Executive search
Executive Leadership & Board
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: Executive leadership transitions demand surgical precision in role selection to ensure organizational stability. Distinguishing between an Interim CEO and a Fractional CEO is vital for meeting specific governance and operational requirements.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
You have a business to run.
Hiring a senior person yourself takes time you do not have. Here is what we hear from owners and hiring managers every week.
Not sure if you need interim or fractional? Use the decision helper
- The seat is open and the work is piling up on you.
- A job posting brings in hundreds of resumes and none of them have done the job.
- You do not have weeks to screen, chase and schedule.
- You need to know the person can do it before they start, not after.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
Executive Leadership & Board titles we fill
Titles with a page link through to it. The rest are titles we also fill; choose one and we pass it to the form with your request.
- Interim CEOSpecialist search for Interim CEO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Acting CEOSpecialist search for Interim CEO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Temporary CEOSpecialist search for Interim CEO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Chief ExecutiveSpecialist search for Interim CEO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- CEO-for-hireSpecialist search for Interim CEO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Fractional CEOSpecialist search for Fractional CEO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Part-time CEOSpecialist search for Fractional CEO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Outsourced CEOSpecialist search for Fractional CEO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim PresidentSpecialist search for Interim President. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim General ManagerSpecialist search for Interim General Manager. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim GMSpecialist search for Interim General Manager. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Managing DirectorAn Interim Managing Director ensures stability and performance. Learn how we vet these leaders to maintain operational standards during business transitions.
- Interim Managing Director (UK)An Interim Managing Director ensures stability and performance. Learn how we vet these leaders to maintain operational standards during business transitions.
- Interim Division / Business Unit PresidentAn Interim Division President bridges the gap between group-level goals and site-level output, maintaining operational momentum during organizational transitions.
- Interim Country ManagerSecure an interim Country Manager to manage local compliance, direct staff, and execute your strategy while avoiding long-term permanent overhead.
- Interim Deputy CEOEngage an interim deputy CEO to manage executive cadence, bridge operational gaps, and execute complex business projects with full autonomy.
- Interim Chief of StaffSpecialist search for Interim Chief of Staff. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Fractional Chief of StaffEngage a fractional Chief of Staff to drive executive cadence, manage complex projects, and extend the CEO office capacity without a permanent hire.
- Interim Executive ChairHire an Interim Executive Chair to manage board communications and governance during leadership transitions. Ensure stability and objective oversight.
- Independent / Non-Executive Board DirectorEngage an Independent Non-Executive Board Director to provide objective oversight, financial governance, and specialized industry guidance to your board.
- Board AdvisorEngage a Board Advisor to sharpen governance, audit risk, and provide objective counsel on high-level strategic decisions.
- Interim President & CEOEngage an Interim President and CEO to stabilize operations, manage investor relations, and secure P&L performance under specific ownership structures.
- CEO consultantEngage a CEO consultant to stabilize operations, manage board expectations, and address liquidity issues without permanent staff overhead.
- Fractional PresidentHire a fractional president to manage daily operations and execution. We source experienced leaders who coach owners and build sustainable systems.
- Interim Division PresidentAn Interim Division President stabilizes performance and manages complex reporting cycles. We find executives who bridge commercial and operational gaps.
- Interim Business Unit PresidentAn Interim Business Unit President stabilizes divisional operations, reconciles commercial targets with delivery, and manages reporting within a parent or sponsor structure.
- Interim Site GMEngage a focused executive to manage site-level P&L, fix broken processes and restore output reliability without long-term commitment.
- General manager consultantGeneral manager consultant search for site performance stabilization. Expert sourcing for P&L managers ready to fix operational failure.
- Chief of Staff to the CEOHire a Chief of Staff to the CEO to handle executive operations, drive cross-functional projects, and manage high-level decision cadence effectively.
- Strategy & Operations LeadFind an executive who manages your operating cadence, drives cross-functional projects, and translates strategy into daily operational reality.
- Interim President or General ManagerSpecialist search for Interim President or General Manager. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
Hiring guides
Not sure which title fits? Describe the seat in the form and we will match it.
Related roles
Distinguishing Executive Leadership Roles
Executive leadership transitions demand surgical precision in role selection to ensure organizational stability. Distinguishing between an Interim CEO and a Fractional CEO is vital for meeting specific governance and operational requirements. An Interim CEO typically operates full-time, assuming complete fiduciary responsibility, managing direct communications with board members and lenders, and stabilizing teams during periods of sensitive transition. Conversely, a Fractional CEO functions as a strategic coach, focusing on scaling revenue stages and maintaining consistent operational cadences like meeting rhythms and performance metrics over a long horizon. While one role centers on hands-on control and immediate crisis management, the other provides steady leadership support for owners and leadership teams, ensuring that internal business processes and strategic objectives remain on track without requiring a permanent executive appointment.
Screening for Strategic P&L Excellence
Successful placement hinges on rigorous evaluation of professional evidence, particularly regarding P&L management in comparable environments. For an Interim President, we screen for candidates who possess a deep understanding of divisional P&L responsibilities within complex sponsor or parent corporate structures. These leaders must demonstrate a proven ability to balance intense commercial pressure with operational oversight. They act as the primary interface for corporate reporting, ensuring that business unit metrics align with organizational goals. By analyzing their track record in similar ownership models, whether private equity or owner-led, we verify their capacity to handle the specific regulatory and reporting requirements inherent to your organization. This deep dive ensures the individual we present is prepared to manage institutional stakeholders from their very first day on the job. We look for tangible proof that they have successfully managed similar financial stakes before, avoiding candidates who rely solely on high-level theory.
Operational Mastery for Regional General Managers
The Interim General Manager role is fundamentally distinct from other executive positions due to its focus on localized operational turnarounds and unit-level performance. We look for seasoned leaders who have managed multi-functional profit and loss centers at a site or regional level. These candidates must demonstrate the ability to quickly diagnose the root causes of underperforming business units and implement targeted solutions that show measurable results in local market conditions. Their expertise includes optimizing internal systems and ensuring that site-specific regulations are met without disruption. We prioritize individuals who possess prior success in stabilizing teams and improving efficiency within their unique geographical or operational footprints, ensuring that the critical daily activities of your business maintain momentum throughout the duration of the interim period. They must possess the grit to operate in the field and the technical competence to report back accurately to headquarters regarding site health and operational risks.
Chief of Staff Capacity and Discretion
An Interim Chief of Staff acts as the strategic backbone of the executive office, requiring unique competencies in executive operating cadences. We identify professionals who have successfully managed OKR development, board reporting preparation, and the synchronization of complex executive meetings. This role requires exceptional discretion and the ability to drive cross-functional projects to completion through soft influence rather than direct line authority. Whether hired for a full-time interim sprint or a fractional capacity, the focus remains on enhancing the decision-making process of the CEO. We screen for individuals who have served as high-level connectors within fast-paced environments, capable of translating high-level strategy into actionable, daily performance metrics that allow the primary leadership to maintain focus on the company's most essential long-term priorities. They must be able to organize chaotic inputs into clear agendas, ensuring that the CEO spends time only on items that require their specific executive attention.
Sourcing and Engaging Passive Specialists
Our search methodology is built on a foundation of proactive outreach rather than reactive job posting. We engage exclusively with passive specialist pools, approaching high-performing executives who are currently employed and delivering value within their own organizations. By targeting leaders who possess the precise sector vocabulary and technical expertise your organization requires, we ensure that every candidate presented is qualified for your specific situation. We verify their credentials against the exact regulatory and system requirements mentioned in your transition strategy. This deliberate process ensures that we reach beyond the standard talent market to identify individuals who are ready to hit the ground running. Our client choice model empowers you to select from vetted options, with no fees payable unless you officially engage a professional we present. We do not aggregate generic resumes; we search for the specific individuals who hold the exact experience you currently lack.
Scoping Priorities and Initial Handover
Effective interim engagement requires clear definition of the handover process and initial strategic priorities from the start. We work with you to scope the authority and responsibility of the incoming executive to ensure they can manage your business effectively while minimizing organizational friction. This phase identifies key success metrics that will define the interim period, allowing for a structured onboarding that respects your existing systems and corporate culture. We focus on ensuring that the executive has the clear mandate needed to drive transition objectives without overstepping or making promises beyond their scope. The ultimate goal is a smooth transition where the candidate provides immediate value, maintains performance consistency, and prepares the organization for the next stage of growth, with full transparency provided throughout. We explicitly define the decision-making boundaries so your new executive can act with speed while you remain informed and fully confident in their operational progress.
Questions
How do you verify a candidate is ready to start immediately?
We confirm their current availability and alignment with your specific technical needs before presentation. This prevents delays caused by mismatched expectations regarding their existing commitments.
Do I have to commit to a search contract before seeing options?
No, you review vetted, qualified options before deciding to engage anyone. We present relevant people first to ensure you have a clear choice.
How do we handle internal sensitivity during a leadership search?
We manage the entire process confidentially and restrict outreach based on your specific requirements. This protects your organization from unnecessary disruption during the search phase.
Are your candidates strictly local to our headquarters?
We prioritize finding the best fit, whether the executive is local or capable of handling travel requirements. We verify their capacity to manage your specific location needs before proceeding.
What happens if the executive needs to adjust their focus?
We establish clear success metrics and scope during onboarding to minimize ambiguity. Any changes to their mandate are discussed through the established reporting structure we define together.
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.
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.