Role search
Get a Contract Data Migration Specialist who can own execute legacy platform ETL routines.
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 migration specialist controls the integrity of business information during a critical transition. You are not just hiring a coder to execute scripts between platforms.
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
- Contract Data Migration Specialist
The judgment call
What this hire really comes down to
A migration specialist controls the integrity of business information during a critical transition. You are not just hiring a coder to execute scripts between platforms. You are hiring someone to bridge the gap between technical schemas and business requirements. The specialist must reconcile legacy record counts with new system values to satisfy auditors and users. They decide what history stays active and what moves to a long-term archive.
The role demands a firm grasp of trade-offs regarding data quality. Real-world source systems often contain duplicates or missing keys that break import processes. A successful candidate pushes back against unrealistic timelines that ignore cleansing time. They define the rules for transformation and force consensus among data owners. Without these judgments, your project risks a failed cutover that impacts daily operations. The hire succeeds when the new system mirrors the business reality of the old one.
Technical proficiency matters less than the ability to manage the reconciliation process. We look for people who prioritize mock conversions over final loading dates. Their judgment in trial scenarios prevents costly mistakes during the final production push.
What we check
What we check before you see anyone
- We verify their specific history with extract, transform, and load routines on legacy platforms similar to your own. We require them to detail how they map fields and manage transformation logic when source systems lack clear documentation.
- We audit their approach to data cleansing and reconciliation processes. We probe for examples where they identified inconsistencies like missing keys or duplicate codes and how they collaborated with business owners to resolve those issues.
- We confirm their experience with mock conversion cycles and cutover support. We ask how they iterate on trial loads to improve accuracy and what specific metrics they used to prove that the migration met business requirements.
- We assess their ability to maintain security and audit trails during the transfer process. We require examples of how they handled sensitive data masking in test environments and followed retention policies for records that were retired rather than migrated.
Sourcing
Where we find them
We identify candidates within implementation consultancies that specialize in full-scale ERP deployments or cloud platform transitions. These individuals have survived repeated migrations and understand how to troubleshoot issues under strict project deadlines. They bring battle-tested methods for data profiling that in-house teams may not have encountered.
We also recruit from internal systems teams at organizations that recently finished large-scale consolidations or acquisitions. These professionals know the pain of maintaining system accuracy while retiring legacy code. They understand the pressure of cutover weekends and the importance of precise record reconciliation.
A strong candidate takes this assignment because it offers a challenge involving complex, messy data sets. They want to apply their specialized experience to move beyond routine tasks into solving critical architectural problems. We confirm their immediate availability and resolve any potential conflicts before we ever submit their profile to you for review.
Where searches go wrong
Mistakes we see
- Projects fail when teams treat migration as a final minor task rather than a core development phase. Skipping early trial loads ensures that data defects remain hidden until the go-live date when they cause the most operational damage.
- Relying solely on record counts to verify accuracy creates a false sense of security for the business. A load can be numerically identical while containing completely wrong values, leading to catastrophic reporting errors that only surface after the old system is retired.
- Ignoring the need for early business owner involvement leads to constant arguments over cleansing rules at the last possible moment. Specialists must advocate for sign-off on data quality long before the final transition begins to avoid bottlenecks during the cutover.
The search
How the Contract Data Migration Specialist search runs
- We define the scope by identifying the source systems and the target architecture you plan to use. We distinguish between the need for an architect who writes the mapping logic and a coordinator who manages the timeline. We review your documentation status to decide if you need someone capable of reverse engineering legacy structures.
- We search our network for specialists who have experience with your specific platform challenges. We discuss the size of your data sets to ensure they have worked with volumes that match your reality. We avoid theoretical candidates and focus on those who have personally managed a full lifecycle conversion from start to finish.
- We introduce you to candidates who have proven their ability to handle both the technical and political sides of migration. You interview them to test their judgment on past failures. We handle all contract terms and conditions in writing before any work begins, ensuring you pay only for the results they produce.
Questions
How quickly can you provide a shortlist?
Our team matches talent based on technical alignment once the project scope is clearly defined. You gain access to reviewed profiles once we conclude our technical verification steps.
How do we manage potential counteroffers?
We maintain active communication with candidates to identify their commitment level early. We focus on individuals seeking the specific professional challenges of your project.
What is the process for relocation?
We prioritize candidates who are within commuting distance or who already work remotely in your time zone. If relocation is required, we address those costs and logistical details before an offer is made.
How do you ensure a good fit?
We vet candidates against your specific legacy systems and data complexity requirements. You interview them to evaluate their approach to your unique business rules.
What is your fee structure?
There is no upfront fee to start a search. We only charge a fee if you choose to hire someone we introduce.
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.