Role search
Get a instructional designer who can own core knowledge curriculum.
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: The instructional designer bridges the gap between your technical experts and the employees who need to perform specific tasks. This person identifies the core knowledge required for a role and selects the right format to convey it, whether that involves digital modules, practical workshops or written documentation.
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
- instructional designer
The judgment call
What this hire really comes down to
The instructional designer bridges the gap between your technical experts and the employees who need to perform specific tasks. This person identifies the core knowledge required for a role and selects the right format to convey it, whether that involves digital modules, practical workshops or written documentation.
Success requires more than basic writing skills. Your designer must translate abstract technical instructions into concrete learning steps that minimize user error. They focus on the practical application of knowledge, measuring how well an employee can perform a task after the training concludes. If your internal documentation is outdated or your onboarding is inconsistent, this person identifies where those gaps exist and builds the materials to fill them.
What we check
What we check before you see anyone
- We verify their direct experience with common authoring software such as Articulate or Adobe Captivate by asking for concrete examples of how they used specific tools to solve a user performance issue. We look for the ability to build interactive elements that require active engagement rather than passive watching. We require proof of their ability to manipulate variables within these tools to create branching scenarios that reflect real-world decision points.
- We assess their methodology for conducting a training needs analysis. Candidates must explain how they interview technical subject matter experts to extract the necessary information and how they filter out non-essential data that would overwhelm the learner during initial training. We probe how they handle expert pushback when those experts insist on including information that is not actually required for the employee to perform the core task.
- We review their process for updating and maintaining training content as systems change. We ask how they track version control for digital modules and how they determine when a training manual has become obsolete due to internal software or operational policy shifts. They must demonstrate a systematic approach to archiving outdated materials so that staff never inadvertently relies on deprecated procedures or incorrect system settings.
- We test their ability to define clear, observable performance metrics. We want to see that they know how to design an assessment that proves an employee understands the task, not just that they finished the module or clicked through the slides. We verify they can create practical exercises that mimic actual job conditions, forcing the user to demonstrate mastery of the software or manual process before moving to a production environment.
Sourcing
Where we find them
We search within learning and development departments in highly regulated industries where training is mandatory for safety and compliance. These professionals are accustomed to creating materials that must meet strict standards and undergo audits. They understand the consequences of poor training and focus on precision and clarity in every document they produce. They are used to documenting every change for legal verification.
We also recruit from organizations that frequently implement new enterprise software systems or ERP upgrades. These individuals are comfortable working with IT departments to learn new tools quickly and building training libraries for users who possess varying levels of computer literacy. They leave these roles because they prefer the focused intensity of project-based work over the routine maintenance required in permanent staff positions. They seek the variety of addressing new system implementations.
Where searches go wrong
Mistakes we see
- Prioritizing fancy visuals or high production value over the actual clarity of the content. A beautifully designed video that fails to teach the specific software workflow is a cost, not an asset.
- Assuming that an employee's ability to answer a quiz question correctly in a software module equates to their ability to perform the task in the live production environment.
- Over-relying on generic off-the-shelf training materials that do not reflect your company's unique configurations, specific proprietary software settings or internal naming conventions.
The search
How the instructional designer search runs
- We audit your current documentation and training gaps to define the exact scope of the project. We distinguish between a simple documentation writer who records current state and a true designer who builds programs intended to change behavior.
- We interview candidates on their specific history with the software modules relevant to your industry. We ignore those who only discuss educational theory and focus on those who demonstrate technical competency and a history of successful system implementations.
- We finalize the hire by reviewing a sample of their previous work. We assess if the material is intuitive, if it anticipates common user confusion points and if it directly addresses the specific technical hurdles your team faces today.
Questions
How do I distinguish an instructional designer from a technical writer?
A technical writer documents how a system works for reference. An instructional designer focuses on how an employee learns to interact with that system to achieve a specific performance goal.
Do I need to pay for software licenses for this person?
Yes, they require access to your current authoring tools and internal systems. You should plan for this hardware and software access during their onboarding process.
Can this role work entirely remotely?
Most instructional design work is remote, but they must have regular access to your subject matter experts. Clear communication channels are essential for their work to remain accurate.
No upfront fee. You pay only if you hire.
We operate on a contingency basis. You are not billed for the search process until the candidate begins their engagement.
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.