Role search
Get a Fractional VP Sales who can own sales playbook creation. Also called Outsourced VP Sales, Fractional Vice President Sales
Direct headhunting, shaped around the work. We clarify the assignment, research relevant people and explain the judgment behind each recommendation.
No upfront fee. You pay only if you engage someone we present.
Interim Headhunters starts with the work behind this request: A fractional VP Sales must stabilize your revenue engine immediately. This leader identifies why deals stall and forces a change in how your reps engage with prospects.
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
- Assignment-led headhunting
- Relevant experience and current capacity
- You make the final decision
- Fractional VP Sales
- Outsourced VP Sales
- Fractional Vice President Sales
The judgment call
What this hire really comes down to
A fractional VP Sales must stabilize your revenue engine immediately. This leader identifies why deals stall and forces a change in how your reps engage with prospects. They do not just offer advice. They get their hands dirty with your CRM data and call recordings. You need someone who distinguishes between a process failure and a talent failure. Good leaders address both without hesitation or excuses. They shift your team from waiting on inbound leads to hunting for business.
Your new leader must coach through actual examples rather than theory. If a rep consistently misses quotas, the leader decides if they require more training or if they should be replaced. This creates friction with legacy staff. You must accept this tension as the price of higher performance. The role requires someone who reports objective truths about your growth capacity to you. They demand better behavior from your sales force while providing the tools to achieve those results.
What we check
What we check before you see anyone
- We verify that candidates have personally built sales playbooks from scratch. We look for evidence they moved a team from reactive order-taking to a structured outreach model. We check for experience with your specific industry cycle and deal size.
- We audit their technical history with CRM platforms. We look for specific examples of how they cleaned bad data or automated lead scoring. We confirm they know how to build dashboards that provide you real financial visibility.
- We confirm they have successfully managed personnel who were not hitting targets. We look for their specific methodology on performance improvement plans. We check their ability to fire underperformers while maintaining morale for the rest of the team.
- We validate their history of direct collaboration with owners. We look for examples where they pushed back against a bad idea to save the company money. We confirm they know how to balance long-term pipeline health with urgent, short-term revenue needs.
Sourcing
Where we find them
We target leaders currently managing high-growth departments at organizations smaller than yours. These candidates feel the constraints of a rigid role and seek the freedom of fractional work. They want to apply their experience to your specific stage of growth. We look for individuals who have already scaled a team from five to twenty reps. They understand the messy reality of that transition better than anyone.
Our search includes seasoned executives who prefer a portfolio of clients over a single permanent desk. These people possess high adaptability and deep playbooks for common sales failures. They value the challenge of building structure within your business. They trade the stability of a full-time paycheck for the variety and strategic impact of this fractional model. They bring a fresh perspective that long-term employees often lack.
We approach people who have already proven they can solve the exact problems you face today. We look for those who successfully led teams during a pivot or a pivot toward a new vertical. We find leaders who enjoy the grind of fixing broken systems rather than just managing stable ones. They find this assignment appealing because it allows them to solve your complex growth puzzle.
Where searches go wrong
Mistakes we see
- Some leaders arrive and try to implement a system that worked at a much larger company. This ignores your current resource constraints and causes total internal confusion. We look for candidates who scale their strategy to your current size.
- Many candidates focus on hiring new reps before fixing the broken process. This creates a high turnover rate because new hires do not have a defined playbook to follow. We verify that candidates prioritize foundational structure before headcount.
- Too many leaders try to keep the owner happy by being agreeable rather than honest. This leads to hidden pipeline gaps until they become critical failures. We search for people who provide blunt reporting regardless of your reaction.
The search
How the Fractional VP Sales search runs
- We begin by gathering your specific requirements and auditing your existing sales rituals. We clarify the reporting line and the specific outcomes you expect from this hire. This ensures we identify candidates who can actually perform the work you need done. We map your current challenges to the specific experience of potential leaders. We confirm all requirements before we contact anyone.
- We execute a targeted search to identify professionals who match your needs. We conduct private conversations to assess their interest and technical expertise in CRM systems and coaching. We only present those who demonstrate the ability to handle your specific growth stage. You review these vetted options to decide who you want to invite for a conversation. We share the reasoning behind each candidate choice.
- You meet with the finalists to evaluate the cultural fit for your team. We manage the scheduling and facilitate these discussions to explore their past methodology. Once you decide, we agree on the terms in writing. We do not demand any fees upfront. You pay only if you engage someone we introduce for the role. We remain involved to ensure the onboarding process starts successfully.
Questions
How long does a search take?
You receive candidates after we conduct deep discovery into their specific operational experience. We prioritize thorough vetting of each professional background over presenting large batches of applications to your desk.
What if they get a counteroffer?
We verify that candidates are serious about moving before we reach the final interview stage. We discuss their motivations to avoid such surprises.
Is this a remote or local role?
Fractional roles are typically performed remotely with periodic on-site visits. We include your specific requirements for presence in the initial search criteria.
How do you ensure they fit my business?
We interview them about their specific experience with your stage of growth and business model. You choose the finalist based on your own comfort level.
What are your fee terms?
There is no upfront fee and you pay only if you engage someone we introduce. Contract terms are agreed in writing without implying we employ the worker.
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 VP Sales 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