Role search
Get a Fractional CMO who can own go-to-market priorities and marketing accountability. Also called Part-time CMO, Outsourced CMO, Virtual CMO
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 bridge the gap between high level strategy and the reality of daily execution. You need a partner who identifies bottlenecks in your funnel rather than just creating slide decks.
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 CMO
- Part-time CMO
- Outsourced CMO
- Virtual CMO
The judgment call
What this hire really comes down to
A fractional leader must bridge the gap between high level strategy and the reality of daily execution. You need a partner who identifies bottlenecks in your funnel rather than just creating slide decks. The hire must translate your vision into a practical plan for the existing team. They should command authority over your external vendors while mentoring your internal staff. The primary judge of success is their ability to shift marketing from a cost center into a reliable engine for customer acquisition.
Effective candidates demonstrate a specific blend of technical skill and operational patience. They do not just set goals; they teach junior staff how to reach them. You need someone who knows which software metrics matter and which ones are vanity. They must prioritize initiatives that move revenue immediately. If a strategy does not correlate to sales growth, they should be the first to call it out and pivot. This role requires someone who is comfortable in the weeds and the boardroom alike.
What we check
What we check before you see anyone
- We verify their specific history of managing outsourced agency relationships. We confirm they have successfully cut underperforming vendors while retaining those that drive actual leads. We ask them to describe the exact handoff process between their strategic planning and the tactical output of junior staff members.
- Our team evaluates their experience with specific marketing stacks and CRM integration. We look for concrete examples of how they cleaned up data to show true conversion rates. We probe their ability to audit existing ad spend and explain where they reduced waste to improve your customer acquisition costs.
- We validate their methodology for aligning marketing targets with sales team objectives. We check their record of attending sales pipeline reviews. We demand evidence of how they handle disagreements between marketing lead volume and sales quality expectations to keep revenue initiatives moving forward consistently.
- We assess their ability to operate in a high growth environment with limited administrative support. We check their history of managing departmental budgets. We confirm they understand how to balance long term brand positioning against the immediate pressure for monthly revenue spikes in your industry.
Sourcing
Where we find them
We target executives currently working in growth companies where digital transformation is the norm. These individuals are often already managing teams and dealing with complex customer acquisition challenges. They possess battle tested knowledge that is only gained through direct experience in competitive markets. We do not look at those who are merely searching for their next gig.
Our outreach focuses on experts who enjoy the variety of fractional work. These professionals often reach a stage where they want to solve problems across multiple business models. They seek the freedom that comes with part time engagements while maintaining their professional edge. By finding people who are already productive, we ensure you gain a partner who hits the ground running.
We monitor talent that remains under the radar because they are currently busy delivering results. Many potential candidates are not on job boards. We reach out privately to discuss your specific revenue challenges. This method attracts people who want to apply their skills to your specific growth stage rather than those looking for a standard corporate path.
Where searches go wrong
Mistakes we see
- Hiring a strategist who refuses to get involved in the tactical reporting. We often see firms bring on a leader who dictates direction but ignores how the leads are actually tracked. This results in disconnected systems where nobody knows the true cost of acquisition or the quality of the sales leads.
- Failing to define the reporting line for external agency relationships. A common error involves hiring a leader who spends time reviewing vendor invoices rather than holding those vendors accountable for output. You need an executive who takes responsibility for the entire chain of performance to ensure your marketing spend is justified.
- Ignoring the need for early team mentorship. Some companies bring in a fractional lead who creates a strategy that your junior staff cannot execute. If the new leader does not spend time teaching the team your processes, the strategy fails as soon as they leave the office. A good hire builds capabilities that remain after hours.
The search
How the Fractional CMO search runs
- We start by clarifying your revenue goals and the current state of your marketing infrastructure. We identify the exact gap between your sales team and your marketing output. This discussion sets the criteria for the search. We do not use generic templates because your specific business stage dictates the type of executive who will succeed.
- Our team conducts confidential outreach to find candidates with the exact skills you require. We assess their interest in your specific industry challenges and their availability for your desired schedule. We present several vetted options who have already confirmed they understand your business needs. You then choose who you want to interview.
- You meet the candidates to assess their cultural fit and technical approach. There is no fee to start this process. We only collect a fee if you decide to engage someone we present. Terms are agreed upon in writing to ensure full transparency. This approach puts you in control of the final decision for your leadership.
Questions
How long does it take to see a shortlist?
Candidate arrival relates directly to the technical depth of the job description. Niche requirements or specialized sector needs naturally expand the sourcing phase since few professionals possess the exact combination of strategic leadership and hands-on tactical implementation required.
How do you handle candidates with counteroffers?
We discuss compensation and project scope early to align expectations. We focus on individuals seeking the specific challenges of your fractional assignment.
Do you help with relocation or onsite presence?
Most fractional engagements are remote or hybrid. We define the specific attendance expectations during the initial scoping phase.
What if the candidate is not a good fit?
You only engage candidates you select. If the initial options do not fit, we analyze why and adjust the search criteria for the next round.
What are your fees?
There is no upfront fee. You only pay if you engage someone we introduce, under terms agreed upon in writing.
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 CMO by industry and related roles
Need the team under this role?
Fractional CMO by industry
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.