Role search
Get a Fractional CEO who can own the business mandate and board relationship. Also called Part-time CEO, Outsourced CEO
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 fractional leader must solve the specific growth inflection point you face today. You need someone who has successfully scaled companies through your exact current revenue stage.
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
- Fractional CEO
- Part-time CEO
- Outsourced CEO
The judgment call
What this hire really comes down to
A fractional leader must solve the specific growth inflection point you face today. You need someone who has successfully scaled companies through your exact current revenue stage. Whether you are moving from one million to ten million or pushing toward fifty million, the infrastructure demands are unique. A leader who managed a massive enterprise may fail if they cannot adapt to your current constraints.
The hire comes down to an advisory aptitude that allows you to remain the final decision-maker. You require a partner who coaches you through complex strategy and execution without seizing total operational control. We evaluate candidates on their ability to build clear, persistent reporting frameworks that you can manage when they are off-site. We reject candidates who rely only on high-level success claims rather than granular, metric-driven history.
Your new executive must deliver measurable growth outcomes through a defined, consistent operating cadence. They must balance the need for speed with the reality of your current organizational quality. A poor fit in this role creates confusion rather than clarity, stalling your momentum. We look for individuals who treat your business with the same urgency as a full-time employee while operating on a fractional schedule.
What we check
What we check before you see anyone
- We verify their history of scaling through revenue stages similar to your own to ensure they understand your infrastructure needs. We map their past performance to the specific tools and management systems you currently use to drive accountability.
- We audit their ability to implement operating cadences like specific KPI reporting and weekly rhythms. We look for proof that they have successfully coached owners without displacing the owner's influence or destroying internal morale.
- We conduct deep behavioral interviews to test their judgment when facing trade-offs between speed and operational quality. We seek clear examples of how they handled past failures in growth cycles rather than only successful project summaries.
- We validate their availability and commitment to a portfolio model to confirm they can provide consistent attention to your business. We screen for communication styles that prioritize objective feedback over comfort to ensure you receive honest operational assessments.
Sourcing
Where we find them
We target high-level operators currently working in successful mid-market companies. These individuals often hit a ceiling in their current roles and seek the challenge of guiding multiple businesses through growth. We avoid career consultants who lack the scars of current, hands-on operational management. Our reach extends to sitting executives who possess the broad-based experience required to thrive in a fractional setting.
A qualified candidate chooses this assignment because they want to apply their skills as a strategic partner across a portfolio. They value the autonomy that a fractional role offers compared to rigid, single-company employment. These people are currently embedded in thriving firms, which ensures they maintain a fresh understanding of market conditions. They are motivated by the opportunity to solve varied, sensitive problems with professional independence.
We search beyond public job boards, approaching leaders who are not actively looking for work. We find practitioners who have a proven desire to teach and build sustainable structures for others. By identifying these experts in their natural habitat, we ensure they bring current management technologies and high-level credibility to your specific business environment.
Where searches go wrong
Mistakes we see
- Employers often hire a candidate based on impressive tenure at large corporations without checking if that person can work in a lean, owner-led setting. A leader used to infinite resources often struggles to build the infrastructure required in smaller, high-growth organizations.
- Some owners fail to define the handover or the specific end-state of the engagement. Without a clear plan for when the executive has finished their specific mission, the role lingers and creates confusion over authority and reporting lines.
- Clients often prioritize candidates who agree with their current strategy instead of seeking a partner who offers objective challenge. Choosing a consultant who acts as an echo chamber prevents the owner from identifying the real bottlenecks currently hindering their growth.
The search
How the Fractional CEO search runs
- We start by auditing your current decision-making environment and growth trajectory. We define the specific cadence of involvement and the measurable outcomes required for each project phase. You review the scope and reach to ensure we have aligned with your operational goals and reporting requirements.
- We present several vetted candidates who possess the exact combination of industry experience and temperament you need. You interview these individuals to assess cultural fit and coaching style. We provide risk assessments and behavioral insights for each option to help you make an informed choice.
- Once you select a professional, you engage them directly. We remain available to assist with onboarding or search adjustments if business needs shift. Our engagement model is contingency-based, meaning we charge no upfront fee and you only pay if you hire someone we introduce.
Guides for this role
Questions
How long does a search take?
The time to reach a shortlist depends on your specific complexity and requirements. We focus on active, high-level operators to ensure quality rather than speed.
How do you handle counteroffers?
We focus on candidates who have already decided to shift to a fractional model. Their clear interest in the portfolio approach reduces the likelihood of being pulled back by current employers.
Is relocation required for this role?
Fractional roles are often hybrid or remote, so location is rarely a barrier. We define these logistics during the scoping phase to ensure the leader remains effective.
How do we ensure the candidate is a good fit?
We provide detailed behavioral assessments and conduct deep interviews on past performance. You choose who to engage based on your own evaluation of their coaching style.
What are your fee terms?
No upfront fee. You pay only if you hire. Contract terms are agreed in writing, and we do not employ, pay, or insure the workers.
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.
Fractional CEO by industry and related roles
Need the team under this role?
All industries
- Private Equity & Portfolio Companies
- Real Estate & Development
- Financial Services & Fintech
- Professional & Business Services
- Family-Owned & Owner-Led Businesses
- Venture-Backed & High-Growth Companies
More Executive Leadership & Board 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.