From Crisis to Continuity: How Interim Executives Keep Companies Moving

Few events are as disruptive as executive turnover, particularly in times of high turmoil. And while companies sometimes have the opportunity to plan for an unwanted leadership change, they often do not.

As with any role, unforeseen events can suddenly prevent an executive from fulfilling their responsibilities as intended. Sometimes a leave of absence is temporary and timebound—while other times they aren’t.

By most estimates, an executive search process takes three to six months to find the right candidate for a role. If the candidate is hired externally, it may take an additional six months for them to fully onboard. In the meantime, the organization still needs to deliver on the cadence and commitments of their business. They still need senior expertise to manage their operations, lead teams, set strategy, plan budgets, and support compliance. While some of these activities can be deferred, few companies can afford to pause every strategic imperative. What is a company to do?

More and more, companies are embracing an interim leadership model to address these unexpected and urgent gaps in leadership. An interim executive is a highly experienced professional, brought in on short notice to fill a temporary gap in leadership within an organization. These professionals provide organizations with strategic direction, operational continuity, and transformative leadership during transitional periods.

How an Interim Leadership Differs from Past Solutions

Unexpected leadership changes are not new to organizations, but these gaps have traditionally been addressed by one of two options: a consultant or a contractor.

A consultant is an external individual who possesses a great deal of subject matter expertise, likely because they’ve held similar roles in the past, potentially in similar industries. While they can be valuable resources for setting strategy, they generally limit their involvement in execution. Their assignments are typically temporary and flexible, but they often fill only a portion of the responsibilities of a dedicated hire. As a result, consultants are usually not a solution for leadership gaps that require people management, budget planning, or compliance reporting.

A contractor also fills in a role on a temporary basis, but these are typically an internal candidate in a more junior position seeking to gain experience through short-term placement. While contractors may have a strong knowledge of the organization and its challenges, they often lack insight into broader industry trends and external best practices. Additionally, they face a steep learning curve in becoming a senior leader, meaning they require time to adjust to working at a higher level. Finally, because many contractors take on these roles to accelerate their career trajectory, they often aim to transition into a full-time position.

Speed to Value: When to Use an Interim Executive

By contrast, an interim executive combines the strengths of both solutions while avoiding many of the typical pitfalls. The ideal interim candidate is often a former executive who has entered a new stage of their career—one that prioritizes flexibility and variety over the security of a traditional full-time role. The result is a unique blend of execution and expertise, making interim executives a highly effective solution for bridging leadership gaps.

Interim executives possess industry knowledge and a track record to step in immediately. As the title suggests, interim executives are well-suited for temporary coverage for an in-role executive. These can be personal situations where the leader needs to scale their activity back in the short term, but has every intention of returning to their role in the future.

Unlike a consultant or a contractor, they fully take on the responsibilities of a leadership role while maintaining a temporary status, making them especially well-suited to backfilling a sudden, disruptive leadership departure. For example, if a CFO left mid-budget cycle or a head of IT resigned three months into a major project. In these situations, the financial cycle or project investment can’t be paused—and the company can’t afford a six-month vacancy while identifying a replacement.

Conclusion

An interim executive is more than just a temporary leader—they are seasoned problem-solvers who bring immediate stability and expertise to an organization. Whether stepping in during a leadership transition, driving operational transformation, or bridging a critical gap, these professionals ensure that businesses continue to function smoothly and efficiently.

Companies that embrace interim leadership not only gain access to seasoned expertise but also position themselves to adapt quickly and seize emerging opportunities. With its proven track record of delivering impact, the interim executive model is set to become an essential component of modern workforce strategies, helping businesses navigate complexity and thrive in an ever-changing landscape.