Role search
Get a Chief of Staff to the CEO who can own the business mandate and board relationship.
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: This role provides a bridge between strategic planning and the actual execution of business goals. You require a partner who manages your executive cadence to ensure your time aligns with core company objectives.
This is what we do all day: place interim executives, interim managers and contract professionals.
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
- Chief of Staff to the CEO
The judgment call
What this hire really comes down to
This role provides a bridge between strategic planning and the actual execution of business goals. You require a partner who manages your executive cadence to ensure your time aligns with core company objectives. This person prepares board decks, structures leadership meetings, and drafts communications to ensure team alignment remains consistent. They serve as a gatekeeper and architect for the CEO office, ensuring that the flow of information is structured to support rapid, well-informed decisions rather than fire-fighting.
Success centers on transforming executive intent into departmental action. You need an operator who tracks commitments and forces follow-through across functions. This individual acts as a filter for your attention, triaging issues so that your time stays focused on the most critical constraints. They balance high-level project oversight with the tactical realities of running the office of the CEO.
What we check
What we check before you see anyone
- We verify a history of managing executive operating cadences. We look for tangible proof that a candidate has owned the preparation of board materials, established objective and key result tracking, and facilitated recurring leadership meetings. We examine how they structure these meetings to extract decisions rather than just status reports.
- We evaluate discretion through specific examples of how the candidate handled sensitive information or managed internal power dynamics. This ensures they represent your office effectively without creating friction or disclosing confidential strategic shifts prematurely. We assess their ability to maintain confidence while being visible to your entire leadership team.
- We confirm the ability to drive cross-functional projects to closure. We require evidence of scenarios where the candidate held non-reporting departments accountable for deliverables, maintained strict project timelines, and resolved bottlenecks that stalled progress. We look for their methods of tracking ownership across teams that do not report to them.
- We assess communication capability by reviewing samples of their work. We look for an ability to synthesize massive data sets into concise, actionable briefs that respect the limited time of executive leadership. We test their skill at drafting correspondence that reflects your tone and specific strategic intent.
Sourcing
Where we find them
We source from experienced operations leads, former management consultants, and finance professionals who understand high-growth environments. These individuals possess a functional grasp of how corporate offices operate and often seek direct proximity to high-level decision-making processes. They frequently move from roles like finance manager or strategy lead because they want to shift from purely analytical work to the hands-on execution of business strategy across all departments.
Candidates move into this role to exercise direct influence over company outcomes. They value the autonomy provided by managing critical projects with minimal instruction. We find those who thrive on building systems that restore order to chaotic executive workflows and seek environments where their ability to deliver results determines their success.
Where searches go wrong
Mistakes we see
- Hiring a general administrative assistant or office manager and contacting them a Chief of Staff. This role requires technical project management and executive decision-making capabilities rather than scheduling and travel support. Mixing these functions often results in neither being performed at an executive level.
- Assuming a candidate can gain authority through the title alone. The role requires the skill to build influence across departments through project completion and clear communication rather than by simply issuing commands. Authority here is derived from the quality of the insights provided and the reliability of the execution.
- Failing to define clear boundaries for the role. Without specific guidelines on which decisions the Chief of Staff can finalize and which require CEO approval, the office often faces confusion or bottlenecks. This ambiguity forces the CEO to resolve trivial matters that the Chief of Staff should have finalized.
The search
How the Chief of Staff to the CEO search runs
- We start by mapping the current gaps in your executive operating cadence. We identify which specific projects or leadership functions currently drain your attention or stall because of poor coordination. This baseline allows us to match candidates who have previously built the exact infrastructure your office lacks.
- We screen candidates against their history of project completion. We do not look for those who merely attend meetings, but for those who structure the meetings, set the agendas, and drive the resulting action items to completion. We verify that their past results were measurable and impactful for the organization.
- We facilitate interviews that test for situational judgment. We ask how the candidate manages conflicting priorities when two high-level department heads request your time for different, equally urgent objectives. We require them to demonstrate how they decide, communicate that decision, and mitigate the fallout while keeping the CEO office protected.
Guides for this role
Questions
Does this role include administrative duties?
This role focuses on strategy execution and project management. While some coordination occurs, it is not an administrative or executive assistant position.
How does this role differ from a COO?
A COO typically has direct authority over functional departments and profit centers. A Chief of Staff operates through influence and project-based authority without necessarily holding direct line management of the staff.
What is the primary output of this hire?
The output is a functioning executive office that keeps projects on track and ensures you are prepared for every strategic decision. They turn your directives into documented workflows and results.
Is there an upfront cost to engage?
No upfront fee. You pay only if you 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.
Tell us the seat
No upfront fee. You pay only if you hire. Share the title, the situation and the timing. A person reads it.
Chief of Staff to the CEO by industry and related roles
Need the team under this role?
All industries
- Private Equity & Portfolio Companies
- Real Estate & Development
- Financial Services & Fintech
- Professional & Business Services
- Family-Owned & Owner-Led Businesses
- Venture-Backed & High-Growth Companies
More Executive Leadership & Board roles
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.
Send us the seat. We will take it from there.
No upfront fee. You pay only if you engage someone we present.