Role search
Get a Corporate Recruiter (contract) who can own requisition workflow management.
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: Success hinges on hiring a recruiter who treats your internal applicant tracking system as a primary work tool rather than an administrative burden. They must immediately adopt your existing requisition workflows, interview templates, and documentation standards to minimize your oversight.
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
- Corporate Recruiter (contract)
The judgment call
What this hire really comes down to
Success hinges on hiring a recruiter who treats your internal applicant tracking system as a primary work tool rather than an administrative burden. They must immediately adopt your existing requisition workflows, interview templates, and documentation standards to minimize your oversight. You need a person who manages communication with hiring managers so you do not have to mediate between the applicant and the team.
Your judgment rests on whether the recruiter can distinguish between a role that requires niche sourcing and one that functions well through automated inbound applications. They must show the ability to clean up neglected applicant databases, reorganize candidate statuses, and push stalled interviews forward.
What we check
What we check before you see anyone
- We verify technical fluency in your specific applicant tracking software to ensure they can manage candidate records and generate reports on day one. A candidate who needs training on your system consumes your resources instead of producing results, so we confirm prior usage of your exact platform modules.
- We review their specific history of managing hiring manager expectations. We require concrete examples of how they handled a manager who insisted on unrealistic requirements or resisted interview feedback. We prioritize those who use objective hiring metrics to justify adjustments to the candidate profile, ensuring expectations remain grounded in market reality.
- We examine their process for sourcing outside of major job boards. We check for proficiency in constructing complex Boolean strings and identifying active talent in industry-specific networks. They must describe how they approach passive candidates who are not currently searching for new positions, proving they can generate interest even when job board response rates are low.
- We audit their adherence to documentation and compliance standards. We look for evidence that they consistently track candidate disposition reasons and follow internal interview protocols. This ensures that your hiring records remain accurate and defensible if reviewed for process audits or equal opportunity requirements, protecting you from avoidable administrative errors.
Sourcing
Where we find them
We search for professionals who have experience in both agency and internal environments. Agency backgrounds bring a sense of urgency and direct outreach skill, while internal experience confirms they can operate within a company culture and handle stakeholder relationships. This combination allows them to adapt quickly to your internal process requirements and communicate effectively with your leadership team.
We recruit individuals who prefer contract work because it allows them to solve immediate process problems for different organizations. These recruiters possess the autonomy to fix broken workflows and start generating candidates immediately. They seek the challenge of new environments rather than traditional career growth within a single organization, which makes them ideal for short-term support where they must hit the ground running with minimal hand-holding.
Where searches go wrong
Mistakes we see
- Hiring a recruiter who tries to implement an entirely new process rather than adopting your current system. This adds complexity and confuses your hiring managers, causing delays in the short term that force you to correct their work instead of focusing on growth.
- Overlooking the difference between volume recruiters and those who focus on niche, specialized roles. Placing a high-volume recruiter in a seat that requires deep technical sourcing results in a pipeline of unqualified applicants who lack the necessary skills for your specialized roles.
- Assuming a recruiter with generalist experience can immediately grasp your industry terminology. Without understanding your specific technical requirements, they fail to effectively screen candidates or represent your organization to external talent, leading to wasted time during the interview phase.
The search
How the Corporate Recruiter (contract) search runs
- First, we define the technical requirements of the roles you need to fill and match these against the recruiter’s specific industry history. We identify those who have successfully recruited in your functional areas to ensure they speak the same language as your hiring managers and understand the nuances of the technical skills you seek.
- Second, we confirm their proficiency with your applicant tracking software. We screen for recruiters who have managed high volumes of requisitions in the same platforms you use, ensuring they can immediately manage statuses, move candidates through workflows, and generate accurate reports without external training.
- Third, we test their ability to manage a pipeline under pressure. We look for those who can explain their specific methods for reaching passive talent and their approach to resolving conflicts during the interview process. We verify they have a consistent methodology for maintaining momentum despite changing priorities.
Questions
How quickly can a contract recruiter become productive?
A qualified candidate typically begins managing your active requisitions during their first week. They arrive with established methods for using applicant tracking systems and reaching out to passive talent.
Do I need to manage their daily sourcing activities?
You define the requirements and the candidate profile, but the recruiter executes the sourcing strategy. They provide you with pipeline reports so you can see progress without tracking every individual outreach.
What happens if our hiring volume changes mid-contract?
Contract recruiters are accustomed to fluctuations in requisition volume. They can scale their outreach and interview efforts based on your current hiring needs.
Are these recruiters responsible for background checks?
The recruiter ensures that all screening and interview stages occur according to your policy. They facilitate the steps leading up to an offer, but you retain final decision authority on all hires.
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.