The Right Leader, Right Now: What Makes Interim Executives a C-Suite Power Move 

Boardrooms worldwide are grappling with a leadership crisis unthinkable just a decade ago.

The traditional model of executive succession relied on careful planning, methodical searches, and gradual transitions. But that model has collided with a business reality that demands immediate, expert responses to challenges that change by the week, not by the quarter. 

CEO departures hit record levels globally in 2024, with executive turnover reaching new heights across major markets. This exodus goes beyond normal turnover patterns. It reflects a new reality where 64% of board members expect to lose a C-suite member within two years, and research shows that poorly managed CEO transitions wipe out nearly $1 trillion in market value annually across the S&P 1500. 

But rather than simply watching the chaos unfold, boards are changing how they approach C-suite leadership entirely. Enter the interim executive: not a temporary fix, but a strategic weapon that’s changing how companies handle leadership when speed and expertise matter most. 

The Forces Behind Executive Upheaval

Modern CEOs face challenges that would have overwhelmed their predecessors. The pace of business has accelerated beyond recognition. Decisions that once took months now require resolution in weeks, while leaders must simultaneously handle geopolitical tensions, AI implementation, cybersecurity threats, and supply chain disruptions. It’s a level of complexity that didn’t exist a decade ago. 

When leadership transitions go wrong in this environment, the damage is staggering. Harvard Business Review research demonstrates that companies scrambling to find CEO replacements forgo an average of $1.8 billion in shareholder value. This figure represents more than operational losses. It shows how harshly markets now punish boards that cannot execute effective transitions when every quarter counts. 

The crisis extends well beyond the CEO role. Organizations need leaders who can deliver results immediately, yet traditional hiring still assumes companies have months for executives to learn the business. That disconnect has become dangerous. While 80% of surveyed executives say enhancing organizational leadership is a top priority, only 41% of business leaders feel their organizations meet the necessary leadership standards. This widening gap forces companies to abandon traditional approaches and try something entirely different. 

The Rise of Interim Leadership

Interim executives represent a different category of professional entirely from traditional executives. Rather than climbing corporate ladders within single organizations, they have built careers around solving problems across multiple companies, industries, and crisis situations. This experience base gives them immediate credibility and effectiveness that permanent hires often lack during their first critical months in a new role. 

The market has recognized this value. Rather than viewing interim executives as temporary placeholders, companies increasingly deploy them as strategic assets during the most important periods of organizational change. Private equity firms, in particular, have become major drivers of interim executive demand because they understand a basic truth: in high-stakes situations where millions of dollars hang in the balance, organizations cannot afford a learning curve. 

The effectiveness of this approach becomes apparent when examining transformation success rates. McKinsey research on organizational transformations reveals that less than one-third of respondents say their companies’ transformations have been successful at both improving performance and sustaining improvements over time. Meanwhile, Harvard Business Review analysis shows that only 12% of change efforts produce lasting results. These statistics explain why companies are turning to leaders with proven track records. 

The Advantages That Drive Results

Immediate Impact Without Organizational Politics

Traditional executive hires spend months understanding internal relationships, learning about historical decisions, and building political capital before they can implement meaningful changes. At the same time, they face an impossible balancing act. Research shows nearly three in five executives saying that taking decisive action for results is more important than demonstrating empathy and flexibility—even though 96% believe effective leaders must support employees in both their professional and personal lives. This tension between needing quick results and maintaining long-term relationships paralyzes many permanent executives. 

Interim executives avoid this problem entirely. They arrive with clear mandates and no need to preserve relationships that might compromise difficult decisions. They can focus on decisive action when companies need it most. This external perspective proves invaluable when change requires tough choices about people, processes, and priorities. 

Cost-Effective Access to Strategic Expertise

The economics make increasing sense as boards face growing pressure to demonstrate fiscal responsibility. Interim executives eliminate the long-term financial commitments associated with permanent hires—extensive benefit packages, equity grants, severance protections—while providing immediate access to C-suite expertise. For companies facing specific challenges that require specialized knowledge, this model offers strategic capabilities without permanent overhead. 

Advanced Succession Planning Through Practice

Perhaps most strategically valuable, interim executives serve as advanced succession planning tools. They can evaluate internal talent with an objective eye, mentor high-potential candidates, and create knowledge transfer processes that permanent hires often cannot provide. This preparation creates a foundation for future permanent leadership while addressing immediate operational needs. 

What Sets Our Approach Apart

At Stanton Chase, we bring decades of executive placement expertise with a proven methodology that ensures successful interim transitions. Our global executive network spans all major sectors, from technology and private equity to healthcare and manufacturing, giving us access to leaders who have already solved challenges like yours. 

Our process goes beyond simple placement. We conduct thorough needs assessments, carefully select up to three qualified candidates who are immediately available, and provide continuous support throughout the engagement. Regular feedback sessions and progress reviews keep assignments on track, while our partners work directly with both you and the interim executive to ensure successful integration. 

What makes the difference is that our interim executives deliver results from their first week. They’re not consultants who provide recommendations; they take ownership and personally ensure implementation. Combined with our comprehensive goal setting and outcome evaluation for every engagement, this approach ensures business continuity exactly when you need it most. 

The Strategic Choice for Modern Boards

The question facing boards is not whether interim executives can be effective—the research and market evidence prove they can. In fact, the right leader at the right moment can change a company’s entire trajectory. In a time of constant disruption, that might mean choosing someone who has built their career on making the impossible look routine—even if they are only staying long enough to prove it can be done. 

About the Authors

Petra Gerstner-Eilers is Managing Director at Stanton Chase Frankfurt. With over 30 years in executive search, she brings deep expertise across industrial, life sciences, healthcare, and consumer sectors. Petra began her search career in 1992 and has held partner positions at IIC Partners Munich, where she spent many years before building Brunel’s executive search department in Germany. Petra studied business administration in Germany and Sweden. 

Olivier Van Dierdonck serves as Director at Stanton Chase Nashville, bringing over 20 years of senior-level executive search experience. He specializes in recruiting board members and senior executives for hospitals, health systems, and physician groups. His operational background includes positions with rural and urban hospital systems and national physician practice management organizations. Olivier holds a Master’s in Healthcare Administration from Duke University and a Bachelor of Science from Davidson College.