Role search
Get a Part-time revenue leader who can own sales-to-machine conversion processes. Also called Outsourced revenue leader
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: Your sales team needs management, but the workload does not justify a full-time leader yet.
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
- Part-time revenue leader
- Outsourced revenue leader
The judgment call
What this hire really comes down to
Your revenue leader must convert growth goals into a formal operational framework. Early sales often depend on the owner or product experts closing accounts through sheer effort. This approach lacks the structure needed for expansion. We prioritize candidates who evaluate sales as an engineering problem. They replace personal intuition with clear systems that turn interest into signed agreements consistently.
A capable hire replaces erratic closing performance with systematic revenue generation. They implement tracking methods that turn raw contact data into expected earnings. We evaluate candidates based on their ability to map every stage of the client acquisition cycle. They create playbooks that operate independently of owner input. If they cannot diagnose specific friction in your current pipeline, they will simply recreate your existing output limitations.
What should the brief settle before we search?
Your sales team needs management, but the workload does not justify a full-time leader yet. A part-time revenue brief should name who reviews active deals when that leader is unavailable. Ask how they would coach a representative through a stalled opportunity without taking over every call. A useful rhythm includes decisions about qualification and follow-up, not just reporting. Clarify which customer issues require immediate escalation. The arrangement works poorly if the business expects continuous deal support but budgets only for periodic advice.
What we check
What we check before you see anyone
- We verify their specific experience in migrating a team away from owner-led sales by reviewing how they conducted their first internal audit. We look for concrete steps where they replaced tribal knowledge with documented playbooks that new hires could follow immediately. We probe for instances where they eliminated reliance on the owner's specific personality quirks or unique, unrepeatable closing techniques.
- We investigate their actual technical comfort with your CRM. We demand they describe how they enforced data hygiene in their last role. They must explain how they translated messy activity logs into precise, executive-level revenue forecasts that actually predicted cash flow. This includes verifying their ability to build custom reports that highlight where prospects fall out of the funnel due to poor messaging or ineffective follow-up cadences.
- We interview them about their approach to managing your first few sales hires. We want to hear how they set performance benchmarks that were objective rather than aspirational. They must show how they handled early staff who resisted new reporting requirements. We look for leaders who prioritize clear activity standards, like mandatory call volumes and email sequencing, over soft metrics like team morale.
- We assess their ability to map complex customer journeys. We check if they can identify where prospects stall during the transition from lead to contract. They must prove they understand how to align marketing feedback loops with the realities of frontline sales execution. They need to demonstrate a history of adjusting their messaging based on the objections they heard while sitting in on real discovery calls, not just by reading summary reports.
Sourcing
Where we find them
We identify leaders within emerging software and service firms who manage functional complexity. These professionals hold current positions where they resolve process inefficiencies daily. We bypass public listings because the most prepared experts focus on solving the specific revenue maturation challenges you encounter in your current operational phase and market conditions.
We contact professionals who understand the difficulty of moving from owner-managed sales to professionalized sales operations. They pursue this specific work because they want the immediate control required to implement their own verified methods. They seek the freedom to deploy their distinct frameworks within your unique environment, ensuring the sales infrastructure functions independently of internal staff.
Where searches go wrong
Mistakes we see
- Hiring a leader who attempts to apply enterprise-grade software stacks to a small company that lacks the data volume or headcount to support them, creating overhead instead of velocity.
- Selecting someone who delegates the creation of sales collateral to the owner instead of drafting the initial email sequences, objection handling scripts and proposal templates themselves as part of the setup.
- Accepting a candidate who prioritizes long-term strategy sessions over the immediate necessity of auditing lead flow, fixing existing data entry errors, and cleaning the CRM to ensure accurate reporting starts on day one.
The search
How the Part-time revenue leader search runs
- We begin by identifying candidates who have successfully transitioned an owner-reliant business to a formal sales organization. We ignore tenure at massive corporations in favor of proven results in early-growth stages where resources remain constrained and the leader had to build everything from the bottom up.
- We conduct a deep audit of their previous technical implementations. We ask for specific examples of how they reorganized CRM structures to track lead conversion rates accurately. We verify if they authored the playbooks they claim to have utilized and whether those materials are currently in use by their former teams.
- We narrow the field to leaders who prioritize operational clarity over high-level vision. We facilitate interviews where they present a plan for your specific revenue bottlenecks. You select the leader who best aligns with your timeline for building a stable, owner-independent system that functions even when the owner is entirely absent from the sales process.
Questions
How does a part-time leader impact revenue?
They implement consistent processes that replace informal sales methods. This creates predictable lead flow and clearer forecasting for the business.
What is the primary sign of an effective revenue leader?
They focus on data accuracy and documentation within your CRM. They ensure that all activities follow a repeatable, measurable standard.
What should we discuss before requesting Part-time revenue leader candidates?
A part-time revenue brief should name who reviews active deals when that leader is unavailable. Ask how they would coach a representative through a stalled opportunity without taking over every call.
Do I need a full-time hire instead?
A part-time leader provides high-level structure without the cost of a full-time executive. You use them to build the engine while your team runs the day-to-day operations.
What happens if I stop using their services?
They leave behind a functioning playbook and a trained team. Your organization retains the systems they installed to continue generating revenue.
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.
Part-time revenue leader by industry and related roles
Need the team under this role?
All industries
- Private Equity & Portfolio Companies
- Distribution, Logistics & Supply Chain
- Technology, SaaS & Software
- Consumer, Retail & E-commerce
- Professional & Business Services
- Family-Owned & Owner-Led Businesses
- Venture-Backed & High-Growth Companies
More Sales, Marketing & Revenue 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.