Executive Search by interim-xExecutive Search by interim-xCompanies need fast, effective solutions during critical phases
– whether for bridging gaps, during periods of change, or for restructuring.
This is precisely where ExecutiveSearch by interim-x comes in: We identify leaders who have already proven their impact in successful interim assignments and are considering a permanent position as a career option.
Instead of traditional headhunting processes, we utilize our existing pool: accredited and vetted managers who are available at short notice, highly effective in implementation, and culturally compatible.
When Executive Search by interim-x makes sense
- When the interim solution transitions into a long-term development phase
- When the interim managers prove to be a sustainable fit in terms of both expertise and culture
- When the strategic transformation requires continuity
- When a leader with demonstrable practical experience is sought
Why candidates from the interim management field are so compelling
- Experience with uncertainty and change – routine in dealing with crises, restructuring, and growth
- Clear results orientation and decisiveness – focused on output and impact
- Broad range of experience – cross-industry expertise, best practices, strategic and operational strength
- Availability and strong implementation skills – short onboarding time, immediate applicability
- Change management skills and communication skills – high acceptance among teams and stakeholders
Their qualities make interim managers ideal candidates for strategically important permanent roles – for example in the CFO, COO, CPO, CIO or CHRO environment.
Advantages
for Companies
Top candidates:
Presentation in 1-3 days.
Purely success-based fee model
25% of the target compensation, no risk.
High quality assurance
through accreditation and reference checks.
Time saving
no long search or notice periods.
No risk of miscasting
through upstream collaboration in an interim context.
International reach
Access to over 4000 accredited managers from all industries.
Practical examples
Crisis and turnaround situations
When a company is under short-term pressure—for example, due to declining sales, operational inefficiency, or liquidity problems—experienced interim managers are brought in to restore stability. An interim CRO or CFO assumes immediate responsibility for cost management, financing, and stakeholder communication. In many cases, these managers remain with the company long-term after successful consolidation to solidify the newly created structure and support further growth.
Example: A medium-sized automotive supplier is on the verge of insolvency. The interim CRO successfully negotiates with banks and suppliers, reduces fixed costs by 20%, and establishes effective liquidity management. After the restructuring, they permanently assume the role of CFO to continue operational stabilization.
Growth and scaling phases
During periods of rapid growth, internal structures often reach their limits. Interim managers with scaling experience create order, processes, and transparency where speed previously dominated. This ensures sustainable growth. Many of these experts are later hired permanently to lead the evolved organization.
Example: A tech startup grows from 30 to 150 employees in two years. An interim COO professionalizes budget planning, reporting, and team structure. After successfully building a functioning operations organization, they take on the role permanently to guide the next expansion phase.
Transformation and Change
Whether it's digital transformation, reorganization, or post-merger integration, interim managers with proven change management experience provide structure and speed during periods of change. They mediate between stakeholders, redesign processes, and foster acceptance of change. If it becomes clear during the project that the leader is a good cultural and professional fit for the company, they often become a long-term member of the new organization.
Example: Following a merger, an industrial group engages an interim change manager to integrate its IT and supply chain processes. Through clear communication and targeted harmonization of systems, the merger is completed faster than planned. Due to their impact on the post-merger team, the interim manager is later hired as Head of Transformation.
Cultural or structural realignment
When companies enter a new phase through a change of ownership or generational transition, interim managers take on responsible roles to balance stability and further development. They mediate between tradition and innovation and bring an external perspective without disrupting the existing corporate culture. This often leads to a long-term relationship of trust.
Example: A family business is sold by the second generation to a strategic investor. An interim CTO supports the transition, revitalizes leadership processes, and mediates between the former owners and the new management. After successful integration, they are offered a permanent position and lead the company through the next phase of modernization.