Role search
Get a Fractional Chief of Staff who can own leadership meeting rhythms.
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: Executive decisions stall between the days your fractional Chief of Staff is present.
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 Chief of Staff
The judgment call
What this hire really comes down to
This hire serves as a direct extension of the CEO to bridge the gap between high-level strategy and daily operational output. You are looking for a partner who can manage the executive calendar and internal meeting rhythm to ensure time is spent on the highest priority business goals. This individual drafts internal communications, prepares board materials, and facilitates leadership sessions to keep teams aligned. They function as a non-partisan observer who can audit your workflows without the bias of a long-term department head.
The hire is about translating decisions into action across multiple departments. You need someone who can track commitments and drive follow-through so that meetings lead to measurable results. They act as a filter for the CEO, identifying which problems require immediate attention and which can be managed by team leads. They must be comfortable working in a role that balances complex project management with the tactical demands of the office of the CEO.
What should the brief settle before we search?
Executive decisions stall between the days your fractional Chief of Staff is present. Establish how requests are triaged when they are away and which internal person maintains the action log. A part-time cadence works for board preparation and defined executive projects; it is harder when every meeting needs immediate coordination. Ask candidates how they leave usable notes and escalation instructions. Avoid a brief that combines executive assistance, strategy and daily operating management without deciding which responsibility comes first.
What we check
What we check before you see anyone
- We verify the candidate has previously managed an executive operating cadence by examining their past ownership of board preparation, goal tracking, and recurring leadership meeting structures. We confirm they know how to design a meeting agenda that generates decisions rather than just discussions.
- We assess the candidate's discretion by reviewing instances where they managed highly sensitive information or handled internal power dynamics while representing a C-suite executive in formal meetings. They must demonstrate they can hold confidences without alienating the broader leadership group.
- We confirm the candidate can drive cross-functional projects to completion by asking for specific examples where they held non-reporting departments accountable for deliverables and project timelines. We verify their process for tracking milestones when they have no direct authority over the staff performing the work.
- We vet their communication style through direct dialogue, evaluating their ability to synthesize complex data into concise, actionable briefs that suit the preferences and constraints of an executive office. We look for the capacity to summarize a 50-page financial report into three critical takeaways for the next board session.
Sourcing
Where we find them
We locate talent in pools of experienced operations leads, former management consultants, and finance professionals who understand the rhythm of a high-growth office. Many individuals in these pools value the proximity to executive decision-making that this role offers. We look for those who have spent time in environments where they functioned as the primary support for an owner or an executive team. These individuals are comfortable working without a defined hierarchy and have often built their own operational toolkits over years of managing firm-wide initiatives.
Candidates we engage often prefer this type of assignment because it allows them to solve specific organizational problems without the baggage of long-term politics. We focus on finding those who can step into a leadership team immediately and start delivering value within their first week. These individuals find satisfaction in building systems that restore order to a chaotic executive office and thrive on the autonomy of managing critical projects with limited instruction.
Where searches go wrong
Mistakes we see
- Hiring someone who expects to act as a permanent executive rather than a fractional operator who solves defined scope gaps. This causes friction when the hire attempts to build long-term fiefdoms instead of finishing current project lists.
- Expecting the Chief of Staff to function as an executive assistant. This mistake wastes expensive talent on scheduling logistics instead of board-level reporting, strategic project tracking, and high-level cross-functional communication.
- Ignoring the requirement for a specific domain background relevant to your industry. A generalist who cannot speak the language of your specific engineering or product team will lose the trust of your department heads and fail to drive accountability.
The search
How the Fractional Chief of Staff search runs
- First, we define the specific operating gap that requires a fractional presence. We distinguish between a need for board preparation and investor reporting versus a need for internal project management and OKR enforcement. This ensures we target individuals who have handled your specific pain point.
- Second, we qualify candidates based on their ability to work in a fractional capacity. We verify they have held prior engagements where they entered a firm, audited the existing management rhythm, and delivered results within a compressed timeline. We filter out those who require months of internal socialization before acting.
- Third, we facilitate interviews focused on actual work artifacts. We ask candidates to walk through the logic of a project dashboard they built, a board deck they authored, or a conflict they resolved between two department heads. We test their methodology for maintaining momentum when stakeholders push back.
Guides for this role
Questions
How does this differ from a VP of Operations?
A VP of Operations owns a department and manages staff. A fractional Chief of Staff manages the CEO agenda and cross-functional projects without owning a single functional department.
What is the expected engagement format?
The engagement is defined by the number of hours or days per week required to manage the executive rhythm. You receive a partner who works on a recurring schedule to drive consistency.
What should we discuss before requesting Fractional Chief of Staff candidates?
Establish how requests are triaged when they are away and which internal person maintains the action log. A part-time cadence works for board preparation and defined executive projects; it is harder when every meeting needs immediate coordination.
Do I pay for the search?
No upfront fee. You pay only if you hire.
Can this role manage my direct reports?
They can influence and hold them accountable for project deliverables. They do not hold formal hiring or firing authority over your direct reports.
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 Chief of Staff 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.