Management
Interim Management
Seasoned leadership, in the seat this week
A transition that stays manageable instead of becoming a crisis
The work
Senior-led work that holds up.
When a critical seat is unexpectedly empty, the business cannot pause. We place senior operators immediately — to run the function fully until the right permanent leader is hired.
Who it’s for
Boards and CEOs managing an unplanned leadership gap from a sudden departure, a failed search, or an organizational change — where the seat cannot be left empty and placeholder management is not acceptable.
The critical turn
When a CEO, CFO, or COO seat is empty and the business cannot wait three to six months for a permanent hire. When the function needs real decisions and real accountability — not a committee, a title, or an acting designation.
How it works
A clear path to a result that holds
Place a senior operator in the role within days — fully briefed, immediately credible, no ramp-up delay
Secure the function, the team, and key external relationships; assess what needs to be fixed before the successor arrives
Run the function fully — make the decisions, carry the accountability, and execute at the level the seat demands
Support the permanent search, build a clean handoff plan, and ensure the successor inherits a stronger function than the one we found
What we do
What every engagement includes
Rapid Placement
Place a senior operator into the role within days — not weeks
Stabilize Function & Team
Stabilize the function, the team, and key external relationships from day one
Real Decisions
Make the decisions the seat requires — not placeholder or consensus management
Improve, Not Maintain
Improve the function during the interim, not just maintain it
Clean Handoff
Support the permanent search and execute a clean, well-documented handoff to the successor
Outcomes
What you walk away with
Steady Tempo & Credibility
No drop in operating tempo, external credibility, or stakeholder confidence
Real Accountability
Real decisions made and real accountability held during the gap
Stronger Function
A stronger function handed to the permanent successor
Time To Choose Well
Time and space to make the right permanent hire — without organizational pressure to rush
Manageable Transition
A transition that stays manageable instead of becoming a crisis
Why Inglewood
Experience on every side of the table.
Our interims are former CEOs, CFOs, and COOs who have held these roles for real — not consultants wearing a title temporarily. They take the seat, take the calls, and take the accountability. The full firm stands behind every placement.
Common questions
Questions we hear early
A senior Inglewood partner steps into your open CFO, CEO, or COO seat full-time and owns the role outright — not a part-time advisor observing from the sidelines. The interim has authority to act, runs the function day to day, and reports directly to the board. You get an accountable executive in the chair, not a set of recommendations.
Boards, owners, and private equity sponsors call us when a key seat has just gone empty or is about to, whether from a sudden departure, a post-M&A integration, or a turnaround that can't wait for a permanent search. The right time to engage is the moment the vacancy is real: every week without an accountable leader puts cash, controls, and the team at risk. Bringing someone in early protects the business while you run a proper search.
In days, not weeks. We deploy a seasoned operator quickly with authority to act, and the priority from week one is steadying liquidity, reporting, and decision-making under pressure. The goal is to remove operating risk immediately so the company holds firm while leadership is resolved.
Stability held from day one, one executive fully accountable for the function, and a stronger, better-run operation than the one we inherited. Just as important, you get a clean, defined handoff to your permanent hire — a transition plan, not an open-ended stay. That also buys the board time to run a real search without operating under duress.
Since 1983, Inglewood has put seasoned operators into the seat under pressure, and every engagement is led by a senior partner who has actually held the role before — never delegated to junior staff. Because interim mandates often sit alongside restructuring, M&A, and turnaround work, the same partner can carry the company through the whole transition rather than handing it off. If your situation is really a turnaround, we can pair this with our turnaround mandate.
Related services
Often engaged alongside
Start the conversation
Request a consultation
Request a confidential call about your open seat
- A senior partner reads every request and responds personally.
- Confidential, and no obligation — a straight read on where you stand.
- Typically a reply within one business day.
Request a consultation
Request a consultation
Tell us about your situation. A senior partner reads every request and responds directly.