Interim management means entrusting the leadership of an organization, function or strategic project to an experienced executive for a fixed period, usually 6 to 18 months.
Where consulting produces recommendations, the interim manager holds the mandate. They make decisions, sign off, manage existing teams and carry operational responsibility. Success is measured through concrete deliverables: turnaround, deployed transformation, renewed growth or restructured teams.
The profession emerged in Northern Europe in the 1970s and became professionalized in France from the 2000s onward. The French market now represents more than EUR700m in annual services, with double-digit growth over the last 5 years.
Why use it rather than a permanent executive?
Speed
Profiles presented within 72 hours, start within 30 days. A classic recruitment process takes 4 to 6 months.
Targeted experience
A manager who has already lived your situation 2 or 3 times. No learning curve to finance.
Delivery commitment
Mission framed by deliverables and milestones. No observation period: value is measured from month 2.
Contract flexibility
Mission end without severance, settlement or dispute. The contract follows the project timeline.
Political neutrality
The manager is not a candidate for the permanent role. They make difficult decisions without career bias.
Organized transfer
Documentation, successor training and handover committees. The organization gains maturity.
What interim management is not.
How a typical mission unfolds.
Brief
Scoping with senior partner
Shortlist
2 to 3 profiles presented
Selection
Cross-interviews and decision
Start
30/60/90 plan
Mid-mission
Alignment committee
Transition
Handover to successor