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interim executive recruitment

Hire Interim CMO

Hire Interim CMO: write down the marketing transition that must be completed, who gives the interim authority, and what the permanent owner must receive at handover.

Brief us on this role →
CMO briefChoose a part of the brief

Part 01 / 04

Transition

Name the change or gap that requires marketing leadership now.

Hire Interim CMO: what must the role own?

Name the change or gap that requires marketing leadership now.

TransitionName the change or gap that requires marketing leadership now.
Decision rightsDefine budget, agency and team decisions the interim can make.
ContinuityIdentify which live programmes must continue during the assignment.
ExitName the receiving leader and the decisions to hand over.

Role reference: Chartered Institute of Marketing framework. Its leadership and strategy capabilities help distinguish an executive CMO brief from campaign support.

What changes when the CMO is interim?

An interim CMO takes responsibility for a defined stretch of work. A vacancy, restructuring or launch can set the term; the handover is part of the assignment.

interimChoose a part of the brief

Part 01 / 04

Outcome

Write the transition or programme outcome before searching.

How would this work in a real brief?

The hiring decision becomes clearer when the work and its boundary are written down together.

Illustrative brief · a vacant marketing seat

The marketing leader has left during a live planning cycle. The CEO needs someone to hold the budget and team decisions while a continuing appointment is considered.

The interim CMO runs the planning cycle and keeps responsibility for the team and agency decisions.

The appointment owns

The interim CMO runs the planning cycle and keeps responsibility for the team and agency decisions.

Another owner retains

The CEO owns the permanent appointment; the interim documents open decisions for the next leader.

How should you assess CMO candidates?

Put the same work and evidence in front of each candidate before comparing answers.

The evidenceChoose a part of the brief

Part 01 / 04

Comparable change

Ask for an assignment with the same transition, not merely the same job title.

Acas recommends a consistent, fair selection process: choosing who to interview.

Does this hiring pattern fit the work?

Test the amount of the week, the expected end and the continuity needed before writing the contract.

How much of the week does the work fill?
Is this a defined assignment with an end?
For a continuing part-week role, is this an employee?

The working pattern · interim

An interim CMO

An executive holds a defined assignment or transition. Agree the outcome, authority and handover before the start.

Read the interim CMO hiring brief →

What must happen before the CMO starts?

Agree the assignment outcome, review point and reporting line.

A clear startChoose a part of the brief

Part 01 / 04

Mandate

Agree the assignment outcome, review point and reporting line.
  1. 1

    Mandate

    Agree the assignment outcome, review point and reporting line.

  2. 2

    Access

    Provide current plans, budget, contracts, performance evidence and team introductions.

  3. 3

    Decision log

    Record decisions, owners and unresolved questions from the first day.

  4. 4

    Successor

    Set the handover format and identify who receives it.

A useful CMO brief names the decision, the working pattern and the evidence before it names a candidate.

What should the brief say?

Hire Interim CMO begins with transition, a stated working pattern and the evidence you will ask every candidate to show.

15 minutes · video or phone

Brief us on a CMO

Tell us what the role must own, how it will work and when it must start.

  1. 01A brief built around the decisions and working pattern.
  2. 02A shortlist of 3–5 with pay or day rate, availability and IR35 position set out.
  3. 03Five-stage vetting before a candidate reaches you.
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  1. A shortlist of 3–5, each with day rate, availability and IR35 position
  2. Fractional, interim, part-time, temporary or permanent — and non-executive directors
  3. Every candidate through our five-stage vetting
  4. Your briefs and their candidates, in one room
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