Role search
Get a Fractional Sales Leader who can own functional sales playbook execution.
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 Sales Leader centers on the mechanics of your daily revenue production. They audit every stage of your pipeline to find why deals remain stuck or close slower than expected.
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 Sales Leader
The judgment call
What this hire really comes down to
A Fractional Sales Leader centers on the mechanics of your daily revenue production. They audit every stage of your pipeline to find why deals remain stuck or close slower than expected.
This person differentiates between a skill deficiency and a lack of effort. They coach your reps through actual customer interactions rather than theoretical classroom training. If a rep consistently underperforms, this leader takes decisive action to replace them or refine their focus.
CRM: A customer relationship management system used to track every touchpoint with a prospect. It acts as the primary data source for your sales health.
Sales Playbook: A formal document detailing your sales process, including buyer personas, qualification questions, objection handling, and email templates.
Performance Improvement Plan: A formal, measured process used to track if an underperforming rep can reach required quotas within a fixed time window.
Fractional Leader: A professional who manages a function for multiple companies on a contract basis, providing executive-level skill without the overhead of a full-time, high-salary hire.
What we check
What we check before you see anyone
- We verify that candidates have authored functional sales playbooks that include specific scripts, email cadences, and qualification criteria. We look for proof that they forced a team to abandon reactive habits in favor of a structured outbound hunt.
- We audit their CRM expertise. They must provide examples of how they cleaned stagnant data, implemented automated lead scoring, and created executive dashboards that provide you with clear financial visibility. We require evidence that their data management resulted in faster pipeline movement.
- We confirm their track record in personnel management. We look for their documented approach to performance improvement plans and their history of firing underperformers while keeping the remaining team focused. They must explain their criteria for identifying a lost cause versus a coachable rep.
- We validate their history of working directly with business owners. We look for instances where they challenged an owner on a bad strategic choice to prevent revenue loss. We confirm they know how to balance the need for long-term pipeline development with the urgency of hitting monthly revenue targets.
Sourcing
Where we find them
We source candidates from organizations where they successfully managed the transition from an owner-led sales model to a structured department. These individuals often feel constrained in permanent, rigid corporate structures and prefer the agility of the fractional model. They seek an environment where their specific experience scaling a small team from five to twenty reps provides immediate value.
Our search includes executives who choose a portfolio of clients over a single, permanent desk. These people possess deep playbooks for common failures and enjoy the intellectual challenge of building structure within a new environment. They trade the stability of a full-time role for the strategic impact and variety of this model.
Where searches go wrong
Mistakes we see
- Hiring someone who spends the first month performing audits instead of driving activity. A functional leader creates immediate value by jumping into existing deals, correcting minor script errors, and pushing the team to increase outbound volume from day one.
- Confusing a coach with an individual contributor. Some leaders love to close the big deals themselves but fail to build a system that enables your junior reps to do the work. You need a manager who builds a process for others to follow, not a hero who saves the day while the team remains unskilled.
- Selecting a leader who lacks experience with your specific CRM or industry deal size. A leader who managed high-volume, low-cost B2C sales will struggle to manage a long-cycle, enterprise B2B sale. Misalignment in deal complexity leads to wasted time and slow results.
The search
How the Fractional Sales Leader search runs
- We first determine the gap between your current revenue and your growth goals. We define whether you need to fix a broken lead generation process or a stalled conversion problem. This clarifies whether we look for a leader strong in prospecting or one focused on deal management.
- We test candidates on their ability to explain their previous sales systems. We look for detailed documentation and clear logic behind their outreach models. We prioritize those who describe how they removed complexity from their past teams' workflows.
- We finalize the selection by confirming cultural fit through direct questions about their management philosophy. We want to ensure they will push your team and hold them accountable without needing your constant supervision or approval.
Questions
How soon will I see results?
You should see changes in sales activity and CRM data hygiene within the first thirty days. Improvements in actual revenue typically follow after the team completes a full sales cycle under the new processes.
Can this leader work with my existing team?
Yes. This leader is tasked with evaluating, coaching, and potentially replacing existing staff based on performance. They work with the talent you have while identifying if new hires are necessary.
Do I have to commit to a long-term contract?
No upfront fee. You pay only if you hire. We focus on flexible arrangements that allow you to scale this support as your revenue needs change.
Is this the same as a sales consultant?
A consultant typically delivers a report and leaves. A Fractional Sales Leader stays to implement the playbook, manage your reps daily, and ensure the metrics actually improve.
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 Sales Leader 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.