INTERIM AND CONTRACT EXECUTIVE LEADERSHIP
For organisations that need proven senior leadership capacity for a defined period.
A Leadership Gap at the Senior Level Does Not Wait
When a senior leader leaves, the organisation loses more than a person. Decisions stall, relationships wobble, institutional knowledge vanishes, and the stability they provided disappears. The impact is immediate and compounds every week it goes unaddressed. Teams fill the vacuum themselves, stakeholders start asking questions, and the board is watching. Every week, the cost grows, spreading across the organisation in ways no budget line can capture.
Permanent recruitment is the long-term solution but it takes at least six months, which is a long time to leave a critical function without leadership. Pressure to fill the gap quickly often creates conditions for a wrong hire. Urgency, limited options, and growing costs push decisions faster than they should. Months later, the organisation may realise speed and quality were incompatible, and a wrong hire at this level costs far more than the vacancy it was meant to solve.
Sometimes the gap is not a vacancy. The organisation may have leaders, but none with the specific expertise this moment requires. Critical transitions, restructures, or complex initiatives demand capabilities the internal team does not yet have, and the cost of that gap is just as real.
The Situations This Is Designed For
When organisations face a critical leadership gap, the need is immediate. Whether scaling rapidly, navigating a crisis or turnaround, managing a board-level trust issue, or integrating through a merger or acquisition, internal capacity alone is often not enough and proven senior leadership, ready to step in with full accountability, is required to keep the organisation moving.
How this works
I step into the organisation, take on the responsibilities of the role, lead the relevant function or initiative, and remain accountable for outcomes as any senior executive would. This is leadership with full responsibility for what happens. Engagements typically run three to twelve months, and every engagement begins with a private conversation to assess fit. I only take on roles where I am confident I can deliver meaningful results for the duration.
Why Work With Me
I have over 15 years of executive leadership across finance, media, and international development, holding roles including CEO, VP of Innovations, and President of an international organisation, and leading through complexity, growth, transition, and high-stakes institutional environments across four continents. I understand what it takes to lead from within an organisation under pressure, make decisions with incomplete information, and maintain the confidence of boards, teams, and stakeholders while delivering outcomes in environments where conditions are rarely ideal and the margin for error is narrow. I bring the precision to quickly understand a new organisational context, build credibility from the outset, and lead effectively without the extended runway that permanent appointments typically require, drawing on experience across NGOs, charities, media organisations, and institutions at the intersection of strategy and social impact, with particular depth in governance complexity, leadership transitions, and high-stakes institutional change.
Who this is for
Organisations Ready to Address the Gap Directly
- This is for organisations that have identified a specific leadership gap and understand that leaving it unaddressed is more expensive than resolving it.
- Boards and leadership teams that need external senior capacity with immediate credibility, without the timeline or risk of a permanent appointment made under pressure.
- Organisations navigating a specific moment , a transition, a crisis, a merger, a scaling phase where the internal leadership capability exists but the specific expertise this moment requires does not.
Every engagement begins with an honest conversation about the organisation, the context, and what the role actually requires.
Investment and Engagement
Interim and contract engagements are structured around the scope, duration, and demands of the role. Every engagement begins with a conversation about the organisation, the context, and what is required. I review every inquiry personally and respond within two to three business days. If there is a mutual fit, we schedule a focused conversation to discuss the scope, structure, and terms of the engagement. The longer a senior leadership gap remains open, the more it costs. This is where that conversation begins.