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Full-time temporary Chief Executives for 3-12 month assignments. Leadership for crisis, turnaround, founder exit, and succession gaps. Not part-time consulting.
An Interim CEO is a full-time temporary Chief Executive Officer appointed for a defined period—typically 3-12 months—to lead an organisation through critical transitions, crises, or transformation periods.
Unlike fractional or part-time executives, an Interim CEO is a full-time operational leader with complete executive authority. They chair board meetings, lead the executive team, make strategic decisions, and take full accountability for the organisation's performance during their tenure.
Interim CEOs are seasoned executives with proven track records in similar situations. They typically have 15-25 years of experience, often with previous CEO or MD experience, and specialise in rapid assessment, stabilisation, and execution under pressure.
This is not part-time consulting. An Interim CEO works 5 days per week on-site (or hybrid as appropriate), attending all board meetings, leading all-hands meetings, and functioning exactly as a permanent CEO would—just with a predetermined end date.
Boards typically appoint an Interim CEO in high-stakes situations where immediate, experienced leadership is essential. These are the most common scenarios:
Founder stepping down or being removed. Interim CEO bridges to professional leadership while board searches for permanent replacement.
Company in financial distress, regulatory crisis, or operational failure. Interim CEO stabilises and executes recovery plan.
Unexpected resignation, termination, or death. Interim CEO maintains continuity while board conducts proper CEO search process.
Permanent CEO hired but not available for 3-6 months. Interim CEO maintains momentum and prepares organisation for new leader.
Sale or IPO planned within 6-12 months. Interim CEO professionalises operations and maximises valuation.
Major strategic pivot, restructuring, or business model change requiring specific transformation expertise not in current team.
Company in immediate distress—financial crisis, regulatory breach, major client loss, or team exodus. Interim CEO conducts rapid assessment, stabilises operations, implements emergency measures, and restores stakeholder confidence. Often involves difficult decisions: restructuring, layoffs, asset sales, or bridge financing.
Company underperforming but not in immediate crisis. Interim CEO diagnoses root causes, develops turnaround plan, restructures operations, repositions commercially, and returns company to growth trajectory. Requires both strategic and operational expertise.
Founder stepping back from day-to-day leadership. Interim CEO professionalises operations, installs scalable processes, develops executive team, and prepares organisation for institutional leadership. Often involves delicate cultural transition from founder-led to professionally-managed.
Previous CEO departed and permanent replacement identified but not yet available. Interim CEO maintains business continuity, completes in-flight initiatives, prepares organisation for new leader, and conducts comprehensive handover. Least disruptive type of interim assignment.
Company preparing for sale, PE exit, or IPO. Interim CEO professionalises governance, cleans up financials, strengthens management team, improves operational metrics, and positions company for maximum valuation. Often works closely with investment bankers or corporate finance advisors.
Major strategic change required—business model pivot, digital transformation, geographic expansion, or portfolio restructuring. Interim CEO brings specific transformation expertise, drives execution, embeds new capabilities, and hands over to permanent leadership once transformation is established.
Interim CEO rates reflect the premium nature of the role and the experience required. These are full-time, high-stakes assignments with significant accountability.
SME / Early-Stage (£1m-£10m revenue)
Smaller companies, often founder-led transitions
£2,000-£2,500/day
Mid-Market (£10m-£50m revenue)
Established businesses, complex stakeholder environments
£2,500-£3,000/day
Large / PE-Backed (£50m+ revenue)
Corporate turnarounds, PE portfolio companies, high complexity
£3,000-£3,500+/day
Why premium rates? Interim CEOs command higher day rates than other interim executives because of the total accountability, 24/7 availability, board-level experience required, and immediate impact expected. A poor CEO hire—even temporary—can destroy significant value. Premium rates reflect the risk and expertise.
Appointing an Interim CEO raises important governance questions. Boards must consider these carefully:
The Interim CEO must be formally appointed by the board with clear delegation of authority. This includes:
Most Interim CEOs operate through limited companies (outside IR35) rather than as employees. Key contractual points:
How the board communicates the interim appointment affects credibility and confidence:
Unless the interim CEO is auditioning for the permanent role, the board must run a parallel CEO search:
Interim CEOs often have portfolio careers. Boards should address potential conflicts:
Even temporary CEOs need clear objectives and accountability:
Legal advice recommended: Appointing an Interim CEO involves employment law, corporate governance, and contractual complexity. Boards should seek legal counsel to structure the appointment properly, particularly around authority delegation, IR35 status, and D&O insurance coverage.
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