Introduction
Certain moments demand decisive leadership. An executive exits unexpectedly. Performance deteriorates. A company enters restructuring, turnaround, or acquisition. In these situations, leadership gaps create immediate risk, and waiting months to hire a permanent executive is not an option.
This is where interim executive leadership comes in.
An interim executive is a senior leader who steps into a full-time executive role on a temporary basis to stabilize operations, restore confidence, and guide an organization through a defined period of transition. Companies and investors rely on interim executives when urgency, complexity, and accountability require experienced leadership immediately.
What Is an Interim Executive?
An interim executive is an experienced senior leader who assumes full responsibility for an executive role for a limited period of time. Unlike a permanent hire, an interim executive is engaged specifically to manage transition, reduce risk, and prepare the organization for its next phase.
Interim executives are not advisors, and they do not simply consult from the sidelines.. They operate with full authority, lead teams, make decisions, and are accountable for outcomes while the organization works toward a longer-term solution.
Common interim executive roles include:
- Interim CEO
- Interim CFO
- Interim COO
- Interim CMO
- Interim CHRO
Each role addresses a different leadership gap, but all share the same purpose: immediate, full-time executive leadership during periods of change.
How Interim Executive Leadership Works
Interim executives are typically deployed when leadership cannot pause and continuity is critical.
Engagement Structure
- Full-time, short-term engagement
- Clearly defined mandate and objectives
- Direct accountability to the board, investors, or leadership team
Authority and Accountability
- Operate with full executive decision-making power
- Lead teams, manage budgets, and drive execution
- Accountable for stabilizing the organization and delivering results
Duration
- Engagements typically last several months
- Timeline is driven by transition complexity and leadership needs
- Role ends once stability is restored or a permanent executive is in place
Interim Executive vs Other Leadership Models
Understanding how interim executives differ from other options helps organizations choose the right approach.
Interim Executive vs Full-Time Executive
- Interim executives are temporary but fully embedded
- Full-time executives are permanent hires
- Interim roles prioritize speed and continuity
Interim Executive vs Fractional Executive
- Interim executives are full-time and time-bound
- Fractional executives are part-time and ongoing
- Interim roles address urgency, while fractional roles support sustained growth
Interim Executive vs Consultant
- Consultants advise without authority
- Interim executives lead with decision-making power
- Interim executives own outcomes, not recommendations
What Does an Interim Executive Do?
While responsibilities vary by role, interim executives typically focus on the following priorities.
Stabilize Leadership and Operations
- Step into executive leadership immediately
- Restore clarity around priorities and accountability
- Maintain continuity across teams and functions
Lead Through Transition
- Manage restructuring, turnaround, or organizational change
- Support leadership transitions and team realignment
- Rebuild confidence internally and externally
Reduce Risk and Restore Control
- Address operational, financial, or people-related risk
- Improve governance, reporting, and decision-making
- Resolve issues that require senior authority
Prepare the Organization for the Next Phase
- Assess leadership, systems, and processes
- Build transition plans and documentation
- Support the search and onboarding of a permanent executive
When Should a Company Hire an Interim Executive?
An interim executive is often the right choice when:
- An executive departs unexpectedly
- Performance issues require immediate correction
- The organization is undergoing restructuring or turnaround
- A merger, acquisition, or integration creates leadership gaps
- A permanent hire will take time and cannot delay action
From an investor perspective, interim executives are frequently deployed to protect value and stabilize portfolio companies during periods of change.
Benefits of Hiring an Interim Executive
Interim executives provide experienced leadership when timing and certainty matter most.
Key benefits include:
- Immediate access to senior executive leadership
- Full-time focus during critical periods
- Reduced disruption during transitions
- Clear accountability while long-term decisions are made
Interim Executive Roles at a Glance
Different interim executive roles address different organizational challenges.
- Interim CEO: overall leadership, stability, and execution
- Interim CFO: financial control, reporting, and capital management
- Interim COO: operations, process refinement, and execution discipline
- Interim CMO: marketing strategy, performance, and team alignment
- Interim CHRO: people leadership, risk mitigation, and culture stability
Organizations often deploy interim executives across multiple functions during complex transitions.
Why Choose SIZE for Interim Executive Support
Interim leadership requires speed, credibility, and experience. SIZE is built to deliver all three.
- Rapid access to seasoned executives
- Deep experience supporting founders, boards, and funds
- A proven model for stabilizing organizations during critical moments
Work With an Interim Executive Today
When leadership gaps create risk, waiting is not an option. An interim executive provides immediate stability and experienced guidance during periods of transition.
Book a Call to explore interim executive leadership support.
Frequently Asked Questions
What is an interim executive?
An interim executive is a senior leader who temporarily assumes full responsibility for an executive role during a period of transition or change.
How long does an interim executive engagement last?
Engagements typically last several months, depending on organizational needs and the complexity of the transition.
When should a company choose an interim executive over a fractional executive?
An interim executive is best when full-time, hands-on leadership is required immediately due to urgency, risk, or disruption.