Interim leadership is often misunderstood. Many leaders assume it’s just a stopgap—something you only reach for when a senior executive exits unexpectedly—or that it requires a long ramp time or commitment.
In reality, interim talent can be a powerful lever for agility and speed. Whether full-time or fractional, these roles help companies of all sizes bridge gaps, lead through transitions, and accelerate high-impact work without the delay or risk of long-term hires.
I’ve seen organizations unlock immense value simply by thinking differently about how and when to use interim leadership. Here are seven scenarios where bringing in the right expert at the right time can move a business forward.
Scenario 1: Bridge to permanent leadership
Hiring the right person takes time. But critical roles can’t always wait 90 to 120 days (or longer) to be filled. An interim leader can keep things steady while you run a thoughtful search. At one private equity-backed industrials company, we placed an interim procurement category director who accelerated competitive events and savings until a permanent leader could be recruited.
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Scenario 2: Backfill for absences
Parental leave, health issues, sabbaticals—these things happen. But they don’t have to slow you down. When internal coverage isn’t realistic, a seasoned interim can step in and hit the ground running. For a global consumer packaged goods company, we placed an interim supply chain director who ensured continuity while the permanent leader was out.
Scenario 3: Launch new capabilities or functions
Starting up something new, whether it’s a capability, process, or function, takes focused leadership—and it’s not always something you want to build out long-term. Interim leaders can launch, lead, and hand things off once it’s stable. We’ve used this approach to help companies set up transformation offices, implement new operating models, and more.
Scenario 4: Lead through transitions or transformations
Some roles are temporary by design, but still mission-critical. Whether it’s an integration, restructuring, or turnaround, interim leaders can guide the effort and keep teams aligned. A global manufacturer we worked with appointed an interim chief transformation officer to drive a major program focused on efficiency and growth.
Scenario 5: Execute short-term but high-impact initiatives
Sometimes you need a specialist for a single sprint. A consumer durables manufacturer brought us in to help accelerate the sale of several high-value real estate assets and free up cash. We placed an interim real estate executive with Fortune 50 experience who was able to execute the plan without adding permanent staff. In another case, we placed an interim global packaging leader to design and deliver major cross-functional savings.
Scenario 6: Plug in during periods of rapid growth
When you’re scaling fast, hiring can’t always keep up. Interim executives can bridge the gap and bring stability while you build out the right team. We’ve supported high-growth firms with interim chief experience officers, VPs and director-level leaders who maintained momentum during key inflection points.
Scenario 7: Infuse new skills and perspectives
Sometimes you need a fresh perspective or niche expertise—fast. Interim leaders can bring in critical capabilities like AI, data governance, or SKU rationalization, and leave your team stronger in the process. These roles aren’t always permanent, but they’re often essential in the moment.
The bottom line
Interim leadership isn’t about filling a seat. It’s about unlocking capability—quickly and strategically.
For companies navigating complexity or growth, bringing in the right interim leader can be the difference between treading water and moving forward.