Role search
Get a Contract Recruiter who can own full-cycle recruiting processes.
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: The core requirement is bringing someone into your environment who can immediately take over the full-cycle recruiting process. They must step into your existing applicant tracking system and manage the workflow from job posting to offer acceptance.
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 Recruiter
The judgment call
What this hire really comes down to
The core requirement is bringing someone into your environment who can immediately take over the full-cycle recruiting process. They must step into your existing applicant tracking system and manage the workflow from job posting to offer acceptance. You need a person who understands how to balance volume demands with the specific needs of your hiring managers. A good hire here will know how to manage expectations and keep your talent pipeline moving while you remain focused on your daily business operations.
Your judgment should center on whether the recruiter has successfully operated in similar environments before. They must demonstrate they can handle the administrative burden of scheduling and feedback tracking without creating more work for you. We focus on their ability to act as an extension of your company, ensuring that every applicant receives a professional experience. The right person avoids being a mere order taker and instead actively helps you solve your specific hiring bottleneck, whether that is sourcing difficulty or process inefficiency.
What we check
What we check before you see anyone
- We verify the recruiter has direct experience using your specific applicant tracking system, as learning a new tool on your time is a costly distraction. We confirm they know how to configure requisition workflows, manage candidate status transitions, and pull reports on time-to-fill metrics to ensure data integrity.
- We assess their background in your specific industry to see if they understand the competitive environment for your roles. We ask for concrete examples of how they translated vague hiring manager requests into actionable candidate profiles and how they managed disagreements regarding candidate quality or interview scheduling.
- We audit their approach to sourcing by asking exactly how they build talent pools without relying solely on job boards. We check if they use Boolean search strings, engage with niche professional communities, or use specific referral strategies that match the urgency and seniority of the open requisitions.
- We examine their track record for maintaining compliance and documentation standards. We verify they follow established interview guidelines, maintain consistent candidate communication logs, and adhere to equal opportunity requirements, as we need someone who understands the legal risks associated with recruiting mistakes.
Sourcing
Where we find them
We look for candidates who have transitioned between internal talent acquisition roles and agency environments. Recruiters who have worked in-house understand the importance of building rapport with hiring managers and managing company culture, while those from agencies often possess a sharper ability to perform direct outreach and close candidates. This hybrid experience is valuable for contract assignments where speed and autonomy are prioritized.
Our search includes individuals currently working on interim assignments who enjoy the variety of different company environments. These professionals are often more motivated by the challenge of solving immediate process failures than they are by long-term corporate ladder progression. They know how to jump into a new system quickly, assess the current state of the pipeline, and start producing results within their first week.
We target sourcers and recruiters who have explicitly managed the role families you are hiring for, rather than just anyone with the title. By focusing on people who are already familiar with the specific technical or functional requirements of your open seats, we reduce the time it takes for them to become productive and effective representatives for your brand.
Where searches go wrong
Mistakes we see
- The most common mistake is hiring a recruiter who lacks experience in your specific applicant tracking system, which leads to slow data entry and reporting errors. We avoid candidates who treat system updates as an afterthought, as this lack of discipline leaves your team without accurate visibility into the health of your recruitment pipeline.
- We see many recruiters who over-promise their network without having the technical sourcing skills to actually engage passive talent. We avoid those who rely purely on incoming applications, as they will fail to fill roles where the demand is high and the competition for talent is fierce, ultimately leaving your most critical positions open for too long.
- We reject candidates who fail to manage hiring manager relationships, often resulting in them becoming an obstruction rather than a partner. A common failure is a recruiter who fails to challenge unrealistic requirements or refuses to provide feedback, which forces you to waste valuable time interviewing candidates who are never going to be the right fit for your team.
The search
How the Contract Recruiter search runs
- We begin by gathering the details of your open requisitions, your current hiring manager structure, and your operational goals. We ask for a clear definition of what constitutes a qualified candidate for each role and how your current process is currently failing. This diagnostic phase ensures we are looking for the right skills and not just a generic recruiter.
- Next, we screen our network for individuals who meet your specific criteria for system familiarity, functional experience, and personality fit. We conduct detailed interviews to test their problem-solving abilities and their history of managing difficult searches. We only present those who can articulate exactly how they would solve your immediate problems within your existing company culture.
- Finally, you conduct your own interviews to choose the person who best complements your team. You make the final decision on whether to engage a candidate we present. There is no upfront fee, and you only pay a fee if you choose to bring someone on board, with all terms agreed upon in writing before the work begins.
Questions
How soon can I see a shortlist of candidates?
Candidate identification and presentation depend entirely on the unique skill demands of your open position. The primary factors influencing availability involve the saturation of specific technical expertise within the regional market and the degree of specialization required for your core team.
What if a candidate receives a counteroffer?
We prepare candidates for this possibility by discussing their motivations and potential counteroffer scenarios during our screening process. If a candidate is lost to a counteroffer, we immediately refocus our efforts to provide you with a new, viable option.
Can this role be done via relocation?
Most of these assignments are performed remotely, so relocation is rarely a factor. We confirm the candidate's work location and availability for any necessary meetings before presenting them to you.
How do you assess if they will fit our team?
We evaluate their past experience with similar company cultures and management styles. We provide you with their background and answers to your specific questions so you can make an informed decision on their cultural alignment.
What is your fee structure for this service?
No upfront fee. You pay only if you hire. Contract terms are agreed in writing, and we do not employ, pay, or insure the workers we present.
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.