Executive search
M&A, Integration & Strategy
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: Finding interim leadership for corporate development requires rigorous evidence of past buy-side process management. We screen for practitioners who have executed the entire deal lifecycle from initial pipeline development to signing a letter of intent.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
You have a business to run.
Hiring a senior person yourself takes time you do not have. Here is what we hear from owners and hiring managers every week.
Not sure if you need interim or fractional? Use the decision helper
- The seat is open and the work is piling up on you.
- A job posting brings in hundreds of resumes and none of them have done the job.
- You do not have weeks to screen, chase and schedule.
- You need to know the person can do it before they start, not after.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
M&A, Integration & Strategy titles we fill
Titles with a page link through to it. The rest are titles we also fill; choose one and we pass it to the form with your request.
- Interim Head of Corporate DevelopmentSpecialist search for Interim Head of Corporate Development. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim M&A DirectorAn Interim M&A Director manages post-merger integration. We verify transition experience, system consolidation skills, and leadership during corporate change.
- Post-Merger Integration LeadSpecialist search for Post-Merger Integration Lead. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Carve-Out & Separation LeadSpecialist search for Carve-Out & Separation Lead. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- TSA ManagerHire a TSA Manager to oversee the specific systems, data, and service level agreements required for a stable corporate transition.
- Synergy / Value Capture LeadEngage a Synergy and Value Capture Lead to manage complex post-merger integration, ERP consolidation, and organizational alignment for measurable results.
- Operational Due Diligence LeadAn Operational Due Diligence Lead audits internal systems, supply chains and management processes to ensure the target business is ready for acquisition.
- Exit Readiness LeadAn Exit Readiness Lead transforms internal systems and financial reporting to ensure the business is attractive to potential buyers and audit-ready.
- Interim Chief Strategy OfficerSpecialist search for Interim Chief Strategy Officer. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim VP Corporate DevelopmentHire an interim VP of Corporate Development to manage your end-to-end deal lifecycle, financial diligence, and strategic pipeline execution.
- Corporate development consultantFind an executive corporate development consultant to run your buy-side processes, manage diligence, and drive investment decisions with speed.
- Interim Integration DirectorHire an Interim Integration Director to manage Day 1 operations, data migration, and organizational alignment without disrupting your core business continuity.
- IMO LeadHire an experienced IMO Lead to manage deal integration, financial consolidation, and organizational alignment for complex mergers and acquisitions.
- PMI consultantHire an executive PMI consultant to manage system synchronization, synergy realization, and organizational stability during your transition period.
- Interim Separation DirectorHire an Interim Separation Director to manage your corporate carve-out. We find experts in TSA design, stranded cost removal, and standalone function setup.
- Divestiture leadEngage an executive Divestiture Lead to manage business unit carve-outs, TSA exits, and the establishment of independent operational functions.
- TSA exit leadHire an executive TSA exit lead to manage complex divestiture cutovers. We screen for experience in system decoupling, stranded cost removal and data migration.
- Interim Head of StrategyHire an Interim Head of Strategy to own your planning process and board-level reporting. We source proven executives who execute during transitions.
- Fractional Chief Strategy OfficerAssess the capabilities of a fractional chief strategy officer to manage planning cycles, competitive intelligence, and board-level strategy sessions.
Hiring guides
Not sure which title fits? Describe the seat in the form and we will match it.
Related roles
Screening for Direct Transaction Execution
Finding interim leadership for corporate development requires rigorous evidence of past buy-side process management. We screen for practitioners who have executed the entire deal lifecycle from initial pipeline development to signing a letter of intent. This ensures the professional we present possesses depth in managing complex due diligence rather than broad theoretical knowledge. By focusing on verifiable experience in deal execution, we ensure that an interim head of corporate development can immediately step into an active transaction environment. We target candidates who maintain a current focus on these specific operational requirements, ensuring they remain sharp and ready to deploy into high-pressure deal rooms where precision and speed are critical for achieving successful closing outcomes for your organization. You should expect candidates to detail their specific involvement in previous successful transactions rather than general oversight.
Technical Proficiency in Integration and Separation
Successful integration and carve-out projects demand specialized operational mastery beyond standard project management. Our process identifies leads who have managed Day 1 and 100-day integration plans or complex divestitures and TSA exits. For separation roles, we prioritize candidates who possess direct experience in standing up standalone business functions, designing effective transition service agreements, and executing strategies for stranded cost removal. These technical capabilities are essential for maintaining operational continuity during structural changes. By vetting for these specific regulatory and process-driven competencies, we supply professionals who understand the intricate mechanics of synergy tracking, cultural alignment, and value preservation. Each identified expert is assessed on their capacity to manage the delicate balance between maintaining business as usual and achieving the necessary strategic separation or integration milestones required by your board.
Accessing Specialized Talent Pools
We bypass general job postings by actively approaching high-caliber specialists currently employed in competitive market roles. We maintain pools for distinct functions including heads of corporate development, post-merger integration leads, separation experts, and fractional chief strategy officers. Because these individuals are often busy executing live deals or managing sensitive board-level strategy sessions, they rarely monitor public job boards. We reach out to these experts based on their specific history in market and competitor analysis, strategic planning, and hands-on value capture. By connecting with this network, we introduce you to candidates who are already acclimated to the current transactional climate. This proactive methodology ensures access to market-active, proven practitioners who are ready to address your specific transactional or strategic requirements immediately without the need for extensive training or onboarding.
Distinguishing Titles and Operational Scopes
Understanding the distinction between these specialized titles is vital for aligning leadership with your objective. An interim head of corporate development operates as a transaction driver focusing on buy-side strategy, whereas a post-merger integration lead is primarily tasked with the execution phase, focusing on synergy tracking and cultural integration. Conversely, a carve-out and separation lead occupies a unique niche, specifically focusing on TSA design and exit readiness, which requires a focus on functional decoupling rather than growth. An interim chief strategy officer provides a broader lens, concentrating on market assessments and board-level planning. By recognizing these functional differences, we ensure that your leadership gap is filled by someone whose core capability set matches the reality of your current transaction, avoiding the mismatch often found in generalized interim management hires.
Defining Engagement Authority and Responsibility
Engagement scoping for these critical roles is structured to ensure clarity regarding authority, responsibilities, and the eventual handover. We work with you to define the operational boundaries of the interim leader, whether they are taking on a full-time capacity for a complex multi-month integration or providing fractional strategic guidance. This process involves aligning expectations on the specific scope, such as managing a transaction pipeline, leading a divestiture project, or overseeing a strategic planning cycle. We do not provide legal or tax advice, and we ensure that if your project requires specialized professionals in those licensed fields, they are engaged through appropriate channels. This clarity allows for a transition, ensuring the interim lead understands the handoff point at the completion of the project or the sunset of the specific transaction.
Search Process and Decision Framework
Our search methodology is designed for rapid deployment of vetted experts, providing several targeted candidate options for your internal review. We facilitate a decision-making process centered on reviewing the professional evidence each candidate brings to your specific M&A, strategy, or separation requirements. We operate with a clear and transparent model: no fee is charged unless you engage an individual we present. By providing these curated choices, we empower you to evaluate which leadership style and specific technical track record best fits your current operating environment. This approach allows for a faster path to appointment without compromising on the quality or the specificity of the search. We remain committed to supporting your decision process, ensuring you receive the highest caliber of specialized talent required to achieve your critical organizational goals.
Questions
How does a search begin for these roles?
We confirm your specific operational requirements and reporting lines before screening experts. You then review several vetted options to determine fit.
What is the fee structure for a search?
You pay no fee to initiate a search or review candidates. Fees apply only when you engage a candidate we present.
Can you approach candidates who are currently employed?
Yes, we headhunt specialists who are currently executing transactions. We verify their interest, availability, and specific technical experience directly.
What happens if a selected candidate is not a good fit?
We evaluate why the requirements were not met to refine the search. You owe no fees if you do not engage an individual we present.
How do you handle requests for confidentiality?
We agree on outreach restrictions before contacting any prospects. You control exactly what information is shared and with whom.
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.
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.