Executive search
Industries we serve
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.
Interim Headhunters starts with the work behind this request: Industry experience is the most common reason one candidate beats another. Choose your industry to see what we look for.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
How does sector experience change the hire?
Interim Headhunters organizes this industry index around the work that changes from one business model to another. Choose the practice that describes how your company earns revenue and meets its obligations. A familiar industry name is useful, but it is not enough. The candidate needs experience with the transaction, operating process or reporting burden that is causing the hiring problem.
Construction finance requires attention to work in progress and retainage, which creates a different review from recurring software revenue. Open the construction or technology practice to see how that difference affects the mandate. Do not assume a finance leader who knows one revenue model can immediately judge the other. We ask about the actual records they used and the decisions those records supported.
What if your company fits more than one practice?
Use the operating industry first, then explain the ownership structure. A manufacturer owned by a sponsor still needs plant economics understood. It also needs reporting that supports the sponsor's decisions. The private equity practice describes that ownership context; it does not replace the manufacturing experience required to run the assignment.
A sponsor-owned business may need both operating-sector knowledge and familiarity with lender reporting, rather than a candidate qualified on ownership alone. Compare the relevant practice pages and identify which experience is essential. For a developer, the project and investment reporting can sit with different people. For a healthcare group, the billing problem may belong below the executive team.
What sector checks matter before an introduction?
We ask candidates to explain the workflow behind a claim of industry experience. Knowing the vocabulary is different from knowing where the information breaks down. Discuss the people who supply the data, the controls around it and the decisions that depend on it. That conversation helps separate a sector match from a logo on a resume.
Healthcare administration includes payer follow-up and credentialing work that should be scoped separately from clinical staffing or general corporate finance. The healthcare practice links to the administrative and leadership roles involved. Use those links to describe the bottleneck in your own terms. If the business crosses sectors, name the difficult part instead of selecting every practice and leaving us to guess which experience matters most.
Industries we serve
Built and real assets
Services, tech and capital
Product and supply
Healthcare
Related
Questions
Which practice should a sponsor-owned manufacturer use?
Read Manufacturing & Industrial for the operating assignment and Private Equity & Portfolio Companies for the ownership requirements. Explain which decisions the hire must support so both kinds of experience can be checked.
Do you treat healthcare administration as clinical staffing?
No. This index covers administrative, professional and leadership assignments. A revenue cycle or credentialing requirement needs a different search from a clinical vacancy.
What should I send if we operate in several industries?
Describe the revenue model and the problem the incoming person must handle. Then identify any regulatory or ownership requirement that would rule out an otherwise suitable candidate.
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.
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.
Tell us who you need.
No upfront fee. You pay only if you engage someone we present.