Executive search
Program, Project & PMO
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: Interim PMO leaders must demonstrate specific capabilities regarding portfolio governance and structural oversight. We prioritize evidence that a candidate has designed frameworks that move beyond simple documentation to establish actual control over project lifecycles.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
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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
Program, Project & PMO 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 PMO DirectorSpecialist search for Interim PMO Director. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Program DirectorSpecialist search for Interim Program Director. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Project DirectorHire an Interim Project Director to audit broken project portfolios, enforce technical governance, and replace reactive chaos with measurable, data-backed delivery.
- ERP Program DirectorSpecialist search for ERP Program Director. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- ERP Implementation LeadWe source executive ERP Implementation Leads to stabilize high-risk system deployments, enforce data integrity, and ensure operational readiness.
- CRM / Salesforce Implementation LeadFind an executive CRM Lead who manages Salesforce infrastructure, data integrity and user adoption to turn platform investment into measurable revenue flow.
- Interim Change Management LeadSpecialist search for Interim Change Management Lead. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Delivery DirectorAn Interim Delivery Director brings structure to chaotic project environments by implementing governance, standardized reporting and risk controls.
- Interim Project Controls DirectorAssess the suitability of an interim Project Controls Director for high-value portfolios. Understand our vetting for cost, risk, and schedule oversight.
- Interim Head of PMOAn Interim Head of PMO establishes governance and portfolio visibility to fix broken project delivery. Discover how to identify this executive leader.
- Interim Transformation Office LeadHire an Interim Transformation Office Lead to stabilize project delivery systems and enforce governance across your portfolio. No upfront fee.
- PMO consultantEngage an executive-level PMO consultant to standardize governance and reporting across your project portfolio to ensure measurable delivery results.
- Interim Programme Director (UK)Hire an experienced UK Interim Programme Director to stabilize complex initiatives. We vet experts in risk, vendor management, and reporting.
- Program management consultantEngage an executive program management consultant for tactical oversight. We find experts for immediate stabilization, risk mitigation and vendor management.
- Interim ERP Project ManagerAn Interim ERP Project Manager handles the tactical execution of enterprise software deployments, focusing on data migration, finance processes, and vendor accountability.
- NetSuite / SAP / Dynamics / Oracle implementation leadFind an executive ERP implementation lead to manage your NetSuite, SAP, Dynamics or Oracle rollout. We focus on full lifecycle, data migration and system integrator accountability.
- Change management consultantEngage an executive change management consultant to turn complex technical system deployments into stable, usable daily workflows for your employees.
- Interim Organizational Change LeadHire an interim leader to manage organizational resistance and drive system adoption during complex technical rollouts and restructuring.
Hiring guides
Not sure which title fits? Describe the seat in the form and we will match it.
Related roles
Evaluating PMO Governance Capabilities
Interim PMO leaders must demonstrate specific capabilities regarding portfolio governance and structural oversight. We prioritize evidence that a candidate has designed frameworks that move beyond simple documentation to establish actual control over project lifecycles. Our assessment centers on their history of creating reporting mechanisms that force clarity upon leadership teams regarding budget burn rates and timeline slippage. We examine if they have successfully managed resource allocation across competing departments to prevent project stagnation. A capable leader in this space must prove they can implement strict adherence to methodology while adjusting for organizational speed. We focus on their past performance in converting chaotic project environments into organized reporting structures. You should look for someone who has managed the transition from decentralized project management to a unified portfolio approach because this shift defines their ability to enforce standards and provide transparency to stakeholders.
Technical Proficiency in ERP and Program Delivery
Program delivery involves managing technical realities alongside organizational change, particularly with ERP deployments. We assess candidates on their experience with specific platforms like NetSuite, SAP, or Oracle. It is not enough to have managed a general project; the candidate must show they have led teams through data migration, finance process redesign, and the stress of a go-live event. We ask first about their history in managing system integrators, as this is where scope creep and budget failure frequently occur. A specialist who has overseen multi-workstream initiatives knows how to identify the early warning signs of technical debt and vendor underperformance. We evaluate their ability to align technical development with business operational needs. The candidate must articulate their strategy for handling critical bugs, managing user testing cycles, and ensuring that technical teams remain focused on core project milestones without distraction.
Sourcing Passive Project Specialists
We identify specialists who are currently working on high-impact projects because they possess the most relevant, current experience in the market. We avoid individuals who are between roles or relying on broad certifications as their primary qualification. Our search targets professionals who occupy positions like ERP delivery leads or project office heads in active, complex environments. These individuals are often motivated by the chance to solve specific architectural or operational challenges rather than just finding a new title. We categorize them by their direct history of managing specific system implementations or governance turnarounds. By focusing on these passive pools, we reach experts who have recently survived the exact technical or organizational bottlenecks you are facing. They do not need a lengthy onboarding process because they have performed the same work elsewhere in recent months, bringing immediate operational knowledge to your current situation.
Functional Distinctions in Project Leadership
Distinguishing between leadership types is necessary to ensure the right expertise matches your primary challenge. An interim PMO lead is structural, concerned with standardized reporting, resource utilization, and portfolio-wide risk. A program director is execution-oriented, often managing multiple projects to meet a single strategic goal, involving heavy cross-functional coordination. The ERP specialist is a distinct animal, requiring deep knowledge of software life cycles and system configuration risks. Finally, change management professionals focus on the behavioral and procedural adoption side of a project. Mistakes often happen when a company hires a generalist to solve a highly technical ERP integration or brings in an implementation expert to build a portfolio framework. We define these boundaries early so that your search focuses on the specific functional domain where you require the most immediate impact, ensuring you do not pay for expertise you do not need.
Defining the Assignment and Handover
Every assignment starts with a clear agreement on authority and the intended endgame. We frame the search around your specific needs, such as recovering a stalled digital initiative, establishing a project office, or replacing a lead on an ERP rollout. By setting the parameters early, we ensure the candidate understands exactly what they are expected to fix and how their success will be measured by your executive group. We also focus on the handover, ensuring the interim leader has a clear path to transition their knowledge back to your permanent team or complete the project phase successfully. We look for candidates who provide clear documentation of their work as they go, avoiding the common issue of tribal knowledge traps. The goal is to provide a temporary, high-impact intervention that leaves your organization in a better, more stable position than when the project began.
Questions
How does the search process begin?
We discuss your specific project goals and reporting requirements to define the search scope. We then approach experienced professionals who match those requirements before presenting you with a shortlist.
When do I pay for this service?
You do not pay to start the search or to review candidates. Payment terms only apply if you decide to engage a candidate we present, as documented in our agreement.
What happens if no candidates fit my needs?
If none of the vetted candidates are a suitable match, you are under no obligation to proceed. We will review the requirements with you to determine if the search criteria need adjustment.
Can you approach candidates who are currently employed?
Yes, we focus on identifying passive specialists who are currently working on high-impact projects. We verify their availability and interest before sharing any details about your organization.
How do you handle confidential searches?
We use a strict confidential protocol for sensitive projects. We agree on what information is shared with candidates and when your identity is revealed during the vetting process.
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.