The appointment owns
The interim COO coordinates the change and keeps the service and budget decisions moving.
interim executive recruitment
Hire Interim COO
Hire Interim COO: define the operating transition, give the interim authority over the work it requires, and specify the handover the continuing owner will need.
Brief us on this role →COO briefChoose a part of the brief
Part 01 / 04
Transition
State which operating change or leadership gap sets the assignment.
Part 02 / 04
Continuity
List the services and delivery commitments that cannot pause.
Part 03 / 04
Authority
Define decisions on people, budget and systems the interim may take.
Part 04 / 04
Successor
Identify who receives operating risks, decisions and routines at the end.
Hire Interim COO: what must the role own?
State which operating change or leadership gap sets the assignment.
TransitionState which operating change or leadership gap sets the assignment.
ContinuityList the services and delivery commitments that cannot pause.
AuthorityDefine decisions on people, budget and systems the interim may take.
SuccessorIdentify who receives operating risks, decisions and routines at the end.
Role reference: Institute of Directors: role of the COO. The operating and management responsibilities help frame what an interim must hold and hand over.
What changes when the COO is interim?
An interim COO takes an operating seat for a defined transition. The assignment should end with documented decisions, systems and ownership, not only elapsed time.
interimChoose a part of the brief
Part 01 / 04
Outcome
Write the transition or programme outcome before searching.
Part 02 / 04
Term
Agree the expected end, a review point and what could extend the assignment.
Part 03 / 04
Authority
Give the interim the authority needed to hold the seat during the assignment.
Part 04 / 04
Handover
Name the person or team who takes ownership when the interim leaves.
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 leadership gap during a service change
The COO has left while a service change is under way. Managers need one accountable operating lead until the permanent appointment is made.
The interim COO coordinates the change and keeps the service and budget decisions moving.
Another owner retains
The CEO owns the permanent appointment and any strategic change outside the assignment.
How should you assess COO 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 handover
Ask for an example of an operating change passed to a successor.
Part 02 / 04
First diagnosis
Ask what the candidate would review before altering teams or systems.
Part 03 / 04
Escalation
Test a budget or service decision beyond their delegated authority.
Part 04 / 04
People
Ask how managers were kept accountable during the transition.
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.
The working pattern · interim
An interim COOAn executive holds a defined assignment or transition. Agree the outcome, authority and handover before the start.
What must happen before the COO starts?
Agree the transition outcome, review date and handover owner.
A clear startChoose a part of the brief
Part 01 / 04
Outcome
Agree the transition outcome, review date and handover owner.
Part 02 / 04
Access
Provide service, people, budget and system information.
Part 03 / 04
Authority
Introduce decision rights to managers and the board contact.
Part 04 / 04
Log
Record changed routines, open risks and decisions from the start.
- 1
Outcome
Agree the transition outcome, review date and handover owner.
- 2
Access
Provide service, people, budget and system information.
- 3
Authority
Introduce decision rights to managers and the board contact.
- 4
Log
Record changed routines, open risks and decisions from the start.
A useful COO brief names the decision, the working pattern and the evidence before it names a candidate.
What should the brief say?
Hire Interim COO 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 COO
Tell us what the role must own, how it will work and when it must start.
- 01A brief built around the decisions and working pattern.
- 02A shortlist of 3–5 with pay or day rate, availability and IR35 position set out.
- 03Five-stage vetting before a candidate reaches you.
Pick a day that suits · live availability
