From enquiry to onboarding

From the first conversation to the interim executive’s first working day typically takes 5–10 working days. Here is what happens in that period — and what must be in place for the assignment to succeed.

Step 1: We understand the situation — not just the task

The first conversation is not about presenting candidates. It is about understanding the situation precisely. What is the challenge? What has happened — or what is about to happen? Who is involved, and who will the interim executive work with? What is the timeframe, and what defines a successful outcome? The board or executive team is typically involved from the outset, because the mandate originates there. A 20-minute conversation is often enough to establish sufficient clarity to move forward.

Step 2: We present matched profiles within 48 hours

Once the situation is understood, we identify the profiles that fit this specific assignment. Not the best profiles on the shelf. The profiles that have solved comparable challenges under comparable conditions. We typically present two to three candidates within 48 hours. Each profile is accompanied by a situation-specific rationale: why this executive is relevant to your specific situation. The choice is always the organisation’s.

Step 3: The mandate is defined precisely

Once the organisation has selected a profile, the mandate is finalised. This is not a formality — it is the single most important point in the entire process. The mandate answers four questions:

• What is the specific assignment and the expected outcome?
• What decision authority comes with the role?
• Who does the interim executive report to?
• What is the timeframe — and what happens at the end of the assignment?

A precise mandate means the interim executive can act from the first day. An unclear mandate means the first weeks are spent clarifying what they are actually there to do — and that is wasted time in a situation that is already under time pressure.

Step 4: Onboarding into the organisation

Onboarding typically takes place within 5–10 working days from the first conversation. In urgent situations it can happen faster. During the first weeks, the interim executive focuses on two things in parallel: gaining a clear picture of the organisation’s situation, structure and key decision points — and beginning to execute on the most pressing priorities. A successful onboarding requires clear communication to the organisation about the interim executive’s role and mandate. Employees and middle managers need to know who the interim executive is, what they are there to do and what decision authority the role carries. That is the organisation’s responsibility — and we help prepare it.

The handover is planned from day one

The interim assignment has an end date. That means the handover must be planned early — not in the final weeks. What needs to be documented? Who takes over responsibility? What are the key decisions that must be anchored in the organisation before the interim executive leaves? These questions are asked from the outset — not as an afterthought. The assignments that create the most lasting results are those where the handover is an integral part of the work from the beginning.

Related topics

• Matching and mandate — what determines whether the right match holds.
• When we decline — the situations where interim leadership is not the right answer.
• Common mistakes when using interim executives — and how to prevent them.