Precise guidance over timeWhat does an interim manager do?
The situation is familiar – and usually anything but ideal: a company is in the middle of a critical phase, but there is a lack of leadership. The management is vacant, a division manager has suddenly left or a far-reaching change is imminent. Tasks pile up, decisions are postponed and there is a lack of direction. And there is no time in day-to-day business to systematically provide relief. Who takes responsibility now? Who not only has the freedom, but also the leadership skills to take the helm?
All too often, a vacuum is created: while the operational basis crumbles, the strategic direction remains unclear – and no one feels responsible. Internal interim solutions only provide limited relief, because real impact requires experience, stability and a high degree of independence. This is why companies are increasingly turning to a flexible solution: they rely on interim managers. These temporary professionals take over promptly and competently and provide orientation.
our content on interim managers
Clear leadership, quick implementationTasks of interim managers
An interim manager is an experienced executive who sets the course for a company for a limited period of time – operationally, strategically or both. The aim is to be able to act immediately, stabilize processes or drive change – depending on the situation. Interim managers are not traditional consultants. They do not observe from the outside, but actively participate in operational activities.
Typical objectives of an interim assignment:
Your approach is not theoretical, but practical – with direct responsibility for implementation and results. Whether as managing director, division manager, project manager or initiator of change: you shape instead of just recommending
✅ Bridging management vacancies
✅ Management of restructuring or reorganization
✅ Support for M&A processes (post-merger integration, carve-outs)
✅ Introduction of new structures, systems or processes
Stabilization in crisis situations
✅ Development of new business areas or locations
Interim managers come into play when prompt decisions are needed, special expertise is required or the organization has reached its limits. Whether in times of crisis, change or development: it’s about temporary responsibility – with a clear impact and tangible progress.
Frequent scenarios for interim assignments:
- Management vacancy
Whether due to a sudden absence or a planned handover – interim managing directors ensure that strategic leadership, communication and trend-setting impulses do not fail to materialize. - Restructuring or reorganization
When change picks up speed, processes become unstable and decisions become urgent, existing structures reach their limits. What counts now is leadership that steers precisely and implements consistently. - M&A integration
After company acquisitions, cultures, systems and processes need to be brought together. Interim managers structure, moderate and implement – without operational blindness. - Digitalization and transformation
The introduction of new technologies, platforms or ways of thinking requires temporary leadership that accompanies change in a targeted manner and reduces resistance. - Setting up new units
Whether new locations, business areas or subsidiaries – interim managers structure professionally from the outset and ensure sustainable growth. - HR or finance management in exceptional situations
When HR or finance need management at short notice – e.g. due to absences, changes or special situations – interim managers step in and stabilize the operational business.
How companies benefit from temporary employment
Interim managers combine experience with speed, clarity with the power of implementation. They are immediately ready to take the reins and deliver results from day one.
That’s why it pays to use an interim manager:
Rapid availability
The positions are often filled within a few days – no comparison with the lengthy process of recruiting permanent managers.
Independent perspective
Interim managers are free from internal dependencies, act neutrally and see what is really necessary with a fresh view from the outside.
High focus on implementation
No lengthy concepts – interim managers deliver results. They think entrepreneurially, act pragmatically and stay focused.
Proven leadership skills
Experience counts. Interim managers have already led successfully in similar situations – and have the necessary authority.
Maximum flexibility
The assignment is clearly limited in time for just a few weeks or several months, depending on requirements. Without a long-term commitment, but with maximum effect.
Reliable responsibility for results
Interim managers assume real responsibility – not only operationally, but also for the result. They implement what has been agreed.
What qualifications do interim managers have?
Interim management is an exciting field of activity for personalities with experience, confidence and drive. Those who take the helm in critical phases need more than specialist knowledge. Leadership skills, flexibility and a feel for the right way to deal with people and situations are crucial.
Typical qualifications of successful interim managers:
Many years of management experience
Successful interim managers usually have many years of experience in management positions – for example as managing director, division manager, COO or CFO. They are used to acting decisively and keeping an eye on strategic and operational issues at the same time. This experience is the basis for quickly becoming effective in new environments and taking over leadership without a long start-up period.
Industry knowledge and market understanding
If you want to be successful as an interim manager, you need to understand the industry in which you work. This includes not only knowledge of market mechanisms, regulations and competitors, but also an understanding of industry-specific processes, cultures and ways of thinking. Interim managers bring this knowledge with them – often from their own experience in several companies – and can therefore quickly familiarize themselves with new contexts.
Strong communication and conflict resolution skills
Interim management means building trust immediately – with teams, stakeholders and decision-makers. Interim managers must be able to communicate complex issues clearly and convincingly, recognize conflicts early on and resolve them constructively. Whether in situations of upheaval, during reorganizations or in the change process: interim managers need communicative aplomb and the tact to conduct even difficult discussions with poise and empathy.
Analytical and strategic thinking
Interim managers grasp complex situations at high speed, analyze causes, recognize correlations and derive targeted measures from them. They not only think in terms of structures and processes, but also strategically – always with the goal in focus. They maintain an overview even under pressure, make well-founded decisions and ensure the sustainable alignment of the organization.
Methodological confidence and strong implementation skills
Whether change management, increasing efficiency, restructuring or process optimization – successful interim managers master a broad repertoire of tried-and-tested methods. They know which tools and procedures work in which situation and apply them with pinpoint accuracy. At the same time, they are characterized by a strong focus on implementation: They don’t just talk about concepts, but actually drive projects and measures forward.
Resilience and decisiveness
Challenging situations are part of the everyday life of interim managers. They often come into the company when structures are shaky, time is of the essence or uncertainty prevails. In such moments, it is crucial to react calmly. Successful interim managers maintain an overview in critical phases – even under time pressure or with incomplete information – and take responsibility when others hesitate.
Cast accurately:How to select your interim manager successfully
When leadership is required at short notice, lengthy selection processes are not ideal. This is precisely where the strength of interim management lies: specialized intermediaries and established networks provide direct access to suitable managers.
In many cases, it only takes a few days from the inquiry to the start. Availability is not the only factor here – other criteria such as cultural fit, professional suitability and task focus also play a role.
Efficient interim placement means:
- Quick pre-selection of suitable profiles
- Clear coordination of expectations
- Personal discussions at eye level
- Binding deployment planning
- Transparent conditions and contract design
The result: companies remain capable of acting, projects make progress – and management needs are met with experience, speed and substance. Interim management is not an emergency solution, but a strategic decision: For temporary responsibility. And an impact that lasts.
