Role search
Get an Interim Head of Sales who can own sales cycle performance improvements.
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: Your sellers have opportunities, but the manager cannot tell which ones will close.
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 Head of Sales
The judgment call
What this hire really comes down to
Your organization needs an immediate change in trajectory because current sales results are missing targets. An interim Head of Sales enters your business to address systemic issues in your sales cycle, refine your forecasting, and hold the existing team accountable for their individual activities. This hire is about stopgap performance improvement that provides you with a functioning, predictable revenue engine while you determine your long-term requirements.
The difference between a Head of Sales and a VP lies in the scope of control and the nature of the engagement. A VP typically operates at a higher level of long-term planning and organizational design. The interim Head of Sales is a tactical operator who spends their day in the CRM, meeting with sales representatives to review individual deals, and directly assisting with the closure of high-risk accounts.
What should the brief settle before we search?
Your sellers have opportunities, but the manager cannot tell which ones will close. A head of sales should test how deals are qualified and where negotiations stall. Ask them to describe a pipeline review that changes a decision rather than simply updates dates. Match the selling motion: enterprise procurement, channel sales and repeat transactional sales need different experience. Confirm who owns pricing exceptions and account allocation. Avoid assuming that a strong individual seller will know how to improve performance across a team.
What we check
What we check before you see anyone
- We verify the candidate has successfully managed a team turnaround involving more than a dozen sales professionals to ensure they can manage your specific size and complexity. We look for tangible results in their previous roles where they arrested revenue decline within their first ninety days of leadership.
- We audit their history of pipeline discipline by examining their specific approach to CRM hygiene and forecasting accuracy during past assignments. We ensure they have managed enterprise accounts directly rather than relying on subordinates to handle client escalations during sensitive contract renewals.
- We perform a direct mapping of their past selling motions against your existing tech stack and market approach to verify immediate operational fluency. If your team uses a specific methodology like consultative selling or enterprise SaaS account planning, we confirm the candidate has applied those specific frameworks.
- Evaluations focus on how candidates address performance gaps and reorganize sales territories to improve output. We confirm they demonstrate independence while managing front line operations in environments needing immediate structural alignment. They must independently establish control over reporting structures and maintain team productivity through periods of extreme operational transition.
Sourcing
Where we find them
We reach out to leaders who are currently serving as directors or heads of sales in similarly sized firms facing intense market pressure. These individuals are often looking for a transition from permanent roles to project-based leadership where they can exert direct influence.
Candidates operate as career specialists focused on temporary leadership within growth companies and venture backed organizations. These leaders prefer short term engagements centered on specific technical challenges. They possess deep experience in fixing broken sales motions and revenue reporting structures without needing long term employment or permanent oversight within your company.
Where searches go wrong
Mistakes we see
- Hiring managers often select candidates based on their ability to present a long-term strategic vision rather than their capacity for immediate tactical execution. This leads to an interim period spent building roadmaps that require months to implement, while the current month's sales targets continue to suffer.
- Overlooking the requirement for identical selling motions results in a significant period of adjustment. If your organization relies on high-velocity inbound lead conversion, hiring an executive whose entire experience is in long-cycle outbound enterprise hunting creates a mismatch that stalls momentum during the first quarter of the engagement.
- Failing to confirm the candidate's history with CRM rigor leads to poor data quality and opaque forecasting. A leader who is not comfortable enforcing system inputs will not be able to provide you with the transparency necessary to make informed decisions about your future revenue outlook.
The search
How the Interim Head of Sales search runs
- We begin by identifying your immediate revenue gap and the specific selling motion required to close it. We interview the leadership to understand the current friction points in the sales cycle, ensuring we match you with a candidate who has faced the exact same issues in their recent past.
- We then present candidates who have documented success in turnaround scenarios, filtering for those who possess the hands-on experience to work directly with your existing sales team. We focus on practitioners who are ready to step into the role immediately without requiring a lengthy onboarding or training process regarding your internal tools.
- Finally, we facilitate direct discussions between you and the candidates to ensure cultural and operational alignment. This final step confirms the candidate is prepared to assume accountability for your sales outcomes on day one, providing a direct, transparent path to stabilizing your organization's revenue generation.
Questions
How quickly can an interim Head of Sales start?
Candidates are typically ready to engage within days of the final interview. We focus on finding individuals who are already prepared to enter a new environment and execute.
What is the primary difference between a permanent hire and an interim?
An interim Head of Sales is hired to solve immediate revenue problems and improve operational efficiency. Permanent hires are focused on long-term growth and organizational structure.
What should we discuss before requesting Interim Head of Sales candidates?
A head of sales should test how deals are qualified and where negotiations stall. Ask them to describe a pipeline review that changes a decision rather than simply updates dates.
Do I need to manage the transition process?
The interim executive enters your organization ready to audit systems and provide feedback within the first week. You provide the goals and the current data, and they handle the team adjustments.
What happens if I decide to hire a permanent replacement?
The interim role provides a bridge to your permanent solution. You are free to begin your search for a permanent hire while the interim executive maintains stability.
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 Head of 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
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.