Role search
Get a content manager who can own sales funnel content attribution.
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: A content manager moves your marketing beyond generic publishing. This hire connects every blog post, white paper and email series to a specific stage in your sales funnel.
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
- content manager
The judgment call
What this hire really comes down to
A content manager moves your marketing beyond generic publishing. This hire connects every blog post, white paper and email series to a specific stage in your sales funnel. You need someone who ignores vanity metrics like clicks and instead prioritizes how content influences lead velocity or deal size.
Effective content managers must bridge the gap between creative execution and technical automation. They do not just write well. They configure lead scoring, manage the publishing calendar and ensure that every asset flows correctly through platforms like HubSpot or Marketo. You hire this person to turn your content repository into an engine that generates predictable interest rather than just occupying space on your website.
What we check
What we check before you see anyone
- We verify technical proficiency by reviewing how candidates build campaigns inside automation platforms. We look for individuals who can set up specific workflows to track exactly which content pieces influence a lead conversion. If they cannot describe the mechanics of tagging assets for attribution, they are not suited for this level of role. We require proof they can handle the back-end system setup.
- We test their ability to audit existing material for relevance and performance. We force them to explain which assets they would delete from a library and why. This separates the creators who fall in love with their own work from the managers who prioritize data and customer journey needs. We look for a focus on removing outdated or ineffective collateral.
- We examine their experience managing the relationship between creative vendors and internal sales teams. We look for evidence that they have provided clear briefs that minimize revision rounds. We check if they have successfully handled the friction when sales leaders demand assets that do not fit the established strategy. They must demonstrate firm control over production timelines.
- We audit their approach to lead handoff by asking for examples of how they handle disqualified content leads. We seek candidates who can adjust their messaging strategy based on feedback from the field. If they cannot point to a time they changed a campaign based on sales input, they lack the necessary discipline to manage your output effectively. This ensures they prioritize revenue over content volume.
Sourcing
Where we find them
We focus on practitioners who have grown up in B2B service firms or companies with complex sales cycles. These candidates have learned to write for different buyer personas rather than a general audience. They are accustomed to rigid production schedules and the pressure of meeting tight campaign deadlines while managing multiple moving parts.
Candidates move into these roles because they want to own the performance of their output. They are often tired of producing content in a vacuum and seek environments where the connection to sales is direct and measurable. We find people who prefer the intensity of building a functional content engine over the slower pace of traditional brand departments. They prioritize efficiency and measurable impact over artistic freedom.
Where searches go wrong
Mistakes we see
- Hiring a writer who expects a dedicated team for production and distribution. A manager must be able to write, edit and push content through your automation systems without waiting for external support.
- Focusing on the quantity of content produced rather than the quality of the sales conversations it enables. This leads to a bloated library of assets that confuses prospects and provides no insight to your sales representatives.
- Neglecting the technical configuration of the content delivery system. If the manager cannot verify that lead data moves accurately from an asset download into your CRM, the most persuasive content in the world will fail to deliver results.
The search
How the content manager search runs
- First, we define the specific technical environment. We identify candidates who have already managed the exact software stack you use for lead automation. This ensures they spend their time producing content rather than learning how to format emails in your system or troubleshoot basic integration issues.
- Next, we conduct a portfolio review focused on pipeline impact. We ask candidates to present one specific campaign where their content directly resulted in a measurable shift in lead quality. We ignore general claims of brand awareness and look for direct links between their work and sales outcomes.
- Finally, we conduct a brief scenario assessment where the candidate must resolve a conflict between marketing goals and sales requirements. We look for candidates who can explain their rationale for choosing certain topics over others. This confirms they can defend their strategy with data instead of opinion.
Questions
How is a content manager different from a copywriter?
A copywriter focuses on the linguistic quality of individual assets. A content manager oversees the calendar, the automation workflows and the attribution data that connects those assets to sales results.
Can this person manage external agencies?
Yes, provided they have experience writing clear briefs and setting objective performance targets. They translate your technical requirements into creative direction for those agencies.
Do I need this role if I already have a marketing manager?
If your marketing manager is focused on overall strategy and budget, they may lack the time to run daily content production. A content manager is an operational specialist for the asset pipeline.
What happens if our marketing automation tools are basic?
A skilled content manager will still define a clear process for lead tracking and calendar management. They often help improve your existing tool usage to make reporting more reliable.
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.
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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.