Role search
Get a Contract Sourcer who can own passive talent engagement. Also called Sourcer
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 sourcer is not an order-taker and does not manage the full interview process. Their objective is data gathering and candidate engagement.
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 Sourcer
- Sourcer
The judgment call
What this hire really comes down to
A sourcer is not an order-taker and does not manage the full interview process. Their objective is data gathering and candidate engagement. You hire this person to solve the problem where your job postings fail to yield qualified applicants. They exist to find passive talent, verify availability and persuade individuals to enter your assessment process.
You need a practitioner who views recruiting as an investigation. They must know how to build boolean strings, scrape professional directories and cross-reference candidates across multiple platforms. If they only push buttons on job boards, they will duplicate the work your team already performs.
What we check
What we check before you see anyone
- We verify their proficiency in the specific tools required for your search. If you use a specialized tool like LinkedIn Recruiter or a proprietary database, we test their ability to use advanced filtering and project organization. A sourcer who cannot organize their search projects or track outreach metrics creates a mess in your database that persists after they leave.
- We audit their approach to message personalization. Sending mass email templates to unqualified prospects is a common failure. We check their actual outreach samples to see if they cite specific details about the recipient’s career history or company. We need evidence that they can bridge the gap between a candidate's current experience and your specific business needs.
- We test their ability to handle rejection and objections. A sourcer speaks with people who are often not looking for a job. We look for candidates who can probe for the underlying reasons a person declines an interview and how they pivot to keep the conversation open for future opportunities. They must manage the decline professionally without alienating the person.
- We assess their documentation habits. A sourcer must log every interaction, including why a candidate is interested or why they remain unreachable. We ensure they understand that the data they enter into your system is a long-term asset.
Sourcing
Where we find them
We look for sourcers with agency experience, particularly those who operated on a desk where they were responsible for both business development and candidate discovery. These professionals are accustomed to the volume and urgency required to fill difficult roles. They are comfortable working on a commission or performance basis, which translates well to the short-term, output-driven nature of a contract engagement.
We also recruit from high-growth companies that experienced sudden hiring surges. These individuals know how to build a function from zero. They are used to managing intense, multi-role portfolios where they had to develop distinct sourcing strategies for different departments simultaneously. They are ready to move when they finish a specific project cycle or when the company enters a hiring freeze.
Where searches go wrong
Mistakes we see
- Sourcers who focus on vanity metrics like the number of emails sent rather than the number of qualified conversations initiated. This results in an inbox full of replies from people who are not actually interested in the role, wasting your time during the screening phase.
- Professionals who fail to understand the nuance of your technical requirements. They submit candidates who match keywords on a resume but lack the necessary application of those skills. This forces your hiring managers to reject the majority of submitted profiles, leading to frustration and disengagement with the recruiting process.
- Contractors who do not communicate their market findings back to the business. If a sourcer finds that every candidate refuses your salary range or your remote work policy, they must report this to you immediately. The mistake is keeping their head down and submitting weak candidates instead of providing you with the market intelligence required to adjust your expectations.
The search
How the Contract Sourcer search runs
- We define the candidate profile by dissecting the job requirements into specific skill sets and ideal company backgrounds. We ask you to identify the two or three most critical factors that differentiate a strong candidate from an average one. This prevents the sourcer from wasting time on candidates who look good on paper but do not meet your operational standard.
- We screen candidates against the criteria defined. We look for individuals who demonstrate consistent career growth and clear technical proficiency in their field. We ensure they have the right level of seniority for your needs, checking that a lead-level sourcer is not bringing forward junior candidates who will struggle to handle the workload.
- We verify their current availability and interest. We confirm they are not just looking for a stop-gap measure but are interested in your specific project. By the time they reach you, the candidate has been briefed on your context and is ready to discuss the role immediately.
Questions
How does a sourcer differ from a recruiter?
A recruiter manages the entire process from screening to offer negotiation. A sourcer specializes exclusively in identifying candidates, conducting outreach and ensuring they are interested in the role.
Can I have them use my existing applicant tracking system?
Yes, they must work within your system to maintain data integrity. Learning your workflow is a core expectation of the engagement.
What happens if the sourcer cannot find candidates?
They are expected to present market data explaining why the candidates are unavailable. This information is vital for you to adjust your requirements or compensation structure.
Is an upfront fee required for this service?
No upfront fee. You pay only if you hire.
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.