Role search
Get an Interim CEO who can own the business mandate and board relationship. Also called Acting CEO, Temporary CEO, Interim Chief Executive, CEO-for-hire
No postings. No stacks of resumes. No chasing. You choose from a short list of people who have done this before.
No upfront fee. You pay only if you engage someone we present.
Interim Headhunters: The board needs someone who can make operating decisions, not just report the problems back.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
- Interim CEO
- Acting CEO
- Temporary CEO
- Interim Chief Executive
- CEO-for-hire
The judgment call
What this hire really comes down to
Hiring an interim executive is a tactical choice to stop organizational bleeding. You require a leader who acts immediately without needing a cultural induction period. This person must possess the specific operational experience to handle your exact ownership structure. Whether your business is backed by private equity or family wealth, the executive must understand the reporting cadences and fiscal constraints unique to that model. They enter a high-pressure environment where investors demand clear financial visibility and operational control. Every day they spend learning the business is a day of lost value for your stakeholders.
Your new leader must provide a diagnostic perspective on day one. They need to reconcile raw data with the current reality of your ledger. This is not a time for strategic contemplation or long-term vision building. We prioritize leaders who can identify risks and secure essential business levers. They must stabilize your internal team and calm institutional anxiety while the board decides on the permanent path forward. Success in this role is judged by the restoration of order and the objective clarity they bring to your boardroom discussions.
What should the brief settle before we search?
The board needs someone who can make operating decisions, not just report the problems back. A CEO brief starts with the limits of that authority. Can this person change the leadership team, renegotiate customer terms or stop an investment? Who approves a change to the financing plan? A candidate who has led a division may have relied on a parent company for treasury, legal advice and people decisions. Running an independent company without that support is a different assignment. Ask for the decision they personally made when the board, lender and operating team wanted different things. Check who carried the consequences. In a distressed company, the CEO and finance lead also need a clear split between cash control and commercial decisions. Do not give both people responsibility for the same approval with no way to settle a disagreement.
What we check
What we check before you see anyone
- We verify the candidate has personally held full P&L authority in organizations of similar size and complexity to your own. We confirm they have successfully managed EBITDA targets under the specific ownership constraints you currently face.
- We require evidence of their ability to communicate with institutional lenders and equity holders. They must describe instances where they explained negative financial performance to a board and the specific corrective actions taken to satisfy those stakeholders.
- We assess their history of team stabilization by reviewing how they handled personnel during previous transitions. We look for proof that they can retain essential staff while simultaneously cutting unnecessary overhead in the first thirty days.
- We conduct deep-dive behavioral interviews focusing on their decision-making process during periods of fiscal distress. We demand clear examples of how they handled capital structures while maintaining daily operations without causing further degradation to the firm.
Sourcing
Where we find them
We do not rely on active job boards or resume databases to source your interim leadership. Our team maps organizational hierarchies within private equity portfolio companies and family offices. We look for high-impact leaders who are currently operating at full capacity. These individuals are not looking for work, but they often respond to assignments that offer a clear, difficult challenge. They understand the value of a sensitive transition and view these roles as a way to prove their effectiveness in different, complex environments.
A leader would take this assignment because it provides an opportunity to deploy their full toolkit without the long-term baggage of a permanent executive role. They are attracted to environments where they can focus entirely on stabilization and value creation. They value the ability to move through an organization, fix the primary operational bottlenecks, and hand over a clean slate. This is a deliberate career path for executives who thrive on complexity rather than steady-state management.
We identify candidates who have successfully handled similar ownership hurdles in the past. We verify their current status through confidential outreach within the industry. By focusing on passive talent, we ensure the person you interview has contemporary, relevant experience that is ready for immediate deployment. This approach minimizes the risk of hiring someone whose skills have become stale or who lacks the current, hands-on experience needed for your specific situation.
Where searches go wrong
Mistakes we see
- Many hiring managers prioritize industry jargon or pedigree over raw operational competence. A leader might look great on paper but fail to understand the specific pressure of private equity reporting requirements or debt covenants. This mismatch creates immediate friction with your board.
- It is a frequent error to assume an interim leader will function as a long-term strategic visionary. This focus on long-term goals distracts from the immediate need for stabilization and cash flow management. A leader focused on long-term culture-building will ignore the immediate crises that threaten the business viability today.
- Failing to define the exact reporting lines and decision-making authority creates confusion during the handover. If the interim leader is forced to seek board permission for every minor tactical change, they lose the ability to act with the necessary speed. This lack of clear rights prevents them from stabilizing the organization effectively.
The search
How the Interim CEO search runs
- We start by conducting a diagnostic assessment of your current operational and financial environment. We define the specific inflection point your business faces. We identify the key milestones that constitute a successful engagement. This initial phase ensures that every candidate we propose understands the exact nature of the problem they are walking into.
- We then perform a rigorous, evidence-based search for leaders who match your requirements. We disregard legacy credentials that no longer align with current operational needs. We present a shortlist of vetted executives who have demonstrated the ability to lead under pressure. You review these options and determine which personality and approach best fit your current organizational dynamic.
- Once you select a candidate, we facilitate the final engagement terms. We operate on a contingency basis, meaning you pay no fee unless you choose to hire someone we present. We do not act as the employer of record, and we do not provide insurance or employment guarantees. We provide the context and background to help you make an informed decision, leaving the final authority to your board.
Questions
How long until I receive a shortlist of qualified candidates?
Our candidate delivery relies upon the market supply of leaders currently transitioning who match your specific scale. We prioritize verified executive performance and cultural alignment over rapid submission volume.
How do you handle counteroffers or executive availability?
We manage availability concerns by vetting candidates early in the process. We ensure they are genuinely prepared to accept a new assignment before you conduct your first interview.
What should we discuss before requesting Interim CEO candidates?
A CEO brief starts with the limits of that authority. Can this person change the leadership team, renegotiate customer terms or stop an investment?
How does relocation impact the search for an interim leader?
Most interim leaders expect to travel or work on-site for the duration of the assignment. We clarify these expectations with candidates during our initial screening to avoid later complications.
What if the candidate we select does not fit our culture?
We provide detailed evidence of how a candidate handled previous, similar scenarios to help you assess fit. You review these details and choose the person who you believe will best handle your internal environment.
What are the payment terms for this search?
No upfront fee. You pay only if you hire. Contract terms are agreed in writing, and we do not imply that we employ or insure any workers we present.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
How are recruiting fees agreed?
No upfront fee. You pay only if you engage someone we present. We scope the assignment before quoting; the fee page explains our model.
How soon can we see options?
Availability depends on the assignment and the people who fit it. We qualify interest and commitments rather than promising a shortlist date before the search is scoped.
What if the scope grows?
Discuss new responsibilities before adding them to the engagement. Agree the priorities and record any change to the brief and terms.
Can we extend an engagement?
Discuss what remains unfinished and whether the same responsibility is still needed. Extensions depend on the person's commitments and the agreed engagement terms.
Can the appointment become permanent?
A permanent move can be discussed if both sides want it. Review the future role and the applicable agreement instead of assuming that temporary coverage automatically converts.
How is a confidential search handled?
Tell us what can be disclosed and whom we must not contact. We agree those boundaries before approaching people; do not send sensitive records with an initial brief.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not sell job-board reposting as a search or bill hourly for recruiting work. We do not take a retainer unless expressly agreed, and an introduction does not authorize an engagement.
Tell us the seat
No upfront fee. You pay only if you hire. Share the title, the situation and the timing. A person reads it.
Interim CEO by industry and related roles
Need the team under this role?
Interim CEO by industry
All industries
- Private Equity & Portfolio Companies
- Real Estate & Development
- Financial Services & Fintech
- Professional & Business Services
- Family-Owned & Owner-Led Businesses
- Venture-Backed & High-Growth Companies
More Executive Leadership & Board roles
The Six-Step Search
What do you get at each step of the search?
We agree what the person must own before contacting anyone. You see how the search is scoped and which backgrounds we pursue. We speak with candidates about the work before presenting them. The Six-Step Search gives you useful written notes and support through interviews, rather than a pile of applications.
- 01
Scope call
We talk through the seat, the business and what has to change.
You get: A one-page role brief you approve before we search.
- 02
Market map
We work out where people who have done this job actually sit.
You get: A short note on the pool and how we plan to reach it.
- 03
Direct outreach
We approach people who are not looking at job boards.
You get: Progress updates so you are never chasing us.
- 04
Screening
We interview every candidate on the work, not the resume.
You get: Written notes on fit, availability and terms for each person.
- 05
Shortlist and interviews
You meet a short list. We handle the scheduling.
You get: Several vetted options and a debrief after each interview.
- 06
Offer and start
You choose. We help settle terms and the start date.
You get: Confirmed terms, a start date and check-ins after day one.
Tell us who you need.
No upfront fee. You pay only if you engage someone we present.
Send us the seat. We will take it from there.
No upfront fee. You pay only if you engage someone we present.