By the Interim Headhunters team. Updated
- Assignment detail
- Tell us whether the person is holding an existing seat or fixing a problem while the permanent search continues.
- Assignment detail
- A finance executive handling lender discussions has different responsibilities from a manager running a close backlog.
- Assignment detail
- For contract work, describe the supervision and system access the professional needs.
How is an interim engagement priced?
An interim brief starts with the work, authority and practical requirements. We discuss the seat that needs covering, where the person must work and the decisions they will own. The quote follows that conversation. A familiar executive title alone does not describe enough of the assignment to price it.
Tell us whether the person is holding an existing seat or fixing a problem while the permanent search continues. A finance executive handling lender discussions has different responsibilities from a manager running a close backlog. We explain the recruiting fee and make clear which terms belong to the individual's engagement. Nothing on this page is a pay schedule.
How are fractional, contract and project requests scoped?
Fractional work needs a clear boundary around an ongoing responsibility. A contract assignment needs a defined role and reporting line. Project work needs an agreed deliverable and acceptance criteria. We ask about those differences before quoting, rather than treating every request as the same product with a different label.
For fractional work, explain what happens between visits and who handles daily tasks. For contract work, describe the supervision and system access the professional needs. For a project, name the person who can accept the completed work. Any extension or changed scope should be discussed and recorded, not assumed to be covered by the original brief.
When do I owe a recruiting fee?
You pay only if you engage someone we present. A conversation, a written brief or an introduction does not itself create a hire. The signed agreement defines the fee trigger and how it applies to the person introduced. Read those terms before deciding to proceed with an engagement.
We quote after a short scoping call. There is no upfront fee under the standard model. If you ask for an arrangement outside that model, it needs an express agreement. We do not hide a new commitment inside an informal change to the brief. Ask us to explain any clause you do not understand before signing.
What do we not bill or sell?
We do not bill hourly for our search work. We do not take a retainer unless you expressly agree to one. We do not sell job-board reposting as a search. The task is to identify and qualify people for your assignment, not to charge for moving an advertisement between websites.
The person's working arrangement is separate from the recruiting service. This page does not say that we employ, pay or insure contract workers. The responsible parties and engagement terms must be clear in the written documents. Questions about worker classification, payroll obligations or insurance need advice appropriate to your arrangement.
What happens if a replacement is needed?
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.The agreement is the place to check whether the standard replacement provision applies to your search.
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.
The agreement is the place to check whether the standard replacement provision applies to your search. Tell us about a concern early so we can understand it. We do not publish a replacement period or treat a replacement provision as a substitute for careful qualification.
Can you answer an interim CFO day rate question?
Rates depend on scope. We quote after a short scoping call. An interim CFO day rate search cannot tell you the cost of your particular assignment without its authority, location and work requirements. We publish no rates, pay figures or percentages on this brand, including estimates disguised as guidance.
The useful question is what the person needs to take responsibility for and how the engagement will be structured. Send the board expectations, cash position context and finance team responsibilities. We can discuss those requirements with you and explain the quote without pretending that an online figure settles the decision.
What should you check before signing?
Check that the agreement names the service you are buying and the event that makes the recruiting fee due. Ask who approves a change to the search and how an introduced person's engagement will be recorded. The documents should not leave those responsibilities to an assumption made during a phone call.
A recruiting agreement is not a substitute for the working arrangement with the person you choose. Make sure the relevant parties understand reporting, access and any conditions of the engagement. If the wording is unclear, discuss it before proceeding. We can explain our recruiting terms; legal or tax questions about your particular arrangement need the appropriate adviser.
Keep the agreed scope with the signed terms so the people managing the appointment can refer to both. If an invoice raises a question, check the fee trigger against the recorded engagement. We would rather explain a provision before you act than let an unresolved assumption become a dispute.