Executive search
Technology, Digital, Data & Security
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: Effective technology executive searches require assessing verifiable operational history rather than generalized management theory. Many hiring managers make the mistake of prioritizing impressive job titles, which often obscures a candidate's actual capacity to manage specific ERP implementations, infrastructure portfolios, or complex technical vendor requirements.
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
Technology, Digital, Data & Security 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 CIOSpecialist search for Interim CIO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Acting CIOSpecialist search for Interim CIO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Chief Information OfficerSpecialist search for Interim CIO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Fractional CIOSpecialist search for Fractional CIO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Part-time CIOSpecialist search for Fractional CIO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Outsourced CIOSpecialist search for Fractional CIO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Virtual CIO (vCIO)Specialist search for Fractional CIO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim CTOSpecialist search for Interim CTO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Acting CTOSpecialist search for Interim CTO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Chief Technology OfficerSpecialist search for Interim CTO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Fractional CTOSpecialist search for Fractional CTO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Part-time CTOSpecialist search for Fractional CTO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Outsourced CTOSpecialist search for Fractional CTO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Virtual CTOSpecialist search for Fractional CTO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- CTO-as-a-serviceSpecialist search for Fractional CTO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim CISOSpecialist search for Interim CISO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Acting CISOSpecialist search for Interim CISO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Chief Information Security OfficerSpecialist search for Interim CISO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Fractional CISOSpecialist search for Fractional CISO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Part-time CISOSpecialist search for Fractional CISO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Outsourced CISOSpecialist search for Fractional CISO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Virtual CISO (vCISO)Specialist search for Fractional CISO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- CISO-as-a-serviceSpecialist search for Fractional CISO. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Chief Data OfficerSpecialist search for Interim Chief Data Officer. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Chief Digital OfficerEngage an interim Chief Digital Officer to stabilize technology, manage software migrations, and align digital systems with specific business outcomes.
- Interim Head of AISpecialist search for Interim Head of AI. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim VP EngineeringSpecialist search for Interim VP Engineering. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim IT DirectorSpecialist search for Interim IT Director. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Director of ITSpecialist search for Interim IT Director. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim IT ManagerSpecialist search for Interim IT Manager. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- IT ManagerSpecialist search for Interim IT Manager. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Interim Head of Infrastructure & CloudHire an interim Head of Infrastructure and Cloud to resolve technical debt, modernize cloud environments, and secure enterprise systems.
- Interim Enterprise ArchitectHire an Interim Enterprise Architect to stabilize systems and direct technical strategy. We deliver seasoned executives focused on tangible, immediate results.
- Interim Head of Data & AnalyticsEngage an executive interim head of data to stabilize analytics pipelines, manage vendor governance, and translate technical outputs into business decisions.
- Interim Chief Product OfficerAn Interim Chief Product Officer stabilizes product strategy, accelerates development roadmaps and aligns engineering resources with immediate commercial goals.
- Interim IT executiveEngage an experienced interim IT executive to lead ERP portfolio management and technical integrations without the burden of long-term recruitment cycles.
- IT strategy consultantEngage an IT strategy consultant to oversee technical roadmaps and vendor performance. We deliver experienced leadership for mid-market security and systems.
- Interim Head of EngineeringEngage an Interim Head of Engineering to stabilize software delivery, manage engineering teams and resolve technical debt during executive transitions.
- Interim Head of SecurityHire an experienced interim head of security to manage technical risks, framework compliance, and executive reporting during leadership transitions.
- Interim Head of DataAn Interim Head of Data restores data integrity, governs platform architecture, and ensures BI reporting delivers accurate, actionable executive insights.
- Interim Data DirectorAn Interim Data Director stabilizes data pipelines, improves reporting accuracy, and governs architecture without the permanent executive burden.
- Fractional Chief AI OfficerHire a Fractional Chief AI Officer to bridge the gap between technical infrastructure and business outcomes through hardened production experience.
- AI strategy leadAn executive hire for your AI strategy lead role focuses on production, risk, and data infrastructure. We find leaders who move beyond prototypes.
- Interim Director of AIHire an experienced Interim Director of AI to audit your technical stack, stabilize production workflows, and execute high-impact machine learning projects.
- AI transformation leadHire an AI transformation lead with proven experience moving machine learning from pilot to production. Focused on technical rigor, governance, and scale.
- Interim Engineering DirectorEngage an interim engineering director to fix workflow bottlenecks, manage technical debt and stabilize delivery without a long-term hire.
- Interim Head of ITFind an experienced interim Head of IT to stabilize your mid-market infrastructure, optimize help desk workflows, and resolve complex network challenges.
- IT Operations ManagerHire an IT Operations Manager to oversee infrastructure, manage vendors and stabilize help desk performance during organizational changes.
- Fractional Chief Data OfficerEngage a fractional Chief Data Officer to oversee data strategy, architecture, and governance, ensuring reliable analytics and system security.
- Fractional Chief Digital OfficerHire a Fractional Chief Digital Officer to own your digital strategy, infrastructure, and technical vendor management while ensuring scalability and alignment.
Hiring guides
Not sure which title fits? Describe the seat in the form and we will match it.
Related roles
Verifying Technical Competence Beyond Titles
Effective technology executive searches require assessing verifiable operational history rather than generalized management theory. Many hiring managers make the mistake of prioritizing impressive job titles, which often obscures a candidate's actual capacity to manage specific ERP implementations, infrastructure portfolios, or complex technical vendor requirements. We evaluate professionals by their proven ability to handle carve-out TSA agreements, execute large-scale system integrations, and command substantial budgets while maintaining alignment with corporate technical objectives. Each search begins by documenting the specific pain points you need resolved, whether that involves stabilizing a failing data platform or managing an engineering team through a period of high technical debt. By focusing on concrete deliverables, we ensure that every individual presented possesses the practical competence to perform immediately upon arrival. Our methodology eliminates subjective guesswork, replacing it with verified evidence of past performance in high-pressure environments, ensuring our clients receive candidates prepared to hit the ground running from their first week on the job.
Security Leadership and Regulatory Compliance
Security leadership mandates a specialized vetting process focused on technical compliance and risk management proficiency. When identifying candidates for interim CISO or security leadership positions, we assess their documented history of managing specific framework programs including NIST CSF, ISO 27001, and SOC 2 requirements. We look for experts who demonstrate the ability to lead incident response efforts, manage complex board-level risk reporting, and oversee rigorous cyber insurance questionnaires. For fractional engagements, we target professionals who have successfully steered organizations through HIPAA or CMMC readiness and vendor risk assessments. The main trade-off in these roles involves choosing between an executive who focuses solely on governance and one who is comfortable with direct, hands-on control of security infrastructure. By isolating these specific regulatory domains and operational mandates, we provide specialists who understand the intricate balance between technical security controls and business continuity.
Identifying Passive Technical Talent
Our firm operates by identifying and engaging passive technical specialists who are currently employed and delivering results in demanding organizations. We avoid reliance on job boards, which frequently surface active job seekers rather than the high-impact leaders required for critical interim transitions. We cultivate deep relationships within specialized pools of technology professionals, including those proficient in product engineering leadership, modern software stacks, and data platform governance. We also maintain access to fractional leaders who have honed their skills within startup environments, engineering-first cultures, and complex data-driven enterprises. The key differentiator is interest verification; we contact people to check their availability and motivation rather than inferring potential from a generic online profile. By proactively approaching these professionals, we maintain a consistent flow of vetted talent ready to apply current expertise to solve immediate technical challenges.
Scoping Authority for Interim and Fractional Roles
The effectiveness of a technology placement depends entirely on the precise scoping of authority and the clarity of the initial mandate. Our engagements are defined by specific operating requirements, whether the need is for a full-time leader to drive a multi-month digital transformation or a fractional strategist to oversee MSP performance and infrastructure maintenance. We ensure the scope encompasses critical milestones, such as delivering BI reporting, optimizing engineering delivery cadence, or refining AI use cases for production readiness. A frequent mistake is failing to define the duration and depth of the role, which can create friction if expectations for daily management vary from the reality of the business need. The process is structured to prioritize immediate stabilization and comprehensive handover protocols, ensuring the incoming executive is fully prepared to manage technical debt or scale teams from day one.
Operational Demands of Leadership Placements
Choosing between an interim executive and a fractional leader requires understanding the specific operational demands of your technology organization. An interim CIO or CTO typically requires a full-time commitment over several months to manage intensive projects like infrastructure overhauls or organizational restructuring. In contrast, fractional leaders, such as a vCISO or fractional CTO, operate on a recurring schedule to provide ongoing strategic oversight, governance, and architecture guidance for mid-market firms or early-stage ventures. We help our clients differentiate these roles based on the depth of day-to-day management required versus the need for high-level tactical advice. If your goal is to change team composition or handle a crisis, an interim leader on-site is often necessary. If your goal is to maintain standards and provide expert direction to existing staff, a fractional arrangement is often more efficient.
Decision Making and Candidate Presentation
Our search methodology is designed to empower client decision-making through the presentation of multiple, highly qualified, and vetted candidate options. We facilitate a focused selection process, providing insights into each candidate's history with specific technologies, data platforms, or engineering practices. Clients retain complete authority over the final selection, as we provide the necessary context for them to evaluate which leadership style aligns with their current culture and technical requirements. We operate with a straightforward financial model: there is no fee unless you engage one of the professionals we present. This alignment ensures that our interests remain focused on delivering the highest caliber of specialized talent. By presenting options backed by evidence and transparency, we enable our clients to make decisive, well-informed choices regarding their leadership appointments. We believe in providing enough data for you to judge suitability yourself, rather than attempting to influence your decision with high-pressure sales tactics or unnecessary administrative delays.
Questions
How do you verify a candidate's technical skills?
We evaluate their operational history by discussing specific projects and technical challenges they previously managed. We confirm their background against your requirements before you ever review a candidate.
What if the candidate we select does not work out?
Our recruiting agreements include a replacement provision for standard searches. We detail the terms and the specific time period in your written contract.
Can I keep the search confidential?
Yes, we can manage the search process without disclosing your identity to candidates. You specify who we are allowed to approach and what information may be shared.
Are you able to find people who are currently employed?
Yes, we proactively reach out to passive candidates who are working now. We confirm their interest and availability for an interim or fractional role before presenting them.
Do I have to pay to see a list of candidates?
No, there is no fee unless you choose to engage someone we present. You only pay for results that meet your specific requirements.
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.