Role search
Get a Contract Demand Planner who can own statistical supply chain forecasting.
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 contract demand planner owns the statistical forecast that drives your entire supply chain. They clean sales history by removing one-time orders or past stockout impacts.
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 Demand Planner
The judgment call
What this hire really comes down to
A contract demand planner owns the statistical forecast that drives your entire supply chain. They clean sales history by removing one-time orders or past stockout impacts. They build baseline forecasts for every item at every site. They then layer in upcoming promotions and new product launches to refine the numbers.
You bring this person in when a planner leaves or when a system migration demands extra bandwidth. You also need them when forecast error causes persistent operational friction. A good planner understands that their model is just a starting point for human decision. They track whether manual overrides actually improve accuracy or simply add noise to the system.
Many planners fail because they treat the system output as gospel. The right candidate investigates why the software missed a specific trend. They understand the difference between shipping history and true consumer demand. If your team treats the forecast as a static report rather than a dynamic tool for business alignment, you need someone who forces the necessary conversations.
What we check
What we check before you see anyone
- We verify their specific forecasting methodology and how they select models for different demand patterns. We demand examples of how they handled intermittent demand items or seasonal spikes without relying on generic smoothing. They must demonstrate how they measure accuracy by item class rather than just using a blended percentage that hides error.
- We audit their experience with the monthly sales and operations planning cycle to see how they manage data cutoffs. We verify that they track override performance to see who is adding value during reviews. We look for someone who documents their assumptions so that the next month starts with clear historical context rather than guesses.
- We assess their technical proficiency with your specific planning tools and their capability for data preparation. We check if they can configure the software or if they rely on external spreadsheet workarounds. We determine if their experience involves full system implementations or if they are primarily focused on daily maintenance and minor parameter adjustments.
- We test their understanding of the link between demand signals and supply chain replenishment policies. We confirm they know how lead time variability and demand uncertainty feed into safety stock calculations. We verify they can communicate these technical trade-offs to non-technical stakeholders who might otherwise demand unrealistic inventory levels to mitigate risk.
Sourcing
Where we find them
We target planners currently embedded in manufacturers, consumer goods firms, and distributors. These environments force planners to deal with real-world complexities like promotional volume and seasonality. We also scout candidates from supply chain consultancies. Those professionals often have deep experience with diverse planning software suites and rapid implementation cycles.
We reach out directly to candidates rather than posting advertisements. We prioritize people who understand the pressure of industrial lead times and project-based demand. An experienced planner values an interim assignment because it allows them to solve immediate, high-impact problems without the long-term political entanglements of a permanent seat.
We evaluate candidates based on their desire to handle the specific complexity of your assignment. We explain the exact nature of your forecast error to ensure they have faced, and solved, the same issues. Someone who has spent years in a stable environment might struggle with your cleanup project. We prioritize those who have successfully handled similar transitions.
Where searches go wrong
Mistakes we see
- One major failure is ignoring the difference between forecasting shipments and forecasting true demand. If a company suffers from constrained supply, the shipping history will look artificially low. An inexperienced planner will model this low volume as the actual demand. This leads to a permanent downward spiral in inventory availability and lost sales.
- Another error is relying on forecasts that look acceptable at the product family level but fall apart at the item level. This aggregation bias makes the total numbers look healthy while specific parts are constantly missing. We see candidates who cannot explain how they reconcile these two views or how they adjust local parameters.
- Many planners fail to maintain a log of their forecast assumptions and manual overrides. Without this, the organization cannot learn why a forecast failed last month. We see businesses repeating the same mistakes because the planner did not document why they chose a specific promotion lift or adjusted for a past service failure.
The search
How the Contract Demand Planner search runs
- We start by dissecting your planning cycle and reporting structure. You provide the sales history, item master, and customer hierarchy so we can screen for the exact technical skills required. We agree on who owns the final number and what level of authority the contractor has for manual overrides. We then draft a clear, internal brief of the responsibilities.
- We then approach relevant candidates who match your industry profile and system experience. We screen them on their ability to lead consensus meetings and handle conflicting inputs from sales and finance. We discard anyone who cannot explain the rationale behind their past forecast adjustments. We present you with several vetted options who are available to start immediately.
- Finally, you interview the candidates and choose who fits your culture best. We facilitate the conversation and ensure that everyone understands the scope of the project. There is no fee to begin the search, and we only bill you once you have selected and engaged a candidate we introduced. We provide no guarantees and hold no employment relationship with the contractor.
Questions
How does a Contract Demand Planner search start?
We clarify your specific planning cycle and requirements before approaching any candidates. You review several vetted options and decide who to interview.
What fee do I pay to start?
There is no upfront fee to initiate the search process. You pay only if you engage a candidate we introduce to you.
When do I pay?
Payment terms apply only once you choose to engage a candidate we present. These terms are agreed upon in writing before the engagement begins.
What if none of the candidates fit?
You owe nothing if you do not engage any of the candidates we present. We will discuss the specific requirements that were missed to refine the search.
What is the relationship between you and the worker?
We do not employ, pay, or insure the workers. You engage them directly based on terms agreed to in writing.
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.