Interim Managing Director
An interim leader takes over general management to hold a transformation, a transaction or a vacancy, without the company losing its course. BCP Partners mobilises leaders we have met, assessed and verified through cross-checked references, able to sit at the board table in their first week.
to present leaders we have already met and assessed
of the profiles proposed have been interviewed by the firm
the year since which we have worked with general management
Four situations where the top seat cannot stay empty
The absence of a leader is not noticed straight away from the inside. It shows first from the outside, at the shareholder, the banks, the clients and the teams waiting for a decision.
An unplanned departure
The leader goes, and the company's timetable does not stop. Live decisions still have to be carried.
A transformation to conduct
Recovery, change of model, performance plan. A period that calls for a leader working on it full time.
A transaction to run
Carve-out, post-acquisition integration, disposal of a business. Dedicated steering, with an end date known in advance.
The vacancy during the search
Recruiting a permanent leader takes months. The company cannot go through them without direction.
They lead, they do not mind the shop
The mandate is settled before day one. Scope of decisions, commitment thresholds, relationship with the board.
- 01 The shareholder relationship Taken over without delay, with agreed reporting and a word kept before the board.
- 02 The management committee Convened, given decisions, set moving again. Matters stop going up unresolved.
- 03 The live deadlines Budget, workload plan, transactions under way, carried rather than merely watched.
- 04 The handover A company people can read and files in good order for the permanent leader.
A general management seat is not entrusted on the strength of a CV
A leader's track record always impresses on paper. What it does not tell you is the ability to walk into a house they do not know and decide there within two weeks. We therefore put our interim leaders through the demands of our permanent placements, in-depth interviews and references taken across shareholders and board members who have seen them at work. Nobody is proposed without having been met and assessed by us.
No profile on paper alone
Every leader is seen in an in-depth interview before entering our talent pool.
Taking up the role
We test the ability to decide quickly in an unfamiliar organisation, not only the career path on display.
Cross-checked references
Taken from shareholders and board members, on contexts of the same nature.
A company without a leader loses its course before it loses its results
Describe the situation to us in thirty minutes. We present leaders we have already met and assessed, available within 48 hours.
Ce que les dirigeants nous demandent avant d'appeler
Provided their mandate is written down before day one. Scope of decisions, commitment thresholds, relationship with the board and the shareholder. That is the first subject we scope with you, even before looking for a profile. An interim manager without a clear mandate becomes an expensive observer. With a clear mandate, they make decisions from the first week. Legitimacy also rests on the selection. We never propose a profile we have not met and assessed ourselves, to the same standards as our permanent placements. In-depth interviews, cross-checked references, demonstrated experience of contexts comparable to yours. A leader who has already held a transformation, a transaction or a vacancy decides quickly, because they recognise the situations. The written scoping and the verified track record together create the authority of day one.
Better than a prolonged vagueness, in most cases. A leadership team without a leader quickly seizes up. Decisions go up without being settled, projects stop, everyone manages their own remit while waiting to know. The arrival of a leader with a stated mandate and a known horizon sets decision-making moving again. The management committee knows what the manager has come to do, for how long, and with what authority. That clarity changes the reception. An interim leader is not a rival for members of the committee, they are a candidate for nothing. They can therefore settle subjects nobody dared to open, with no calculation of position. We help our clients frame this communication from the start, because it governs the legitimacy of the manager, then that of the permanent post-holder who follows.
Yes, and it often does. The manager in post measures what the function genuinely demands. The reality of the role, the strength of the leadership team, the priority workstreams, seen from the inside. That information sharpens the scoping of the search that follows considerably, because you then recruit for the role as it is, not as it was imagined. We often run both workstreams in parallel, the interim leader holding the house while the permanent search advances, under the same demands of evaluation. You decide without being driven by urgency, and the permanent post-holder arrives in a stabilised organisation, with a documented handover. That is the difference between an interim management firm and a firm that practises both disciplines. With us, the interim assignment and the permanent search feed one another.
Le besoin devient pérenne ?
La transition prépare le recrutement : le manager tient la fonction pendant que la recherche du titulaire avance. General management recruitment →