Role search
Get a Fractional Head of Talent Acquisition who can own recruitment function scaling.
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 Head of Talent Acquisition manages the entire recruiting function rather than just executing individual hires. They create the frameworks that allow your organization to scale headcount reliably without constant intervention from executive leadership.
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 Head of Talent Acquisition
The judgment call
What this hire really comes down to
A Fractional Head of Talent Acquisition manages the entire recruiting function rather than just executing individual hires. They create the frameworks that allow your organization to scale headcount reliably without constant intervention from executive leadership.
Your decision rests on whether you need a builder or an operator. While a recruiter manages the intake of candidates, a Head of Talent Acquisition builds the process that makes the recruiters effective. They identify why your offers are being rejected or why your interview process stalls at the final round.
What we check
What we check before you see anyone
- We verify their experience building or overhauling an end to end talent function. This includes auditing their ability to select and configure applicant tracking systems so they serve as a source of truth for hiring data rather than just a storage folder for resumes. We demand proof that they have successfully implemented assessment tools and interview rubrics across multiple departments.
- We check their ability to train hiring managers on interview best practices and consistent evaluation standards. A candidate must demonstrate how they coached internal stakeholders to move from gut feeling decisions to data driven hiring assessments. We confirm they have experience handling difficult conversations with leadership when headcount plans are unrealistic based on market supply.
- We assess their command of metrics such as offer acceptance rates, source of hire efficiency and quality of hire feedback loops. We look for candidates who explain how they use these numbers to change the strategy mid cycle.
- We examine how they manage external partnerships and agency spend to ensure your budget is used for roles that truly require specialized search support. We look for evidence that they have shifted recruiting spend toward internal referral programs or employer branding initiatives that reduce your dependency on external recruiters over time.
Sourcing
Where we find them
We find these professionals in organizations that have undergone rapid scale, where they had to transition from a decentralized hiring process to a structured, metrics driven department. They often look for fractional work because they enjoy the high impact of setting up a function from scratch or fixing a broken process, rather than maintaining an established but rigid corporate structure.
We prioritize individuals who have spent significant time in both fast growing startups and established mid sized companies. This blend gives them the ability to recognize when a process is too lightweight and when it becomes too bureaucratic.
Where searches go wrong
Mistakes we see
- Hiring a senior recruiter and expecting them to act as a Head of Talent Acquisition. Recruiters manage candidates and pipelines while a Head of Talent Acquisition manages the strategy and operational infrastructure. A recruiter will focus on closing the current batch of roles, while a Head of Talent Acquisition focuses on the structural reasons those roles remained open.
- Focusing on tenure in large corporate environments where processes are already fully built. A professional coming from a company with hundreds of internal recruiters often fails in a smaller environment because they expect an existing team to handle administrative work. They may try to implement overly complex systems that your current headcount cannot support.
- Neglecting to align the head of talent with your company budget realities. We see candidates propose expensive enterprise tools or massive agency retainers that do not match the company size. A strong fractional head understands how to build a high performance function with limited resources by automating manual tasks and training existing staff.
The search
How the Fractional Head of Talent Acquisition search runs
- First we identify your specific pain point, whether that is a lack of qualified pipeline, poor conversion rates, or a hiring manager bottleneck. We evaluate if you need someone who can work alongside your team to fix the workflow or if you need an architect to design the entire function from the ground up.
- Second we interview candidates based on their prior experience with the specific size and growth stage of your organization. We ask them to diagnose a hypothetical broken recruiting process and explain how they would sequence the changes to improve speed and quality. This helps us see if they think in terms of sequential, logical improvements.
- Third we confirm their willingness to operate in your current applicant tracking system. We verify their ability to implement immediate, low cost changes that show progress within the first month. We select individuals who prioritize tangible output over extensive strategic documentation that never reaches implementation.
Questions
What is the difference between this role and a contract recruiter?
A recruiter handles the daily execution of sourcing and scheduling candidates for your openings. A Head of Talent Acquisition designs the process, chooses the software and creates the standards that your team follows.
Can they manage my current recruiting team?
Yes, they provide the direction and performance management your existing team needs. They ensure your recruiters are using the same systems and processes to achieve consistent hiring results.
Do they provide their own recruiting tools?
No, they operate within your existing systems and infrastructure. They will recommend optimizations to how you use those tools to increase efficiency and data accuracy.
How do they work with hiring managers?
They train your managers on how to interview candidates effectively and make objective hiring decisions. This reduces the time managers spend on ineffective interviews and minimizes bad hires.
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.
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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.