### Recruiter / Headhunter to Represent Experienced Director-Level Candidate

I’m looking for an experienced recruiter or headhunter interested in partnering with me on my job search.

I am a technology professional with 18+ years of experience, including approximately seven years at the Director level, with a combination of technical, business, entrepreneurial, and operating experience. My background also includes two master’s degrees, including an MBA, and Ivy League credentials. I’m based in Florida and authorized to work in the U.S.

For my next role, I’m primarily exploring **Director, Senior Director, and VP-level opportunities**, particularly across program/project leadership, operations, technology, transformation, and related functions.

I’m comfortable with my résumé and interviewing ability. Where I would particularly value help is in the part of the search that good recruiters are much better positioned to handle: **understanding where my background is most marketable, identifying the right opportunities and people, creating introductions and conversations, and maintaining momentum throughout the search.**

I’m deliberately keeping the target somewhat broad because I would value the recruiter's perspective. Someone experienced in this market may see opportunities or positioning in my background that I haven't considered.

### The Engagement

I’m looking for someone who can take meaningful ownership of the search rather than simply provide coaching or submit a large volume of applications.

Depending on your approach, that might involve identifying target companies and opportunities, connecting with hiring managers and recruiters, direct outreach, leveraging your existing relationships, selective applications, follow-up, and keeping the overall pipeline organized.

I’m not looking to prescribe exactly how that should be done. **If you have experience successfully placing people at this level, I’m interested in hearing how you would approach my profile and the current market.**

### Compensation

This engagement should be structured as a performance-based partnership, with compensation tied primarily to results. The preferred model includes compensation for qualified interviews generated through the engagement, with a substantially larger success fee upon acceptance of an offer.

Specific amounts, milestones, and overall compensation structure are open to negotiation based on experience, approach, and scope. The key principle is that the majority of compensation should be earned through results rather than upfront or recurring fees.

### Who Might Be a Good Fit

I’m open to independent recruiters, headhunters, recruiting firms, executive-search professionals, or others with relevant experience.

The strongest fit would likely be someone with experience recruiting Director/VP-level professionals in the U.S. and a demonstrated ability to generate opportunities through sourcing, relationships, direct outreach, and introductions—not exclusively through online applications.

I’m attaching my résumé so you can evaluate my background before deciding whether this is an engagement that interests you.

Ultimately, I’m hoping to find someone who reviews my background, sees a strong opportunity to market it effectively, and is interested in building a **mutually beneficial, results-oriented relationship**.

If you think there could be a fit, I’d be happy to have a conversation.