Role search
Get an ERP Program Director who can own manage full-scale ERP deployment lifecycle. Also called Enterprise Resource Planning Program Director
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 the ability to lead a complex ERP rollout from the design phase all the way to a finished go-live. We look for directors who have personally handled the full lifecycle of a platform implementation without delegating the critical stress points to outside vendors.
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
- ERP Program Director
- Enterprise Resource Planning Program Director
The judgment call
What this hire really comes down to
Success hinges on the ability to lead a complex ERP rollout from the design phase all the way to a finished go-live. We look for directors who have personally handled the full lifecycle of a platform implementation without delegating the critical stress points to outside vendors. This role requires a hands-on manager who understands how to stabilize a project when the technical cutover risks the entire timeline.
A true leader for this project avoids theoretical management and focuses on the reality of the technical environment. They must possess the grit to challenge system integrators who fall behind on critical path tasks. Our judgment centers on their capacity to manage both the internal stakeholder expectations and the external vendor performance. We prioritize those who have resolved the specific infrastructure bottlenecks that threaten the launch date.
Ultimately, you need a director who treats the project as a business mission rather than a technical exercise. They must be willing to make the hard calls during the final weeks before activation. We examine their history of managing these high-pressure transitions to confirm they have the necessary command to deliver the system on time and within the original operational parameters.
What we check
What we check before you see anyone
- We verify that the candidate personally managed a full-scale ERP deployment from initial design through to the production cutover. They must demonstrate how they handled the cutover process and stabilized operations immediately after the system went live.
- We audit their history regarding finance process redesign to ensure they can overhaul legacy accounting structures. They need to explain how they reconciled disparate data sets from old systems while maintaining clean, accurate mapping during the migration.
- We validate their direct experience in managing system integrators to hold third-party teams accountable for their contractual delivery milestones. The candidate must show evidence of re-aligning technical priorities when the original integration roadmap starts to slip.
- We confirm they have led stakeholders through the organizational changes required by a new financial framework. They must articulate specific instances where they mitigated infrastructure bottlenecks that threatened the overall project schedule.
Sourcing
Where we find them
Our search targets experts currently embedded within large manufacturing entities and global supply chain firms. These specialists are rarely monitoring job boards as they are too busy managing complex enterprise transformations. We seek leaders who understand the specific pressures of mid-tier to enterprise-level environments where disparate business units must align under one architecture.
We identify professionals who are deep in the trenches of current system migrations. These people are looking for a new assignment only when their existing project reaches a natural milestone or nears successful completion. They are drawn to this role because it offers the specific challenge of taking a complex, stalled, or failing implementation and steering it toward a final, successful launch.
Our outreach ignores passive job seekers in favor of active, high-performing directors. We approach individuals who hold current responsibility for enterprise governance in environments that mirror your specific operational footprint. We maintain total discretion during these conversations to ensure the search remains confidential until you are ready to engage.
Where searches go wrong
Mistakes we see
- Some leaders rely too heavily on the system integrator and lose visibility into the actual project velocity. A common error is failing to audit the data migration roadmap for accuracy until it is too late to fix underlying configuration issues.
- We observe many directors who cannot effectively bridge the gap between technical requirements and financial business needs. These individuals often oversee a functioning system that fails to produce accurate corporate reporting because they ignored process redesign at the start.
- Another frequent mistake involves letting the project charter drift during the final stages of the deployment. Failure to hold the team accountable for milestones often leads to the loss of trust with senior stakeholders, which is impossible to recover before the go-live.
The search
How the ERP Program Director search runs
- First, we define the technical and financial scope of your ERP environment to identify candidates with the most relevant lifecycle experience. We bypass candidates who have only performed peripheral project management roles. Our team focuses on those who have handled the entire system implementation, specifically those who have survived a difficult go-live process.
- Next, we conduct deep-dive interviews to vet the candidate against your specific bottlenecks. We move past self-reported successes and ask about the exact moment they had to mitigate technical risks or manage integrator failure. This stage ensures that we only present individuals who possess the authority and practical skill to take immediate control of your project.
- Finally, we curate a shortlist of qualified experts for your review. We present the reasoning behind each candidate so you understand how their background maps to your current organizational challenges. You then lead the final interview process to ensure a cultural fit with your team. We only collect a fee if you decide to engage one of the people we present.
Questions
How long will the shortlist take to reach me?
Our team initiates discreet inquiries to connect with subject matter experts suited for your requirements. Availability depends on the current project cycles of potential candidates and their existing contractual obligations to other organizations.
Do you handle counteroffers or salary negotiations?
We manage the communication of terms between you and the candidate to avoid direct friction. Our role is to ensure expectations align before you formalize an engagement.
Can you help if the hire needs to relocate?
We assess the candidate's availability and willingness to work on-site or remotely based on your project requirements. Travel terms are confirmed before any engagement begins.
How do you measure if the candidate is a fit?
We verify their history against your specific technical stack and project stage. You conduct the final interview to judge their leadership style and cultural alignment.
What are your fee terms for this search?
No upfront fee. You pay only if you hire. The signed client agreement sets engagement terms.
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.
ERP Program Director by industry and related roles
Need the team under this role?
All industries
- Construction & Engineering
- Manufacturing & Industrial
- Technology, SaaS & Software
- Professional & Business Services
- Government Contractors
More Program, Project & PMO roles
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.