Interim executives
A general manager resigns, an operations lead goes on leave, an acquisition closes with no one running the business. The seat cannot wait for a long search. An interim executive from our team takes the chair within weeks, stabilises the function, fixes what is urgent and hands over to the permanent hire, everything documented. Ali leads the engagement and takes CMO and CTO seats himself.
What you leave with
A leadership seat filled without a gap, a stable or improved function, and a clean handover to the permanent hire.
Who it is for
- Owners who have just lost a key manager or executive
- Investors who need someone in the business from the day a deal closes
- Companies between leaders who want the seat improved before hiring permanently
What we deliver
- An interim leader in the seat, usually within two to four weeks
- A thirty day stabilisation plan: people, cash, customers, fires
- A weekly report to the owner or board on the function
- A definition of the permanent seat, informed by doing the job
- A structured handover to the permanent hire with a shadowing period
How it runs
01Brief
One or two conversations on the seat, the situation and what must not break, then we confirm who fits and when they can start.
02Stabilise
The first thirty days are about people, customers and cash. The interim meets everyone and fixes what is urgent.
03Improve
With the seat under control, the interim fixes what the previous leader never got to and documents the role as it should be.
04Hand over
We help define, hire and onboard the permanent leader, and shadow them for their first weeks.
Engagement and fees
Fractional Executive band, $25K to $60K per month for the interim period, typically three to nine months. Outcome based with a defined handover, never open ended or hourly. Every engagement is scoped after a call and confirmed in writing. See consultations and fees.
How an interim differs from a fractional seat
A fractional executive is part time and ongoing. An interim is full attention for a defined period with an end date. The interim's job is to hold the seat, calm the team and leave it better than they found it. Because an interim has no interest in keeping the job, they can make unpopular fixes and tell you the truth.
Ali takes CMO and CTO interim seats personally. Operations, finance and general management seats are filled by senior specialists from his team, whom you meet before they start.
The first thirty days
Day one is a meeting with the team to explain the arrangement. Week one is one to ones with every direct report and key customers or suppliers. Cash and customer commitments are confirmed by the end of week one. By day thirty there is a stabilisation report: what was found, what was fixed, what needs a decision from you. Nothing dramatic is changed in the first month unless it is on fire.
This pace is deliberate. Teams who have lost a leader need steadiness before they need change.
What to prepare and common mistakes
Access to the function's systems and reports, a list of direct reports and key relationships, and an honest account of why the seat is empty. The departing leader's notes, if any.
The common mistake is treating the interim as a placeholder and starting the permanent search on the old job description. The interim learns what the seat really needs, so use that. The second mistake is letting the interim stay indefinitely, which is why every engagement has a handover date.
Questions about this service
How quickly can someone start?
Usually within two to four weeks, depending on the seat and the specialist's availability. For CMO and CTO seats, Ali himself may start sooner. We confirm the date in the first conversation.
Which seats can you fill?
Marketing and technology leadership by Ali personally. Operations, general management and finance leadership by senior specialists from his team, finance alongside your CPA. We do not fill roles that require a licence we do not hold.
What if we want the interim to stay?
It happens. If both sides agree, the seat can convert to a fractional arrangement. We still recommend hiring the permanent seat, because the business should not depend on an outside firm for a core role.
Does the interim have decision making authority?
Yes, within limits set in the brief. An interim without authority is an observer. We agree spending limits, hiring authority and which decisions come to you, and we report weekly.
Tell us which seat is empty.
A 30-minute call with Ali about the business and the people running it. You leave knowing which role to fill first and whether fractional, outsourced or a hire is the right answer, whether or not we work together.