Executive search
Sales, Marketing & Revenue
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 a high-impact commercial leader requires moving beyond resumes to confirm their actual operational control over revenue numbers. We prioritize candidates who prove their ability to manage the intersection of sales, marketing, and customer success.
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
Sales, Marketing & Revenue 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 CMOSpecialist search for Interim CMO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Acting CMOSpecialist search for Interim CMO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Chief Marketing OfficerSpecialist search for Interim CMO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Fractional CMOSpecialist search for Fractional CMO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Part-time CMOSpecialist search for Fractional CMO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Outsourced CMOSpecialist search for Fractional CMO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Virtual CMOSpecialist search for Fractional CMO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim VP MarketingHire an interim VP Marketing to audit your growth systems and align marketing spend with measurable sales results during organizational transitions.
- Interim Chief Revenue OfficerSpecialist search for Interim Chief Revenue Officer. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Fractional Chief Revenue OfficerSpecialist search for Fractional Chief Revenue Officer. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim VP SalesSpecialist search for Interim VP Sales. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Chief Sales OfficerEvaluate interim Chief Sales Officer candidates based on operational rigor, CRM integrity, and the ability to link sales activity directly to closed revenue.
- Fractional VP SalesSpecialist search for Fractional VP Sales. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Outsourced VP SalesSpecialist search for Fractional VP Sales. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Chief Commercial OfficerSpecialist search for Interim Chief Commercial Officer. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Head of Revenue OperationsSpecialist search for Interim Head of Revenue Operations. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Head of Business DevelopmentHire an interim head of business development to audit lead flow, optimize revenue systems, and manage high-pressure transitions without permanent overhead.
- Interim Head of PricingEngage an interim head of pricing to rectify margin leakage, reconcile discount policies, and stabilize your revenue capture mechanisms.
- Interim Chief Growth OfficerHire an interim Chief Growth Officer to fix pipeline attribution and manage marketing operations. Specialized executive talent for immediate revenue alignment.
- Interim Head of E-commerceFind an interim head of e-commerce focused on technical conversion, channel attribution, and platform performance for high-growth businesses.
- Interim Head of Customer SuccessHire an interim Head of Customer Success to audit your renewal pipeline, fix account management processes, and drive revenue stability during transitions.
- Interim Head of CommunicationsEngage an executive Head of Communications to manage media relations, crisis messaging and stakeholder alignment during periods of organizational change.
- Interim Head of RevenueHire an Interim Head of Revenue to fix broken pipeline processes, align compensation with growth, and unify your sales and marketing departments.
- Interim Chief Sales & Marketing OfficerFind an interim Chief Sales and Marketing Officer to own the revenue lifecycle and align your teams. We provide leaders who deliver immediate results.
- Part-time revenue leaderHire a part-time revenue leader to build predictable sales systems, establish CRM hygiene and guide your first internal sales team hires.
- Outsourced revenue leaderHire a part-time revenue leader to build predictable sales systems, establish CRM hygiene and guide your first internal sales team hires.
- Interim Sales DirectorHire an Interim Sales Director for urgent team turnarounds and pipeline stabilization. We provide screened candidates ready to execute immediately.
- Interim Head of SalesHire an experienced interim Head of Sales to fix pipeline discipline, recover key accounts, and execute a rapid turnaround without permanent hiring delays.
- Fractional Sales LeaderHire a Fractional Sales Leader to audit your pipeline, coach reps, and formalize sales systems. Focus on performance and measurable revenue results.
- Part-time Sales ManagerHire a part-time sales manager to fix your pipeline, coach your team, and manage CRM operations without the cost of a full-time executive.
- Interim Commercial DirectorAn Interim Commercial Director audits and repairs the link between your technical products and actual market performance to protect margins.
- Interim RevOps DirectorFind an interim RevOps director to manage Salesforce architecture, stabilize forecasting, and enforce compensation compliance during growth phases.
- Fractional RevOps leadHire a fractional RevOps lead to manage CRM architecture, forecasting models, and sales compensation plans for predictable revenue growth.
- Sales operations consultantHire a sales operations consultant to fix CRM data, automate forecasting, and manage compensation plans. We provide high-level, technical expertise.
Hiring guides
Not sure which title fits? Describe the seat in the form and we will match it.
Related roles
Evaluating Commercial Leadership Competence
Finding a high-impact commercial leader requires moving beyond resumes to confirm their actual operational control over revenue numbers. We prioritize candidates who prove their ability to manage the intersection of sales, marketing, and customer success. For an interim revenue executive, we examine past performance in maintaining forecast accuracy despite market volatility. We also test their methodology for building compensation structures that incentivize the specific behaviors your business needs to grow. It is common for owners to be misled by broad leadership titles that lack evidence of hands-on management. We require candidates to explain how they have previously handled pipeline attribution and internal resource allocation. By validating these technical inputs first, we ensure that any candidate presented has the capacity to stabilize your department and produce tangible results from their first day on the job.
Tactics for Sales Stabilization and Turnarounds
When a sales organization loses its momentum, the immediate requirement is a specialist who identifies performance leaks rather than one who merely monitors reports. An effective interim sales leader must possess a background in similar selling motions to yours, whether you manage complex enterprise accounts or high-volume transactional sales. We ask candidates to demonstrate their experience with specific account recovery plans and pipeline hygiene. A common mistake during this transition is hiring someone who suggests wholesale structural changes before verifying existing capabilities. Our candidates instead focus on auditing the current process to see what is already working. They document gaps in lead response or conversion and implement corrections that restore commercial activity. We verify these tactical skills to ensure you gain a leader who protects your current revenue base while preparing for future expansion.
Sourcing and Engaging Passive Revenue Talent
The most effective revenue specialists are often currently employed elsewhere, successfully managing the same growth problems you face. We focus our search on these passive candidates because their daily experience remains sharp and their methodologies are proven in current market conditions. When you need a fractional or interim chief of revenue, we look for individuals who have moved organizations beyond owner-led sales. This involves installing repeatable CRM workflows, coaching staff, and enforcing data hygiene. These professionals are motivated by the challenge of solving specific, sensitive problems rather than seeking a simple change of pace. By identifying individuals actively engaged in similar commercial environments, we provide you with access to expertise that is immediately applicable. We confirm their interest and availability before introducing them to your business, ensuring that your search remains private.
Operational Integration and Handovers
An interim revenue operations leader must be ready to work within your existing technology infrastructure to drive immediate efficiency. Whether the task involves cleaning up a complex Salesforce instance or aligning marketing metrics with sales reporting, the leader must demonstrate technical fluency alongside strategic vision. We vet these candidates on their ability to manage these systems during fixed-term assignments, often working toward clear, predefined deliverables. Their goal is to build an infrastructure that lasts, leaving your team with clear documentation and optimized processes once their work concludes. We ensure that candidates understand their role in preparing the organization for a permanent replacement or the next phase of growth. This focus on clear, measurable handovers prevents the loss of momentum that often occurs when an interim engagement concludes without proper documentation or structural preparation.
Defining the Fractional Engagement Model
Fractional engagements offer access to senior commercial expertise on a recurring, limited basis, providing a flexible option for businesses that require high-level strategy without the overhead of full-time hiring. A fractional sales leader typically commits to a set schedule, focusing on coaching reps, refining the sales playbook, and improving lead management. This model succeeds when the scope is clearly defined between the owner and the expert. We confirm that the candidate has the authority to implement necessary changes while remaining sensitive to your company culture. By setting consistent expectations for their weekly output and strategic influence, we create a stable arrangement that provides consistent guidance. This structure allows your business to benefit from expert commercial oversight while maintaining full control over your long-term growth trajectory and fixed costs.
Selection Process and Decision Intelligence
Our process concludes by providing you with several vetted candidate options matched against your specific commercial requirements. We isolate the technical competencies you need, such as pricing strategy for complex services or the integration of marketing automation into your sales funnel. We do not offer generic candidates; we present individuals who have managed the specific challenges of your industry. You review these options with the benefit of our prior vetting, where we check their history against your needs. The final decision rests entirely with you, based on who you feel best fits your current operational requirements. No fee applies unless you choose to engage someone we present. We provide the expertise and the options, while you make the final selection based on the intelligence provided during our search and assessment phases.
Questions
How do we begin a search for a revenue or marketing leader?
We start by discussing your current commercial gaps, required technical skills, and the specific phase of your business. We then identify candidates who have solved similar problems and present them for your review.
What is the fee structure for this search?
There is no fee unless you engage one of the candidates we present. All terms and billing expectations are defined before any engagement begins.
Can I interview candidates before making a decision?
Yes. We facilitate the introduction after vetting the candidates against your requirements, allowing you to interview them directly.
How do you handle confidentiality for my search?
We manage all inquiries privately and only reveal your company identity to candidates after we have confirmed their interest and relevant experience. Please inform us of any specific outreach restrictions during our initial discussion.
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.