Role search
Get a Fractional Chief Revenue Officer who can own repeatable sales machine architecture.
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: The owner is still the route to every important deal.
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 Revenue Officer
The judgment call
What this hire really comes down to
Your new revenue leader must translate ambition into a mechanical process. Owners often rely on personal networks or sheer force of will to close early deals. This creates a brittle system that breaks during your first attempt at serious scale. We look for leaders who see this as a design challenge. They do not just manage people; they architect a repeatable sales machine.
A successful hire forces you to move away from chaotic, undocumented winning streaks. They install a rigour that turns raw prospect lists into predictable revenue streams. We judge candidates by their willingness to document every stage of your customer journey. They must prove they can build a playbook that functions without constant owner intervention. If the candidate refuses to audit your current friction points, they will simply repeat your previous mistakes under a new banner.
What should the brief settle before we search?
The owner is still the route to every important deal. A fractional revenue leader should decide which selling responsibilities move to the team and how the owner stays involved in the right accounts. Ask how they would build a usable qualification method from actual customer conversations. This engagement needs an internal person to run the daily pipeline. A senior adviser who reviews a dashboard but never coaches the team may not fit. Set which commercial decisions can wait for the agreed working cadence.
What we check
What we check before you see anyone
- We verify their specific experience in migrating a team away from owner-led sales by reviewing how they conducted their first internal audit. We look for concrete steps where they replaced tribal knowledge with documented playbooks that new hires could follow immediately.
- We investigate their actual technical comfort with your CRM. We demand they describe how they enforced data hygiene in their last role. They must explain how they translated messy activity logs into precise, executive-level revenue forecasts that actually predicted cash flow.
- We interview them about their approach to managing your first few sales hires. We want to hear how they set performance benchmarks that were objective rather than aspirational. They must show how they handled early staff who resisted new reporting requirements.
- We assess their ability to map complex customer journeys. We check if they can identify where prospects stall during the transition from lead to contract. They must prove they understand how to align marketing feedback loops with the realities of frontline sales execution.
Sourcing
Where we find them
We source from high-growth technology and middle-market firms where leaders manage through actual complexity rather than theory. These people currently hold active roles where they fix broken processes daily. We avoid job boards entirely because the most qualified leaders are already deep into solving the exact revenue maturity issues you face today.
We approach people who know the pain of shifting from an owner-centric model to professional operations. They take this assignment because they enjoy the immediate, tangible impact of building a structure from scratch. They want the autonomy to install their own proven methodology into a fresh environment.
These candidates are rarely looking for a job, but they are often looking for the right challenge. We frame your specific growth hurdles to them as a strategic puzzle. This attracts leaders who want to test their systems against a new market. They appreciate a role that offers high impact and clear operational freedom.
Where searches go wrong
Mistakes we see
- Clients often hire for a big-company resume that lacks experience with early-stage chaos. These candidates arrive and attempt to install heavy, bloated corporate processes that require a full back-office staff you do not yet possess, which causes immediate stall in your sales velocity.
- A common error is ignoring a candidate's actual record with CRM hygiene. If they merely delegated data entry to an assistant in their last role, they will fail to demand the necessary discipline from your team. They must be willing to get their own hands dirty in the system.
- Some leaders claim they have built processes but only ever worked within established organizations that already had these frameworks in place. We filter out those who talk about strategy but cannot provide a single example of building a sales pipeline from zero to functional.
The search
How the Fractional Chief Revenue Officer search runs
- We start with a confidential mapping of leaders who have successfully handled the transition from owner-led sales to structured revenue teams. We reach out privately to ensure their interest aligns with your current operational state. This prevents market rumors and maintains focus on finding the right functional fit.
- We then present you with several vetted candidates. Each has been screened for their technical ability to manage CRM data and their capacity to mentor early-stage sales hires. You review these profiles to select who you want to interview. We remain available to provide context on their past work.
- Finally, you interview the finalists to determine the cultural fit for your organization. You decide if they possess the specific authority and style needed to change your current operations. No fee is incurred unless you choose to engage one of these individuals. Terms are agreed upon before any engagement begins.
Questions
How long does a search take?
We move quickly to identify relevant experts for your review. The timeline depends on your specific requirements and candidate availability.
How do you handle counteroffers?
We manage the conversation during the recruitment process to confirm their intent. We prioritize candidates who want to solve your specific revenue problems.
What should we discuss before requesting Fractional Chief Revenue Officer candidates?
A fractional revenue leader should decide which selling responsibilities move to the team and how the owner stays involved in the right accounts. Ask how they would build a usable qualification method from actual customer conversations.
Are you able to assist with relocation?
Most of our candidates operate as fractional partners who work remotely or travel as needed. Relocation is usually not required for these specific roles.
How do you ensure candidate fit?
We focus on their history of solving problems identical to your own. We screen for operational discipline rather than just checking a job title.
What are your fee terms?
No upfront fee. You pay only if you hire. All contract terms are agreed in writing before we begin.
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 Revenue Officer by industry and related roles
Need the team under this role?
All industries
- Private Equity & Portfolio Companies
- Distribution, Logistics & Supply Chain
- Technology, SaaS & Software
- Consumer, Retail & E-commerce
- Professional & Business Services
- Family-Owned & Owner-Led Businesses
- Venture-Backed & High-Growth Companies
More Sales, Marketing & Revenue 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.