Role search
Get an Interim VP Development who can own capital stack stakeholder reporting. Also called Interim Vice President 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 Development Director manages project tasks and local site approvals. A VP Development manages the capital structure, equity partner expectations, and the viability of the entire asset portfolio.
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 Development
- Interim Vice President Development
The judgment call
What this hire really comes down to
A Development Director manages project tasks and local site approvals. A VP Development manages the capital structure, equity partner expectations, and the viability of the entire asset portfolio. You hire at this level when the project requires someone to speak directly to capital sources, negotiate with institutional lenders, and resolve structural financial discrepancies that a director lacks the authority to address.
The VP must resolve friction between project managers and equity partners. They know when to increase the debt service coverage ratio to satisfy a bank and when to cut a scope item to protect the internal rate of return. Their value lies in the ability to bridge the gap between hard construction realities and investor reporting mandates.
What we check
What we check before you see anyone
- We audit their record of managing capital stacks exceeding one hundred million dollars. We require proof they have served as the primary interface for JV or LP stakeholders, providing accurate reporting during periods of negative cash flow or budget overruns. We confirm they have successfully managed multiple institutional partners simultaneously, ensuring that reporting packages satisfy the specific audit requirements of each distinct capital source involved in the project.
- We verify their experience with complex entitlement pathways across multiple jurisdictions. We confirm they have successfully negotiated development agreements or community benefit packages that saved projects from stalled zoning or utility infrastructure delays. This includes demonstrating their process for presenting evidence before planning commissions and city councils to secure approvals that were previously denied or stalled by local opposition.
- We examine their proficiency in managing the intersection of project management software and accounting platforms. We check their ability to translate site progress into financial forecasts that align with investor hurdle rates and distribution waterfalls. They must show that they can input real-time construction budget data into a complex waterfall model to show exactly how a four-week delay on site impacts the final IRR for their specific equity partners.
- We pressure-test their history of managing distressed assets. We look for tangible evidence of how they recovered a project from a funding gap or a breach of loan covenants. We look for concrete mitigation steps rather than vague theories on management style, focusing on their direct experience in negotiating forbearance agreements or sourcing secondary mezzanine financing to bridge a gap when primary construction lending becomes inaccessible.
Sourcing
Where we find them
We recruit from institutional developers and asset management firms where the VP Development carries accountability for the full investment lifecycle. These individuals possess a firm grasp of the trade-offs between equity requirements and municipal constraints. They do not need training on the fundamentals of the capital stack or the mechanics of municipal planning boards. They are typically found in firms that manage diverse project types, such as multi-family residential, industrial warehouse space, or mixed-use retail developments.
These leaders move into interim work to apply their expertise to high-risk problems without the constraints of a permanent corporate role. They are motivated by the challenge of turning around a stagnant project or installing a new financial reporting structure for a complex joint venture. They prioritize impact and clear mandates over organizational seniority or the prospect of a long-term executive track.
Where searches go wrong
Mistakes we see
- Hiring someone who expects to act as a manager rather than an executive. They might focus on day-to-day construction scheduling while ignoring the financial covenant breaches that put the entire project at risk of foreclosure.
- Accepting a candidate who has experience in one specific asset class and assumes those rules apply universally. A candidate successful in luxury residential may fail to grasp the specific occupancy and industrial reporting requirements of complex mixed-use retail projects.
- Mistaking a strong project manager for a VP. A manager can keep a schedule on track, but a VP must manage the capital source relationship. Failing to distinguish between these skill sets results in a hire that cannot handle investor pressure.
The search
How the Interim VP Development search runs
- We begin by identifying candidates who have managed the specific financial and entitlement hurdles currently blocking your project. We assess their experience with the specific debt or equity instruments involved in your capital stack, prioritizing those who have dealt with similar partnership structures.
- We then verify their track record in high-resistance regulatory environments. We confirm their ability to represent the firm during board meetings or council hearings. We filter out those who rely on external consultants for primary negotiation, as this role requires the VP to lead those discussions.
- Finally, we confirm the availability and the mandate. We ensure they can step into the firm immediately and address the most critical financial or site-based bottlenecks. We facilitate a discussion about the performance expectations for the interim period so both sides understand the required results.
Questions
How does this role differ from an Interim Development Director?
A Director focuses on site-level tasks and municipal permit processing. A VP manages the capital stack, investor relations, and overall asset viability.
What happens if our reporting requirements change mid-engagement?
We source candidates experienced in both JV and LP structures. They can pivot between reporting formats to match changing investor demands.
Does this person manage the construction team?
They manage the financial and strategic performance of the construction program. They oversee the outcomes rather than the daily site-level execution.
Do you charge an upfront fee?
No upfront fee. You pay only if you hire.
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 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.