC.
Relocation and travelling candidates
Not every strong candidate lives near your site. Tell us whether the seat is on site every day, a few days a week or mostly remote, and who covers travel. We search accordingly.
Local candidates, travelling candidates and people open to relocating are different pools. We say which one each candidate belongs to when we present them, so there are no surprises at the offer stage.
Interim plus search
Interim leadership. Permanent search.
Engage an interim consultant to cover the seat while we run the permanent CFO or COO search. Both scopes are agreed with you. The interim supports a documented handover when the permanent hire starts.
Interim fills the chair
Permanent hire takes over
Tradeoffs in Engagement Types
Choosing between an interim, fractional, or outsourced arrangement involves weighing cost against intensity. An interim leader operates full-time, effectively holding the seat for an open permanent position or bridging a major organizational shift. Fractional leaders provide high-level expertise for a few hours per week, which serves businesses that lack the budget or the volume of work for a full-time executive. Outsourced arrangements function as a service model, where the result is delivered rather than just the person’s time. The primary tradeoff is control versus cost. Full-time interim presence provides the most control and continuity, while fractional models preserve capital by purchasing only the necessary amount of senior-level oversight. Our consultants clearly articulate their intended working model to avoid misalignments between your expectations and their delivery capacity.
Find your fit
Pick a family, then a title. Or search any title, including the names people use for it.
- Executive Leadership & Board
- Finance & Accounting
- Operations & Manufacturing
- Supply Chain & Procurement
- People & HR
- Technology, Digital, Data & Security
- Program, Project & PMO
- Transformation, Restructuring & Turnaround
- M&A, Integration & Strategy
- Sales, Marketing & Revenue
- Legal, Risk & Compliance
- Real Estate, Construction & Capital Projects
- Healthcare Leadership
- Nonprofit, Association & Education Leadership
- Accounting Operations
- Payroll
- FP&A, Audit & Tax Professionals
- Plant & Production Management
- Quality, Validation & EHS
- Procurement, Supply Chain & Logistics
- HR Professionals
- Recruiting & Talent Acquisition
- ERP & Business Systems
- IT, Data & Security Professionals
- Project, Program & Business Analysis
- Compliance & Risk Professionals
- Legal & Contracts Professionals
- Marketing & Proposals
- Healthcare Administration & Revenue Cycle
- Office, Administration & Customer Operations
If none fit, you owe nothing.
No upfront fee. You pay only if you hire. If none fit and you engage nobody we present, you owe nothing.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
Questions, answered
What is the total cost of hiring a consultant?
Consultants set their own rates, which you see in the candidate write-up before you choose. There are no upfront fees and you only pay once you engage a consultant.
How do you select the right consultants for me?
We interview each candidate to verify their industry fit, prior experience, and current availability. We present only 2 to 3 vetted options that align with your specific needs.
Can I hire an interim consultant permanently?
Yes, if both parties agree to terms. A conversion fee applies in this scenario, which we disclose in advance of your engagement.
What is the difference between interim and fractional?
An interim consultant fills a seat full-time for a specific period. A fractional executive provides senior-level expertise for a set number of hours per week.
How does an interim executive help with a permanent search?
The interim leader maintains operations and keeps work moving immediately. This allows your organization to conduct a patient, thorough search for a permanent hire.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
How are recruiting fees agreed?
No upfront fee. You pay only if you engage someone we present. We scope the assignment before quoting; the fee page explains our model.
How soon can we see options?
Availability depends on the assignment and the people who fit it. We qualify interest and commitments rather than promising a shortlist date before the search is scoped.
What if the scope grows?
Discuss new responsibilities before adding them to the engagement. Agree the priorities and record any change to the brief and terms.
Can we extend an engagement?
Discuss what remains unfinished and whether the same responsibility is still needed. Extensions depend on the person's commitments and the agreed engagement terms.
Can the appointment become permanent?
A permanent move can be discussed if both sides want it. Review the future role and the applicable agreement instead of assuming that temporary coverage automatically converts.
How is a confidential search handled?
Tell us what can be disclosed and whom we must not contact. We agree those boundaries before approaching people; do not send sensitive records with an initial brief.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not sell job-board reposting as a search or bill hourly for recruiting work. We do not take a retainer unless expressly agreed, and an introduction does not authorize an engagement.
Do not see your role?
The lists are not exhaustive. Describe the seat and we will match it, or look up any title and alternate name.
Send us your open role
Tell us the seat. Ivan or a senior team member will reach out soon.