Executive search
People & HR
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 effective interim CHROs requires verifying their capacity to manage enterprise complexity during sensitive organizational shifts. We focus on evidence of leadership in companies of comparable scale, specifically looking for prior work with executive compensation packages and governance committees.
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
People & HR 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 CHROSpecialist search for Interim CHRO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Acting CHROSpecialist search for Interim CHRO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Fractional CHROSpecialist search for Fractional CHRO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Part-time CHROSpecialist search for Fractional CHRO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim VP HRSpecialist search for Interim VP HR. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim HR DirectorEngage an expert Interim HR Director to manage critical restructuring, compliance, and talent strategy without requiring a lengthy onboarding period.
- Interim Director of Human ResourcesEngage an expert Interim HR Director to manage critical restructuring, compliance, and talent strategy without requiring a lengthy onboarding period.
- Fractional HR DirectorEngage a fractional HR director to manage sensitive organizational changes, compensation architecture, and legal compliance at the executive level.
- Outsourced HR DirectorEngage a fractional HR director to manage sensitive organizational changes, compensation architecture, and legal compliance at the executive level.
- Interim HR Business PartnerSpecialist search for Interim HR Business Partner. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Head of Talent AcquisitionSpecialist search for Interim Head of Talent Acquisition. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Head of Total RewardsSpecialist search for Interim Head of Total Rewards. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Head of Employee & Labor RelationsSpecialist search for Interim Head of Employee & Labor Relations. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim HRIS / People Systems LeadFind an executive-level Interim HRIS Lead to fix broken systems, integrate data, and ensure operational readiness during intense business transitions.
- Interim Head of HR OperationsEngage an Interim Head of HR Operations to manage immediate restructuring, compensation design, and HR systems during critical business transitions.
- Interim Head of Learning & DevelopmentAn Interim Head of Learning and Development scales your training infrastructure and builds high performing teams during periods of intense growth or transition.
- Interim Head of Organizational DevelopmentEngage an interim Head of Organizational Development to audit talent, streamline performance frameworks and stabilize culture during transitions.
- Interim Chief People OfficerHire an Interim Chief People Officer to execute immediate HR restructuring, executive compensation, and compliance during high-pressure company transitions.
- Interim Head of HREngage an executive level Interim Head of HR to manage restructuring, compensation, and team stability. No upfront fee. You pay only if you hire.
- Fractional Head of PeopleEngage a Fractional Head of People to build your HR infrastructure, manage multi-state compliance, and implement performance systems for growth.
- Interim Head of PeopleHire an Interim Head of People to manage daily HR operations, resolve employee relations, and oversee payroll systems with immediate operational impact.
- HRBPHire an executive HRBP to manage organizational design, performance systems, and sensitive workforce transitions within your specific business unit.
- Senior HRBPEngage a Senior HRBP to manage complex organizational design, performance systems and sensitive leadership alignment during periods of change.
- Contract HRBPEngage an executive contract HRBP to solve complex workforce challenges. We find leaders who drive performance and manage change without delay.
- Interim Senior HR Business PartnerEngage an executive level interim senior HR business partner to address sensitive workforce challenges and organizational shifts without long term overhead.
- Interim Director of RecruitingHire an Interim Director of Recruiting to manage hiring surges, fix broken ATS workflows, and optimize recruiter team performance for immediate results.
- Interim TA LeadAn Interim TA Lead fixes broken recruiting workflows, optimizes applicant tracking systems, and manages recruiter teams to meet strict headcount targets.
- Recruiting process consultantImprove recruiter output and data integrity. Learn how a Recruiting Process Consultant audits workflows and stabilizes hiring.
- Interim Compensation & Benefits DirectorAn interim Compensation and Benefits Director manages the structural integrity of pay and benefits, moving beyond administrative tasks to strategic overhaul.
- Interim VP Total RewardsHire an Interim VP Total Rewards to overhaul pay bands, manage complex benefits renewals, and harmonize compensation following a major organizational merger.
- Compensation consultantEngage an executive compensation consultant to audit pay bands, harmonize incentive structures, and solve complex reward imbalances without structural drift.
- Interim Labor Relations DirectorHire an Interim Labor Relations Director to manage collective bargaining, resolve complex grievance cases, and execute labor strategy during transitions.
- Interim Employee Relations LeadAn Interim Employee Relations Lead manages union contract negotiations, resolves complex labor grievances, and guides executive labor strategy.
Hiring guides
Not sure which title fits? Describe the seat in the form and we will match it.
Related roles
Validation of Strategic HR Leadership
Finding effective interim CHROs requires verifying their capacity to manage enterprise complexity during sensitive organizational shifts. We focus on evidence of leadership in companies of comparable scale, specifically looking for prior work with executive compensation packages and governance committees. Our process mandates that candidates have direct experience with corporate restructuring or merger integration. We verify their proficiency in sensitive areas such as WARN act compliance, severance structuring, and retention strategies. By vetting leaders who have stabilized organizations through periods of intense contraction or growth, we ensure candidates can step into your executive structure immediately. These professionals provide the strategic alignment required to maintain stability while achieving board objectives throughout the duration of their assignment.
Assessment of Technical HR Capabilities
Beyond executive oversight, we assess interim talent based on specific technical domains including total rewards, labor relations, and recruitment infrastructure. Leaders for total rewards roles are evaluated on their ability to build pay structures, manage benefits renewals, and harmonize compensation systems after significant corporate mergers. For interim roles in employee and labor relations, we verify deep experience in union contract negotiations, grievance handling, and complex internal investigations. Talent acquisition leaders must demonstrate success in building hiring functions for massive growth periods, including ATS selection and team management. We validate these specialists through their history of managing specific metrics and functional oversight, ensuring that every professional presented possesses the exact technical competency required to resolve your current HR challenges without training or internal ramp-up time.
Sourcing Passive HR Specialists
Our search strategy avoids public job boards to engage high-performing HR leaders who are currently employed and delivering results within their sectors. We maintain a curated network of professionals segmented by the specific HR demands they serve. This includes fractional CHROs who specialize in scaling HR foundations for mid-sized firms through payroll compliance and standardized policy implementation, alongside interim VP HR generalists comfortable with hands-on employee relations. By sourcing from a pool of passive specialists, we ensure that you are considering active leaders who are current on modern HRIS systems and evolving workplace regulations. This approach allows us to connect your organization with subject matter experts who bring contemporary knowledge of labor trends, employment legislation, and best practices directly into your corporate environment.
Defining Engagement and Scope
Structuring an interim engagement requires precise alignment between your organizational needs and the scope of authority granted to the interim leader. Whether you require a full-time interim CHRO to handle a transition or a fractional leader providing intermittent expertise, we assist in defining clear objectives and handover milestones. Our model centers on clarifying responsibility for key areas like multistate compliance, organizational development, or payroll oversight from the start. We ensure that the interim hire is scoped to provide immediate strategic value without overpromising, focusing on actionable priorities for their specific tenure. By setting these parameters early, we facilitate an integration into your leadership team, allowing the interim executive to drive progress immediately upon arrival while respecting existing corporate culture.
Decision Framework for Stakeholders
The decision-making process for your executive team relies on evaluating high-quality options vetted specifically for your current business environment. Once we define the mandate, we present multiple candidates who meet your exact screening criteria, allowing your stakeholders to compare approaches and leadership styles. We prioritize transparency during interviews, ensuring each candidate demonstrates how they would address your specific metrics and regulatory hurdles. We provide support as you evaluate how their past experience with mergers, hiring surges, or compliance builds directly translates to your organizational success. Our process is designed to give you sufficient data to make an informed choice. No fee is charged unless you engage someone we present, ensuring that our incentives are aligned with your need for a successful long-term placement.
Professional Credentials and Boundaries
Interim roles often involve complex intersections of employment law and corporate governance that require specialized credentialing. While our firm facilitates the identification of candidates with deep experience in labor strategy and regulatory compliance, we do not provide medical, tax, or legal advice. Instead, we ensure the candidates presented for these specific functions hold the necessary professional backgrounds and certifications to operate effectively within your industry standards. Whether your priority is harmonizing incentive design after an acquisition or managing complex union grievances, we connect you with vetted professionals who possess the requisite expertise to handle these matters responsibly. By using our specialized knowledge, you gain access to individuals who understand the nuanced risks and operational requirements of high-level HR transitions without reliance on generic recruitment models.
Questions
How do you start an HR search?
We define the assignment and reporting requirements before approaching any candidates. You then review vetted options and decide whether to proceed with an engagement.
Are there upfront search fees?
No, you do not pay a fee to initiate the search or review candidates. Payment terms only apply if you choose to engage a person we present.
Can I request confidential search terms?
Yes, specify any restrictions when we define the scope. We ensure your business identity is protected until we agree it is appropriate to share.
Do you only approach unemployed people?
No, we proactively headhunt individuals who are currently working. We confirm their interest and availability before sharing their details with you.
What happens if a candidate is not a fit?
If you do not engage anyone, you owe nothing. We will discuss which requirements were missed to refine our approach for any subsequent search.
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.