Role search
Get an Interim VP Corporate Development who can own executive deal structure finalization. Also called Interim Vice President Corporate Development
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: A VP of Corporate Development operates at a higher authority level than a Head of Corporate Development. While a Head often manages the process and reporting, the VP possesses the mandate to commit firm resources and finalize deal structures with board-level oversight.
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 VP Corporate Development
- Interim Vice President Corporate Development
The judgment call
What this hire really comes down to
A VP of Corporate Development operates at a higher authority level than a Head of Corporate Development. While a Head often manages the process and reporting, the VP possesses the mandate to commit firm resources and finalize deal structures with board-level oversight. This hire centers on executive decision-making regarding risk tolerance, capital allocation, and the long-term impact of an acquisition on your company valuation.
Success requires the ability to handle complex organizational structures and reconcile competing interests between internal business units and external financial partners. The VP must evaluate whether a target aligns with your strategic roadmap or if it introduces unsustainable integration risk. They define the terms of the letter of intent based on their assessment of the seller's books and market position.
What we check
What we check before you see anyone
- We audit their record of closing deals within specific industry constraints, ensuring they have held full accountability for the financial outcome of past transactions. We confirm they have successfully negotiated terms that account for both current cash flow and future growth requirements while protecting against downside exposure. Our verification includes checking the accuracy of their past models against the final performance of the acquired business.
- We verify their experience in identifying and mitigating deal-breaking risks during the due diligence phase. They must provide examples where their intervention exposed hidden liabilities, such as unfunded pension obligations or legal encumbrances, or corrected inflated valuation models before a deal was finalized. This ensures they can spot the difference between a high-growth opportunity and a distressed asset posing as a bargain.
- We assess their ability to communicate technical financial information to executive leadership and board members. We look for individuals who translate complex, multi-layered financial data into actionable insights for non-financial stakeholders, ensuring that the board understands the exact risk and return profile of every transaction without needing to review the source documentation themselves.
- We test their capacity to manage the transition from the deal desk to the integration team. We verify that they establish clear operational goals during the diligence phase, preventing the common disconnect between what was promised in the model and what actually happens on day one. We ensure they have experience in setting specific, measurable integration milestones that hold business unit leaders accountable for the synergies originally projected.
Sourcing
Where we find them
We target professionals currently serving in senior roles within private equity firms or larger strategic acquirers who manage significant transaction volume. These individuals understand the specific pressures of working under tight mandates. They possess the seniority to manage stakeholder expectations and the technical grit to oversee the mechanics of a deal.
These leaders shift toward interim work when they seek to apply their specialized experience to fresh, distinct deal portfolios. They prefer the autonomy of a contract engagement over the internal politics of a permanent corporate structure.
Where searches go wrong
Mistakes we see
- Hiring someone who focused solely on deal execution but lacks the background to manage the integration. The result is a completed deal that fails to function as part of your existing operations because no one focused on the post-close operational alignment during the early stages.
- Confusing a deal-maker with a financial analyst. The VP of Corporate Development must synthesize data from many departments, whereas an analyst remains focused on the mechanics of a single model and lacks the broader mandate to drive firm-wide strategy or manage complex external relationships.
- Ignoring the candidate's experience with the specific industry regulatory framework. A deal closed without accounting for unique sector requirements can create massive liability after the closing date, leading to unexpected costs that evaporate the predicted return on the acquisition.
The search
How the Interim VP Corporate Development search runs
- First, we define your specific transaction constraints and the current state of your pipeline. We determine if you need a builder who can start a new department from scratch or a closer who can push existing targets through to the signed stage by applying more rigorous diligence and clearer communication with the sellers.
- Second, we conduct targeted outreach to executives with a proven history of closing the deal types you have identified. We focus on their past decision logs and their ability to explain why certain deals were successful while others were rejected, providing you with a clear view of their analytical process and decision-making framework.
- Third, we facilitate interviews focused on your current deal hurdles. You compare their approach to your existing processes, focusing on how they would solve your most pressing obstacles to close and integrate your next major acquisition, ensuring the person you select is ready to start delivering results immediately upon joining.
Questions
What distinguishes this VP from a Head of Corporate Development?
The VP holds decision-making authority over capital allocation and final deal terms. A Head typically focuses on managing the pipeline and reporting.
Do you charge an upfront fee for this search?
No upfront fee. You pay only if you hire.
Can this person help with internal post-acquisition integration?
Yes, their scope includes planning the integration during the diligence phase. This ensures operational continuity from the moment the deal closes.
Will they report to the CEO or the CFO?
This depends on your internal reporting structure. Most interim VPs in this role report directly to the CEO or CFO to ensure alignment with total company strategy.
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 VP Corporate Development by industry and related roles
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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.