48 hours to secure a vacant Corporate function
An interim management firm dedicated to the sensitive Corporate functions. In under 48 hours we deploy experienced managers, each of whom we have met and assessed.
The situations that leave no three months
A General Counsel who leaves in the middle of a transaction. The Compliance Officer absent when an inspection lands. A finance function to hold during a disposal. These situations give no warning, and leave no time for a conventional search.
We apply to interim management the same standards as to our permanent searches. One rule without exception, never a profile we have not met and assessed ourselves.
Deployed in under 48 hours
BCP Partners provides interim management solutions to support companies through periods of strategic change.
Whether the need is to cover an absence, lead a specific project or steer a transformation, we deploy experienced and operational managers quickly.
Speed of deployment
Solutions in place within 48 hours to answer your urgent needs effectively.
Sector expertise
Our interim managers know your sector and bring solutions matched to your strategic issues.
Continuous support
Constant support to secure the success and the lasting performance of every assignment.
Interim cover, with no compromise on standards
Speed alone is not enough
Finding someone available within 48 hours is something many firms can do. The real risk lies elsewhere, in placing at the heart of your exposure a person nobody has genuinely assessed.
We apply to interim management the same standards as to our permanent searches. In-depth assessment, cross-checked references, demonstrated experience.
Assessed profiles
Never a profile we have not met and assessed ourselves. An available CV is not an assessed manager.
Cross-checked references
Demonstrated experience of environments comparable to yours, verified before any introduction.
Interim & permanent search
The manager holds the function while the permanent search advances, and sharpens its brief.
Five functions, five areas of expertise
Every Corporate function has its own emergencies. In under 48 hours we deploy a manager already met, assessed and verified through cross-checked references.
Nine steps, three phases
From defining the need to following the appointee through their first year. Follow the thread.
- Define the need & the strategy · 01-03
- Select the candidates · 04-06
- Conclude & sustain · 07-09
- 01 Understand the situation The client’s ambition and culture.
- 02 Define the search strategy Agree the need together and calibrate the role.
- 03 Identify and approach candidates Draw up the “Long List” and have each candidate sign a confidentiality undertaking.
- 04 Validate the “Long List” with the client Candidates identified and approached. Experience, potential interest, motivation, remuneration.
- 05 Interview the candidates and report to the client Go further into the questionnaire and analyse the AssessFirst results (personality, aptitude, motivation).
- 06 Draw up the “Short list” Document the candidates who are relevant, interested and motivated.
- 07 Client interviews with the candidates Confidential file handed over, test results explained and a comparative table for the “Short list”.
- 08 Support the client through the selection Take up references, run business intelligence checks, negotiate the offer.
- 09 Support and sustain the appointment Follow and ease the appointee’s integration through their first year.
What executives ask us before they call
We deploy an interim manager in under 48 hours. That window covers the assessment of your situation, the selection from our pool of professionals we have already met and assessed, and the presentation of the profiles. The assignment begins as soon as you give the go-ahead. Speed alone is not enough. Finding someone available within 48 hours is something many firms can do. The real risk is placing at the heart of your legal, financial or employment exposure a person nobody has genuinely assessed. An available CV is not an assessed manager. So we apply to interim management the same standards as to our permanent searches. In-depth assessment, cross-checked references, demonstrated experience of environments comparable to yours. With one rule that admits no exception, we never put forward a profile we have not met and assessed ourselves. Your situation can be assessed from the very first telephone call.
Interim management entrusts a leadership responsibility, not a seat to be filled. The manager carries a roadmap. Securing a function, driving a transformation, preparing a permanent appointment. They are selected for having already succeeded in comparable settings, and their assignment is monitored by the firm throughout. Unlike a simple introduction, the firm owns the selection, the assessment and the follow-up of the assignment from beginning to end. We cover five situations. The unplanned departure of a post holder, a vacancy while a permanent search is under way, a critical peak such as an inspection, a dispute or an M&A transaction, the structuring of a new function before its first permanent appointment, and a transformation or a carve-out. In each case the manager arrives with a written mandate and a known horizon.
Fees depend on the function, the level of responsibility and the duration. They are stated before the assignment starts, with no surprises and no hidden extras, and the scoping of the first conversation gives you a clear view of the budget quickly. What those fees cover deserves saying. Selection from a pool of professionals already met and assessed, an in-depth assessment of the manager against your precise context, then structured monitoring of the assignment by the firm, week after week, through to the handover. A key post left vacant has its own weekly cost. Risk left uncovered, decisions deferred, teams without a leader. A Corporate function with no post holder during an inspection, a closing or a negotiation exposes the company far beyond the cost of an assignment. Fees are judged against what they prevent.
Yes, and it is often the best arrangement. The interim manager secures the function while we run the permanent search, and the assignment produces information that nothing else gives, the reality of the role seen from the inside, before you commit to a post holder. The brief for the permanent search is sharpened considerably. You then decide in full knowledge, without pressure. That is the difference between an interim management firm and a firm that practises both trades. At BCP Partners, the interim assignment and the permanent search feed one another, under the same assessment standards, with the same contact from the first call to the arrival of the post holder. The manager prepares their own handover, and the post holder starts on a documented function rather than on a reconstruction.