Services › Interim Executive Director
Interim Executive Director
When your executive leaves, the work can't stop.
I step in as interim executive, usually for [4–12] months, to steady your staff, finances, and donors, so your board has time to choose its next leader well and that leader inherits an organization on solid ground.
Not ready to talk? Download the free Board Transition Checklist ›
A first conversation is free and confidential.
This may be the right fit if
Your executive has resigned, retired, or is leaving
No one on staff can lead day to day without burning out
Finances, a campaign, or major grants are at risk
The board needs time to decide what comes next
A pause that protects people, money, and momentum.
Why an interim
The first months after an executive leaves set the tone for the next leader. Staff worry, donors wait, and the board is pulled between running the organization and deciding its future.
An interim executive carries the day-to-day so the board can think clearly, and gives the organization a steady hand while it decides what it needs next.
Understand the organization first. Then lead the change it needs.
How I work
What I do
Four stages, one steady hand.
01
FIRST 30 DAYS
Steady the organization
- Meet with staff, board leaders, and key donors and funders
- Secure access, signatories, and records
- Set clear, consistent communication inside and out
02
EARLY MONTHS
Assess and fix what can't wait
- Review cash, payroll, commitments, and grant obligations
- Identify risks to staff, programs, and finances
- Report plainly to the board on what I find
03
THROUGHOUT
Prepare the board for what's next
- Help the board define what the organization needs in its next leader
- Set a realistic timeline and budget for the transition
- Strengthen governance where it will affect the next hire
04
HANDOFF
Hand over on solid ground
- Onboard the new executive with a structured handoff
- Brief staff, board, and key partners on the transition
- Leave clear records and a plan for the first 90 days
Result
Interim leadership in practice.
Interim leadership
Stabilized
staff and turned around short-term cash operations during a leadership transition
American Truck Historical Society
What makes this different
I've led where nothing was familiar.
For 12 years I led a nonprofit in Hong Kong, in Cantonese, in a culture not my own. I learned to listen before acting, earn trust quickly, and lead people who didn't choose me.
That is the work of an interim: arriving in an organization that has its own history and habits, and earning enough trust to help it move forward.
When a permanent search is needed, I help the board prepare and work alongside trusted partners to support a smooth transition.
One point of contact for the board, staff, and funders
Plain reports on finances and operations, not surprises
Decisions that can wait are left for the next leader
What you can expect
A clean, documented handoff
A low-risk way to begin
Start with a Transition Readiness Review.
Not sure whether you need an interim, an acting leader, or a direct move to a permanent search? A short, fixed-price review gives your board clarity before you commit.
The fee is credited toward a full engagement signed within 60 days.
See all starter offers ›
Facing an executive departure
Transition Readiness Review
Interviews with board leaders and key staff, plus a review of finances and commitments. You get a 30-day transition plan and a clear recommendation, presented to your board.
STARTING AT $3,500
2–3 weeks
Questions
What boards usually ask.
How long does an interim engagement last?
Usually [4–12] months, depending on the organization and how long the board needs to choose its next leader well. We set the expected length together at the start.
What happens when we're ready for a permanent leader?
When a permanent search is needed, I help the board prepare and work alongside trusted partners to support a smooth transition.
What does it cost?
Every engagement is scoped to your organization, and I provide a written proposal. Many boards begin with a Transition Readiness Review, from $3,500, which is credited toward a full engagement signed within 60 days.
What should the board do right now?
Start with the first 30 days: name a point person, secure access and records, tell staff in person, and call top donors yourselves. The free checklist walks through each step.
Your executive just resigned. Now what?
Download the one-page checklist I use with boards in the first 30 days.
Facing a leadership change?
A first conversation is 20 minutes, free, and confidential.