Role search
Get an Interim President or General Manager who can own the local operation and its P&L.
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 core requirement of this role is immediate profit and loss ownership during a business transition. You need a leader who assumes responsibility for the bottom line from their first day on the job.
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 President or General Manager
The judgment call
What this hire really comes down to / judgment
The core requirement of this role is immediate profit and loss ownership during a business transition. You need a leader who assumes responsibility for the bottom line from their first day on the job. This person replaces the absent president or general manager without needing long orientation periods or ramp-up time. They manage your existing management teams and handle delicate partner relationships while you focus on long-term strategy.
Judgment in this role involves distinguishing between necessary stabilization and disruptive change. A capable interim president understands the difference between fixing a broken reporting line and redesigning the entire corporate structure. They provide accurate reporting to owners to ensure boards stay informed during volatile periods. This professional protects your asset value while handling the uncertainty that led to the leadership gap.
What we check
What we check before you see anyone / checks
- We verify that the candidate has successfully managed profit and loss for similar sized units in recent history. We look for evidence that they have taken control of a failing or stagnant P&L and improved performance without disrupting the core business model.
- Our vetting process confirms they have held authority over team leadership and can demonstrate how they built trust with tenured staff members. We ask them to provide concrete examples of how they resolved conflicts within a management team during a sensitive transition period.
- We assess their experience with board and owner reporting to ensure they can deliver transparent, timely data on cash flow and operational health. We specifically check their ability to translate raw performance data into clear, actionable updates for your stakeholders.
- We audit their history of handover processes to verify they have successfully transitioned businesses to permanent successors in the past. We verify their ability to document operational systems, partner contracts, and current project statuses for the next leader.
Sourcing
Where we find them / sourcing
We identify leaders within our network who specialize in sensitive interim mandates. These individuals prefer the technical challenge of stabilizing a business over long-term corporate ladder climbing. They thrive in environments where they can apply their executive skills to fix immediate problems. They find value in the specific nature of interim work, as it allows them to move between different industries and complex organizational structures. Many possess deep operational backgrounds as former presidents or COOs.
A person takes this assignment because they possess an entrepreneurial drive for results. They gain satisfaction from entering a company, diagnosing the primary friction points, and implementing a successful stabilization plan within a short timeframe. These leaders often seek the independence provided by an interim mandate. They are not looking for the typical political baggage of a permanent position. They enjoy the intellectual variety that comes with solving diverse business challenges across several different operational cycles.
We target those who view each interim project as a distinct assignment with a clear mission. These candidates demonstrate a high degree of adaptability. They understand that their value lies in their ability to parachute into a new environment and achieve operational alignment quickly. They have already established their reputations, so they prioritize the success of the client assignment over internal advancement. This mindset makes them effective partners for boards and owners seeking objective, results-oriented leadership during transitional windows.
Where searches go wrong
Mistakes we see / mistakes
- Hiring managers often focus too heavily on industry-specific experience while ignoring a candidate’s proven track record of P&L management. This oversight frequently results in bringing on someone who understands your products but fails to manage the operational complexities or financial reporting required for interim success.
- Some companies bring in interim leaders without clearly defining the limits of their decision-making power. This leads to friction when the interim president makes radical, unproven changes that deviate from the owner's expectations or board mandates. It is a critical error to expect a temporary leader to guess the boundaries of their authority without explicit, written agreements.
- A common failure occurs when organizations ignore the importance of the exit strategy. Companies often neglect the handover phase until the last moment, which leaves the permanent successor without necessary insights or documentation. It is a mistake to assume the interim leader will naturally know what information the board needs to transition back to standard leadership.
The search
How the Interim President or General Manager search runs
- Our process begins by defining the specific scope of the interim mandate. We determine the exact reporting requirements, spending authority, and operational goals the leader must achieve. This establishes a baseline for success so that you, the interim leader, and the board all share an identical definition of what constitutes a stable business. We do not use generic templates for this phase.
- Next, we present 2 to 3 vetted candidates who have documented experience in similar transition scenarios. We facilitate interviews where you can test their judgment on real issues relevant to your current business climate. We focus these conversations on their specific methods for team engagement and their approach to profit and loss management. This allows you to evaluate their decision-making process in real time before you make a selection.
- Finally, we confirm the engagement details in writing to ensure all parties understand the assignment terms. We verify that you have full visibility into the expected deliverables for the handover phase. Once you select a leader, they begin the assignment immediately to minimize disruption to your operations. We stay in contact to ensure the scope remains aligned with your business needs throughout the engagement period.
Guides for this role
Questions
How quickly can we expect a shortlist of candidates?
The search process relies upon thorough assessment of current professional commitments. We ensure each professional possesses the immediate capacity to assume full management duties without lingering obligations to previous clients or ongoing projects.
What happens if our preferred candidate receives a counteroffer?
We maintain a pipeline of qualified alternatives to minimize delays in your search. Our consultants are prepared for the realities of the interim market.
Is relocation a standard part of these interim assignments?
Relocation requirements vary based on the specific needs of the business. We discuss these expectations early in the vetting process.
How do we ensure the interim leader fits our culture?
We include cultural alignment questions in our interviews and provide space for you to test their style during your selection process. You choose the person who best matches your management requirements.
What are your fee structures for this interim role?
We charge no upfront fee for our services. You only pay for our services if you hire someone we introduce, and contract terms are always agreed 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 President or General Manager 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.