Executive search
Recruiting & Talent Acquisition
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: Recruiting help splits into the people who fill roles, the people who find candidates and the people who run the function. A contract recruiter manages searches from intake to offer.
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
Recruiting & Talent Acquisition 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.
- Contract RecruiterSpecialist search for Contract Recruiter. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Contract Technical RecruiterFind a contract technical recruiter to manage your pipeline, ATS, and hiring workflows. We verify technical expertise and sourcing ability for every hire.
- Technical RecruiterFind a contract technical recruiter to manage your pipeline, ATS, and hiring workflows. We verify technical expertise and sourcing ability for every hire.
- Contract High-Volume RecruiterSpecialist search for Contract High-Volume Recruiter. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Contract SourcerFind a contract sourcer who builds talent pools, maps market data and manages direct outreach to fill critical gaps in your recruitment pipeline.
- SourcerFind a contract sourcer who builds talent pools, maps market data and manages direct outreach to fill critical gaps in your recruitment pipeline.
- Interim Talent Acquisition ManagerSpecialist search for Interim Talent Acquisition Manager. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Corporate Recruiter (contract)Hire a contract corporate recruiter to manage your internal hiring workflow, source candidates, and report on pipeline metrics without long-term overhead.
- RPO RecruiterHire an RPO recruiter to manage full-cycle hiring through your applicant tracking system. We verify technical expertise and sourcing capability before introduction.
- RPO recruiterHire an RPO recruiter to manage full-cycle hiring through your applicant tracking system. We verify technical expertise and sourcing capability before introduction.
- Talent Acquisition PartnerEngage a Talent Acquisition Partner to manage your full-cycle hiring, from requisition design to offer negotiation, within your internal processes.
- Recruiting CoordinatorHire a Recruiting Coordinator to manage ATS workflows, schedule interviews and maintain pipeline data. Improve hiring efficiency and candidate experience.
- recruiting coordinatorHire a Recruiting Coordinator to manage ATS workflows, schedule interviews and maintain pipeline data. Improve hiring efficiency and candidate experience.
- Hourly RecruiterRecruiters focused on high-volume hourly hiring manage throughput, screening automation, and rapid offer-to-start cycles for industrial and retail roles.
- Volume RecruiterHire a Volume Recruiter to manage high-speed hiring funnels for warehouse, plant, and customer service operations. Focused on conversion and compliance.
- Hiring Event RecruiterHire a specialist to execute hiring events and high-speed screens for frontline workforces. Ensure consistent process flow and immediate start capacity.
- Seasonal RecruiterHire a seasonal recruiter to process high-volume roles for your warehouse, plant, or retail sites. No upfront fee. You pay only if you hire.
- TA ManagerFind a Talent Acquisition Manager who focuses on process architecture, team performance, and data-driven recruiting metrics to scale your business.
- Recruiting ManagerHire a Recruiting Manager to standardize your hiring metrics, refine ATS workflows, and train internal managers to conduct effective interviews.
- Recruiting LeadHire a Recruiting Lead to standardize hiring workflows, manage recruiter output, and train department heads on effective interview processes.
- campus recruiterHire a campus recruiter to manage high-volume internship and early-career hiring cycles without disrupting your internal workflow.
- recruiting operations / ATS administratorHire a recruiting operations or ATS administrator to manage system workflows, data integrity, and candidate tracking for your hiring team.
- employer branding specialistProfessional employer branding specialists manage your firm's public reputation to attract qualified candidates. Hire experts who build talent pipelines.
- Fractional Head of Talent AcquisitionHire a Fractional Head of Talent Acquisition to architect your hiring process, manage recruiter performance and optimize candidate flow.
Hiring guides
Not sure which title fits? Describe the seat in the form and we will match it.
Related roles
Executive roles above this family
Recruiter, sourcer or manager
Recruiting help splits into the people who fill roles, the people who find candidates and the people who run the function. A contract recruiter manages searches from intake to offer. A technical recruiter does so for engineering and technology roles. A high volume recruiter fills many similar positions. A sourcer finds and engages candidates but does not manage the process. An interim talent acquisition manager leads the team and the process.
Decide by the shape of your need. A few hard roles call for a recruiter or technical recruiter. Many similar roles call for a high volume recruiter. A thin pipeline calls for a sourcer. A broken process or leaderless team calls for a manager.
Mixing these up is costly. A sourcer will not close candidates, and a high volume recruiter will struggle with a rare specialist search.
Choosing scope
State the roles, the locations and the number of openings. Hard to fill specialist roles take a different approach from entry level and shift roles. Technical recruiting requires the ability to judge skills at a basic level and speak credibly with engineers.
Process scope matters too. Will the recruiter use your applicant system, or bring their own methods? Will they coordinate interviews, handle offers, or only present candidates? Do hiring managers expect regular updates?
Recruiting operations and applicant system administration are separate specialities. If your system is the problem, say so, because the person you need may not be a recruiter at all.
Technical differences
Technical recruiters vary by field: software, hardware, industrial engineering and skilled trades each have different communities. High volume recruiting depends on process, speed of response and handling of large numbers of applicants fairly. Executive search style recruiting depends on research and confidential approach.
Sourcing skills include research, outreach and relationship building. Some sourcers are strong at finding people but weak at holding their interest. Ask what channels matter in your market.
Compliance is also relevant. Record keeping, fairness in screening and legal rules around hiring decisions need care. A recruiter who is casual about them creates risk.
Who we draw from and how we screen
We look at experienced agency and in house recruiters who prefer contract work, specialists with deep experience in specific fields, people who ran high volume programs, and former talent acquisition leaders. Sourcers come from research and outreach backgrounds.
Screening is practical. We ask how they take an intake, what they do when a search stalls, how they handle a candidate who declines, and how they work with a difficult hiring manager. For managers we ask what they changed in a process and how they knew it worked.
We also look at communication with candidates, since your reputation is in their hands. You review several profiles and choose.
Cross function dependencies
Recruiting depends on hiring managers for timely feedback, on HR for approvals and policies, and on finance for budget approval. It also depends on marketing for employer image and on payroll and onboarding for what happens after acceptance.
The most common source of failure is the hiring manager. Slow feedback, shifting requirements and unclear priorities defeat the best recruiter. If this is a risk, mention it so we can find someone who is comfortable pushing back.
Tell us who approves offers and how long decisions usually take. A candidate pipeline will weaken if responses are slow.
Mistakes in the brief
Common mistakes are listing roles without priorities, omitting the applicant system and process, and asking a sourcer to close hires. Another is asking for a recruiter who is also an employer brand specialist, which is a different skill.
Briefs also fail to mention the hiring manager situation, the approval route and whether the roles are confidential. They also forget to say how success is judged.
Tell us what the candidate experience looks like today. How many steps, how long between steps, who attends interviews, how rejections are handled. A recruiter can only improve what they can see, and the honest picture lets us find people who enjoy repairing a process, not only running a smooth one.
Name the sources that have worked before, such as referrals, school links, trade groups or specific job boards, and those that have not. Recruiters waste early effort rediscovering what you already know, and a few lines of history saves that effort.
Finally, be honest about the hard parts, such as a poor reputation among candidates or a location that is hard to hire into. Capable recruiters work around these when they know.
Questions
How does the search assignment commence?
We determine the necessary reporting structure and required experience before initial outreach begins. You evaluate vetted candidates and decide whom to interview.
What are the upfront costs to initiate?
There is no fee to start the search. Terms and billing arrangements are established before you engage a candidate.
At what point is payment required?
Payment is not required for interviews or candidate reviews. Financial terms apply only once you formally engage a presented candidate.
What occurs if presented candidates do not fit?
You owe nothing if you choose not to engage anyone. We review the missed requirements to determine if adjustments are needed.
Can I maintain anonymity during the search?
Yes, we handle outreach confidentially once we establish the limitations with you. We define precisely what information is shared with potential candidates.
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.