Role search
Get an Interim Chief of Staff who can own executive operating cadences.
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: Board actions are getting lost between meetings.
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
- Interim Chief of Staff
The judgment call
What this hire really comes down to / judgment
This role serves as a direct extension of the CEO to bridge the gap between high-level strategy and daily operational output. You are looking for a partner who can manage the executive calendar to ensure time is spent on the highest priority business goals. This individual drafts internal communications, prepares board materials, and manages the rhythm of leadership meetings to keep everyone aligned.
The hire is about translating decisions into action across multiple departments. You need someone who can track commitments and drive follow-through so that leadership sessions lead to measurable results. They act as a filter for the CEO, identifying which problems require immediate attention and which can be managed by team leads. They must be comfortable working in a role that balances complex project management with the tactical demands of the office of the CEO.
Your judgment of this candidate must focus on their ability to act as a force multiplier. A successful hire will take on complex special projects that otherwise pull you away from long-term planning. They must possess the autonomy to make decisions on your behalf while recognizing when a situation requires your direct oversight or intervention to protect organizational focus.
What should the brief settle before we search?
Board actions are getting lost between meetings. Before looking for a Chief of Staff, separate executive-office coordination from authority to run a department. Give the person access to the decision makers, not responsibility for outcomes they cannot influence. Ask a candidate to walk through a decision log with conflicting owners and overdue actions. Listen for how they get a decision, record it and close the loop without speaking for the CEO. Someone good at presentations may still avoid the uncomfortable follow-up that this seat needs.
What we check
What we check before you see anyone / checks
- We verify the candidate has previously managed an executive operating cadence by examining their past ownership of board preparation, OKR tracking, and recurring leadership meeting structures.
- We assess the candidate's discretion by reviewing instances where they managed highly sensitive information or handled internal power dynamics while representing a C-suite executive in formal meetings.
- We confirm the candidate can drive cross-functional projects to completion by asking for specific examples where they held non-reporting departments accountable for deliverables and project timelines.
- We vet their communication style through direct dialogue, evaluating their ability to synthesize complex data into concise, actionable briefs that suit the preferences and constraints of an executive office.
Sourcing
Where we find them / sourcing
We locate talent in pools of experienced operations leads, former management consultants, and finance professionals who understand the rhythm of a high-growth office. Many individuals in these pools are looking for their next challenge and value the proximity to executive decision-making that this role offers. We look for those who have spent time in environments where they functioned as the primary support for an owner or an executive team.
Many candidates we engage are currently working in interim or project-based capacities. These executives often prefer this type of assignment because it allows them to solve specific organizational problems without the baggage of long-term politics. We focus on finding those who can step into a leadership team immediately and start delivering value within their first week on the ground.
An individual would take this assignment because they want to work at the center of the strategy. It offers them the opportunity to influence operational outcomes while gaining deep insight into how a company is run. They find satisfaction in building systems that restore order to a chaotic executive office and thrive on the autonomy of managing critical projects with limited instruction.
Where searches go wrong
Mistakes we see / mistakes
- One common mistake is hiring a candidate who performs administrative tasks like calendar booking but fails to influence strategy or enforce organizational deadlines across the broader management team.
- We often see hiring managers bring on someone who lacks the ability to offer honest pushback to the CEO, which results in the consultant merely reinforcing existing blind spots.
- A critical error involves selecting a candidate who struggles with confidentiality or manages sensitive board matters with poor judgment, as this compromises the trust required for the office to function.
The search
How the Interim Chief of Staff search runs
- First, we define the scope by identifying the specific friction points in your current operations. We determine which tasks you need to delegate to regain your time. We then identify a pool of candidates who possess both the operational technical skills and the emotional intelligence to manage the office of the CEO effectively.
- Second, we conduct interviews to verify how the candidate has handled past executive transitions. We look for evidence of how they established their own authority without overstepping boundaries or making the team dependent on them. We check their experience with the specific tools and communication rhythms your organization uses to ensure they can integrate quickly into your existing workflow.
- Third, we facilitate the shortlist and assist you in selecting the person who best matches your working style. We confirm their availability and handle the engagement logistics. Once you decide on a candidate, we finalize the terms so the consultant can start the transition process and begin delivering on your stated operational priorities without any further delay.
Guides for this role
Questions
How long does a typical shortlist take to produce?
We provide a qualified shortlist once we fully understand your specific operational requirements. The timeline varies based on current market availability for your specific scope.
How do you handle candidates who are also considering counteroffers?
We vet interest and commitment early in our process. Candidates who are not fully engaged with the specific challenges of your role are not put forward.
What should we discuss before requesting Interim Chief of Staff candidates?
Before looking for a Chief of Staff, separate executive-office coordination from authority to run a department. Give the person access to the decision makers, not responsibility for outcomes they cannot influence.
Does this search include help with relocation or local placement?
We focus on finding the best available talent for your requirements regardless of location. Relocation logistics are discussed and settled during the offer stage.
How do you determine if a candidate is a good fit for our team?
We assess their ability to integrate into your existing leadership rhythm and their experience managing the specific pressures of your environment. We present only those who have demonstrated similar operational success.
What is the fee structure for this search?
There is no upfront fee to start our work. You only pay if you hire someone we introduce, with contract 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.
Interim Chief of Staff by industry and related roles
Need the team under this role?
All industries
- Private Equity & Portfolio Companies
- Real Estate & Development
- Financial Services & Fintech
- Professional & Business Services
- Family-Owned & Owner-Led Businesses
- Venture-Backed & High-Growth Companies
More Executive Leadership & Board 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.