Role search
Get a database administrator who can own perform database engine performance tuning.
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: A production database needs safe operational cover, not an unreviewed cleanup.
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
- database administrator
The judgment call
What this hire really comes down to
Your decision rests on whether you need a database administrator to handle routine maintenance and uptime or one who specializes in schema design and performance tuning. Basic administration involves monitoring storage capacity, running backups, and applying security patches to keep your systems operational.
Judgment centers on how the candidate handles data integrity during incidents. A strong hire does not just restore from a backup when a failure occurs. They identify the root cause of the data corruption or performance bottleneck, verify the consistency of the database state, and implement proactive controls to prevent recurring issues.
What should the brief settle before we search?
A production database needs safe operational cover, not an unreviewed cleanup. Ask the DBA how they verify a backup can be restored and how they approach a performance issue without risking service. Match the engine, availability design and operating environment. A developer who uses SQL is not necessarily a production administrator. Define change approval, privileged access and incident escalation. The handover should explain the actual recovery procedure rather than rely on a successful backup job notification.
What we check
What we check before you see anyone
- We verify the candidate has direct experience configuring and managing your specific database engines, such as SQL Server, PostgreSQL, or Oracle. We ask them to detail specific instances where they adjusted memory allocation or storage configurations to resolve bottlenecks that were affecting application performance. This ensures they have actually manipulated the engine settings in production environments.
- We require the candidate to demonstrate a methodical approach to database maintenance. We test this by asking them to describe their process for testing a backup recovery, including how they verify that the data remains consistent and functional after the restoration is complete.
- We audit their familiarity with security frameworks like SOC 2 or HIPAA by asking for examples of evidence collection. We check that they can explain how to produce reports on user access, database logs, and encryption settings that satisfy an auditor rather than just generating raw logs.
- We evaluate their ability to coordinate with developers and system administrators. We ask for evidence of their written work, checking that they can synthesize technical changes into clear notes that identify the impacted services, the specific schema changes, and the required next steps for stakeholders.
Sourcing
Where we find them
We source candidates from internal IT operations teams and specialized database consulting groups. These professionals possess the discipline required for contract assignments because they operate in environments where schema changes, performance monitoring, and strict data protection procedures are standard.
We target individuals who seek contract assignments because they want the variety of solving data management problems across different platforms. These people look for engagements where they can own a specific problem, like migrating a legacy database, troubleshooting complex query deadlocks, or preparing a system architecture for a high-traffic launch.
Where searches go wrong
Mistakes we see
- Hiring a generalist system administrator who lacks deep database engine experience. While they might be able to restart a service, they often fail to diagnose deeper performance issues or manage complex indexing strategies effectively. Generalist IT staff often miss the nuance of lock contention and memory management which are essential for database stability.
- Overlooking the need for experience with the specific cloud or on-premises environment where the data resides. Managing a cloud-native database requires a different set of permissions and cost-monitoring skills than maintaining a physical server in a data center. Misalignment here often results in significant architectural friction and unexpected overhead.
- Ignoring the importance of clear documentation regarding database changes. Without logs of who changed which schema or permissions, your organization cannot pass audits or troubleshoot changes that lead to system failures later. We prioritize candidates who have established habits for documenting every schema update or access change made to the environment.
The search
How the database administrator search runs
- First, we define the technical scope by identifying the specific database engines and the primary pain points, such as slow query performance or impending compliance audits. This prevents us from wasting time on candidates who lack experience with your particular stack. We focus on matching the specific versioning and infrastructure environment of your database to the candidate's historical work experience.
- Second, we interview candidates on their specific history with data recovery and performance optimization. We push for details on how they have handled real-world incidents, such as unexpected outages or data corruption events, and the exact steps taken to ensure data remained available. We demand concrete examples of how they diagnosed query latency rather than providing generic answers about general database health.
- Third, we confirm their availability for the required duration and their capacity to provide the necessary audit artifacts. We verify that they can translate their technical work into clear documentation, ensuring that your team retains full visibility into how your databases were managed during the contract period. No upfront fee. You pay only if you hire.
Questions
What is the difference between a database administrator and a data engineer?
A database administrator manages the health, security, and performance of existing database systems. A data engineer focuses on building the pipelines and infrastructure that move and transform data between different systems.
Can a contractor help with my upcoming audit?
Yes. A contractor can organize your access logs, patch records, and backup verification reports. They provide the evidence you need to satisfy auditors efficiently.
What should we discuss before requesting database administrator candidates?
Ask the DBA how they verify a backup can be restored and how they approach a performance issue without risking service. Match the engine, availability design and operating environment.
How do you verify if a candidate knows their database engine?
We ask for specific examples of how they tuned indexes and managed memory during peak load times. We also check their experience with the specific versions of the software your organization uses.
What happens if I need the administrator for longer than planned?
If your project scope grows, we discuss an extension to ensure the database remains stable. You pay only for the additional time required to complete your objectives.
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.