Role search
Get a Contract Project Manager who can own deliver project milestones against budget.
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 project manager must assume ownership of one defined project from its current state through to final delivery. This requires establishing a clear plan with measurable milestones and tracking the budget against actual costs.
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 Project Manager
The judgment call
What this hire really comes down to
A contract project manager must assume ownership of one defined project from its current state through to final delivery. This requires establishing a clear plan with measurable milestones and tracking the budget against actual costs. The manager maintains a living risk and issue log, providing constant visibility into project health for the sponsor. They must coordinate cross-functional teams without necessarily having direct line management authority over every member.
The effectiveness of this hire is measured by the clarity of status reporting and the avoidance of late-stage surprises. A strong manager drives the project forward by consistently updating the RAID log and translating complex operational challenges into actionable decisions for the project sponsor. They must be comfortable acting as an independent operator who can push for answers when the plan stalls or when cross-functional silos hinder progress.
What we check
What we check before you see anyone
- We verify that the candidate has successfully delivered projects identical in scope, size and technical complexity to your specific assignment. We require them to detail the actual objective, the specific team size they managed and the exact budget they controlled. This ensures that their past experience directly translates into your required outcome, whether that involves a facility build, a software rollout or a complex finance transformation.
- We scrutinize their methodology for managing scope changes to ensure they possess formal discipline. We demand examples of how they handled requests that expanded project boundaries, who approved those shifts and how the baseline plan was modified as a result.
- We evaluate their approach to reporting and escalation by reviewing the actual artifacts they provided to sponsors. We look for evidence of how they communicated red status updates and how they maintained clarity when stakeholders requested that bad news be softened. We confirm whether they possess relevant certifications like PMP or agile credentials, but we weight these secondary to the clear evidence of how they handled real-world project challenges.
- We confirm their ability to apply core project controls including earned value analysis, schedule variance tracking and cost monitoring. We check that they have personally produced project charters, stakeholder registers and formal lessons learned documents.
Sourcing
Where we find them
Our candidate pools consist of seasoned project professionals who typically operate within structured project management offices of mid-sized to larger organizations. We also source from specialized consultancies that focus on delivering discrete client projects and from operational leaders who have transitioned into professional project management. Each source provides a distinct management style that we align with your project environment.
We approach people directly based on their specific track record of delivering projects that match your current situation. This allows us to assess their true interest and availability before we ever bring them to your attention. We verify that they are ready to handle the specific pressure of a contract assignment, where the expectation for immediate results is high and the time to integrate into the team is limited.
By focusing on active practitioners rather than those looking for permanent roles, we ensure the candidates have the necessary intensity for contract work. They understand that their value is derived from their ability to deliver a finished outcome within a set timeframe.
Where searches go wrong
Mistakes we see
- Clients often mistake a long list of impressive job titles for proof of project delivery competence. They forget to investigate whether the candidate actually owned the outcomes or merely supported the effort in a peripheral role. We ensure the candidate explains their specific decision rights and accountability for the budget and schedule.
- Failing to define the decision rights at the start of the assignment is a common error that undermines the contract manager. If the sponsor does not clearly grant authority for scope changes or team prioritization, the manager spends their time seeking permission rather than solving problems. We insist on documenting the reporting line and the specific approval thresholds before the assignment begins.
- Assuming a project manager can instantly fix a broken team culture without sponsor involvement is a dangerous oversight. Recovery work requires a manager who can deliver bad news and rebuild confidence with a team that has already lost its momentum. We check that candidates have successfully led recovery efforts where they had to confront failures openly.
The search
How the Contract Project Manager search runs
- First, we define the assignment by understanding the core problem. We discuss your project objective, current plan status, budget authority and the key stakeholders involved. We map your specific needs to the appropriate expertise, whether you require a structured agile facilitator or a sequential project manager who can manage fixed contractual milestones. We clearly identify the reporting lines and the specific decisions the manager must own.
- Second, we identify and vet specific candidates who have delivered comparable projects. We approach these individuals directly and confirm their experience, domain knowledge and immediate availability. We assess their communication style and their ability to handle the specific pressures of your project, such as working in a regulated environment or managing a team through a significant system transition.
- Third, you interview the vetted candidates to confirm the fit. We facilitate the process and handle all logistics to ensure a fast and efficient search. You choose whether to engage any of the people we present, and there is no fee unless you decide to hire someone. We formalize the engagement terms in writing once you have made your choice.
Questions
How quickly can you provide a shortlist?
Our sourcing process begins once we establish your technical requirements and team structure. Candidate availability depends on their current project status and the complexity of the domain expertise you demand for this position.
How do you handle counteroffers from a candidate's current employer?
We proactively discuss the candidate's commitment and reasons for considering a contract role during our screening. This process reduces the risk of last-minute counteroffers affecting your project timeline.
Do you provide relocation support?
These contract assignments are typically based on local presence or remote capacity. If specific onsite presence is required, we clarify the candidate's ability to travel or relocate before presenting them.
How do I evaluate if a candidate is a good fit?
We provide detailed context on their relevant project history and how they handled similar constraints. You evaluate them during the interview against the specific decision rights and project challenges we have documented.
What are your fee terms?
There is no upfront fee to start the search or conduct interviews. You only pay if you decide to engage a person we present, with all terms agreed in writing beforehand.
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.