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Interim managers play a pivotal role in providing swift and effective solutions to organizations facing transitions, crises, or strategic shifts. However, it is equally important to understand who doesn't fall under the category of an interim manager.

Unlike permanent employees, interim managers are not long-term fixtures within a company's structure. They are not passive observers, nor are they content with the status quo. Interim managers are not bound by the limitations of routine; instead, they thrive in environments that demand adaptability, resilience, and a rapid response to challenges.

Let's begin by addressing the second question: Who does not qualify as an Interim Manager? Keep reading to discover the characteristics of managers unsuitable for Interim Management positions.

Unemployed Manager Looking for a Job

An unemployed manager actively seeking a job may not necessarily be an ideal fit for an interim assignment due to fundamental differences in mindset and objectives. Interim assignments demand a unique set of skills and attributes, including adaptability, decisiveness, and a willingness to navigate complex situations.


Unlike a job seeker focused on securing stable, long-term employment, an interim manager must embrace the transient nature of their role, often tackling immediate challenges or leading organizations through periods of change. A job seeker may be inclined towards a more cautious approach, seeking stability and permanence, whereas interim managers thrive in environments that require rapid decision-making, a results-oriented mindset, and the ability to swiftly impact organizational dynamics.


The distinct nature of interim assignments necessitates individuals who are not just seeking a job but are specifically attuned to the dynamic and challenging nature of interim management roles.

Manager Willing to Accept any Work Arrangement

A manager who is willing to accept any work arrangement, while demonstrating flexibility, may still not be the ideal fit for an interim assignment.


Interim management requires more than just a general willingness to adapt; it demands a specialized skill set and mindset tailored to navigating rapid change and delivering immediate impact. Interim managers need to possess a unique blend of strategic thinking, problem-solving, and the ability to lead through uncertainty. Merely being open to any work arrangement does not necessarily guarantee proficiency in addressing the specific challenges that interim roles often present. Successful interim managers are those who actively seek out and thrive in dynamic, high-pressure situations, leveraging their experience to drive transformation and create tangible results.


Therefore, while a manager's openness to various work arrangements is commendable, a targeted alignment with the demands of interim management is essential for optimal performance in such roles.


While an interim manager shares a lot of similiarities with a consultant, the two are not the same and there are some key differences.

The main difference can be distinguished in the reasoning behind why the desired professional is being brought to the company. An interim manager is brought to manage a specific projects/department for a limited amount of time, while a consultant provides advice and recommendations on a specific issue.

This, however, is not the only difference between an interim manager and a consultant. The other differences are much more subtle and perhaps a bit more difficult to grasp and therefore we have decided to provide you with a full page designated to this not-so-simple matter. Click the button below to learn more!


A Burnt-out Manager Looking for a Better Work-Life Balance

A manager actively seeking a better work-life balance, typically with a preference for reduced working hours or part-time arrangements, may not be the most suitable candidate for an interim assignment.


Interim management roles often demand a high level of commitment, agility, and intensity, especially during periods of organizational transition or crisis. The nature of these assignments requires managers to be fully engaged and available to address immediate challenges and make swift decisions. A manager prioritizing work-life balance might seek a more predictable and stable routine, which is not inherently aligned with the unpredictable and demanding nature of interim roles.


While valuing work-life balance is important, the expectations and time commitments associated with interim management may not align with the preferences of someone actively seeking a more relaxed or part-time work arrangement. Optimal performance in interim assignments often necessitates a full-time commitment and a readiness to immerse oneself in the complexities of organizational change at all times.

Key Characteristics of CE Interim
Cross-cultural Executive Interim Managers

Excellent Communication Skills

CE Interim interim managers are effective communicators who are able to articulate their vision and goals clearly and effectively to stakeholders at all levels of the organization. They are able to build strong relationships with key stakeholders across several countries and are able to negotiate effectively on behalf of the organization.


Out executive interim managers adapt quickly to changing situations and environments. They are used to working in different industries and organizations with different corporate cultures and get up to speed immediately after starting an interim assignment.


CE Interim executive interim managers are skilled problem-solvers who are able to identify areas for improvement and develop solutions to address them within days rather than within weeks. They are able to think creatively and outside the box to develop innovative and disruptive solutions.

Strategic Thinking

Our managers are strategic thinkers who are able to provide a clear vision for the organization and develop and implement a roadmap for achieving its goals. They are able to identify opportunities and potential risks and are able to make tough decisions to steer the organization or a specific project in the right direction.

Extensive Experience

CE interim managers are highly experienced professionals, acknowledged industry experts with a proven track record of success in their field and their functions. They have often held senior (interim or permanent) executive positions in a variety of industries, and bring a wealth of knowledge and expertise to the organizations they work with from day one.

Result Orientation

Executive interim managers in general are focused on achieving specific objectives within a set timeframe. They are results-oriented and are able to work under pressure to achieve the desired outcomes.

Strong Leadership Skills

CE interim managers are able to provide strong leadership and guidance to the organization. They are able to motivate and inspire others and are able to build effective teams to achieve specific goals. If necessary, they hire and train permanent employees to create multi-functional teams.

Industry Experience

CEI Executive interim managers have extensive experience and track records in the relevant industry or sector and possess knowledge of industry-specific trends, regulations, and best practices. Whatever the sector or regulation, they are always up to date (ISO, VDA, GMP etc).

Making Change Permanent

Our interim managers not only design and implement the agreed changes, but they also train the team members, support an overall change in the organizational culture, and make sure the results stay in the organization after they leave.

Get in touch for a confidential discussion

Bohuslav Lipovsky

Managing Partner Global Operations


CE Executive Interim Managers stand at the forefront of leadership, boasting not only formidable skills but also a profound understanding of cross-cultural dynamics and awareness. Their prowess extends beyond mere managerial capabilities; they embody a commitment to fostering cross-cultural collaboration and sensitivity in their endeavors.


With a keen eye for bridging cultural gaps, our interim managers possess the unique ability to motivate and inspire individuals from diverse backgrounds, fostering cohesion within multinational teams. Their leadership is characterized by a deep appreciation for cultural nuances, enabling them to navigate complex intercultural landscapes with finesse.


By leveraging cross-cultural insights, they identify opportunities for growth and innovation, steering organizations toward success amidst cultural diversity. In addressing challenges, these leaders exemplify cross-cultural problem-solving, harnessing their creative prowess to devise innovative solutions that resonate across cultural boundaries. Their communication prowess extends beyond linguistic fluency, encompassing an acute understanding of cultural nuances to build robust relationships with stakeholders worldwide.


In essence, CE Executive Interim Managers epitomize a fusion of leadership excellence and cross-cultural prowess. Their ability to lead with cultural sensitivity not only ensures organizational success but also fosters a global mindset essential for thriving in an interconnected world.

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