Role search
Get a Owner's rep who can own construction contract firewall.
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: This executive assignment exists to defend the owner against cost inflation and structural schedule drift. An effective representative serves as the primary technical firewall against aggressive general contractor claims.
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
- Owner's rep
The judgment call
What this hire really comes down to
This executive assignment exists to defend the owner against cost inflation and structural schedule drift. An effective representative serves as the primary technical firewall against aggressive general contractor claims. They must read a Guaranteed Maximum Price contract with the same precision they apply to mechanical or structural drawings. If a candidate cannot identify a hidden cost increase within a change order before it arrives on your desk, they are not suited for this specific executive capacity.
Judgment in this role requires more than technical competency. We prioritize executives who recognize that construction involves a constant series of trade-offs. The ideal hire determines when to demand perfection and when to accept a compromise to preserve the critical path of the project. We look for individuals who treat your capital as their own. They must hold project partners to the original mission. If they avoid the hard conversations regarding project delays, they will fail to protect your interests.
What we check
What we check before you see anyone
- We verify that the executive has represented owners on projects matching your exact scale and asset class. We confirm they managed capital budgets within a GMP framework. We exclude candidates who spent their careers strictly on the general contractor side, as they often lack the singular focus required to advocate for the owner's financial position. This background check ensures they understand the difference between profit-driven site management and risk-averse asset protection.
- We audit their history regarding change order mitigation and formal schedule recovery. We look for documented evidence that they halted cost overruns on active jobsites. We confirm that the reported savings or project successes resulted from their direct authority rather than minor contributions as part of a larger project team. We require proof that they have rejected improperly documented costs, ensuring contractors comply with the strict terms of their original agreement.
- We probe their fluency with project management and scheduling software. We test their ability to explain complex technical bottlenecks to stakeholders who lack building expertise. We require specific accounts where they forced a general contractor to correct substandard quality or recover lost time on a milestone. This technical verification ensures they can translate site issues into clear financial impacts for your internal review.
- We evaluate their experience managing stakeholder relationships while maintaining absolute focus on fiduciary interests. We look for the capacity to interpret contract language under the pressure of an active build. We check references to ensure they hold the necessary command to lead during intense project phases. This includes verifying their ability to maintain composure while delivering difficult news to contractors or internal partners when project milestones are at risk.
Sourcing
Where we find them
We identify candidates currently embedded within established real estate firms and private development shops. These professionals are usually active in managing capital projects. We source these individuals because they are performing this specific work in the current market. They understand the labor costs and supply chain constraints impacting job sites today. Their proximity to current projects ensures they possess real-time data regarding local trade availability and prevailing permit requirements that an out-of-market hire might miss.
A strong candidate for this executive role often seeks a transition to a new project environment or a higher level of autonomy. They find this assignment attractive because it provides a specific, result-oriented scope. It allows them to step away from the internal organizational politics of their current employer. They are drawn to the impact of representing an owner directly during the most critical phases of construction.
Where searches go wrong
Mistakes we see
- Hiring individuals who prioritize contractor relationships over owner protection. This leads to overly permissive change order approvals and eroded project budgets.
- Selecting candidates who possess technical skill but lack the executive authority to enforce contracts. These individuals are easily bypassed by the general contractor during sensitive site meetings.
- Assuming that all project managers have the same experience with GMP structures. Many managers understand site operations but fail to understand the complex financial reporting required for the ownership side.
The search
How the Owner's rep search runs
- First, we audit the candidate pool against your project requirements. We filter by asset class and contract type to ensure that every individual we present has managed a project of your exact complexity.
- Second, we conduct interviews to isolate their experience with conflict resolution and schedule recovery. We test their ability to explain a specific change order error they discovered and how they handled the dispute.
- Third, we provide you with the candidates who demonstrate both technical fluency and the ability to maintain authority. We guide you through the final selection to ensure the person you choose can hit the ground running.
Questions
How do you distinguish this role from a project manager?
An owner's representative acts as your fiduciary agent to guard your capital. A project manager typically focuses on execution and site coordination for a contractor.
What is the fee structure?
No upfront fee. You pay only if you hire.
How do you verify if someone has true GMP experience?
We review past project outcomes and test the candidate on contract language. We check how they negotiated specific cost overruns.
Can this person work remotely?
This role requires consistent site presence to be effective. We focus on candidates who are willing to be on-site as the project requires.
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.
Owner's rep by industry and related roles
All industries
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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.