Key takeaways
- In the first few days, clarify representation, payments and liquidity, and prioritise the decisions that are coming up.
- Coordinate communication with the shareholders: first the management team, then the workforce, then key customers, suppliers and banks.
- There are three ways to fill the leadership gap: an internal interim solution, a fast new appointment or an interim managing director.
- An interim managing director keeps the company able to act while the permanent successor is sought in parallel.
Contents
Illness, an accident, a parting of ways or a resignation: when the managing director is suddenly absent, the company is left without a head – often in the middle of ongoing business. What matters now is to safeguard the company's ability to act, communicate clearly and quickly find a sustainable leadership solution.
01The first few days: safeguarding the ability to act
Who is now authorised to sign what? Check the articles of association, the rules of procedure, any Prokura (statutory power of attorney) and other powers of attorney.
Check bank mandates and payment approvals so that salaries, suppliers and taxes are paid on time.
Get an up-to-date overview of account balances, payments due and expected receipts.
What needs to be decided in the coming weeks – and who decides until then?
02Communication: open, but coordinated
Uncertainty spreads fast. Agree with the shareholders who is told what and when: first the leadership team, then the workforce, then key customers, suppliers and banks. A clear message – ‘Leadership is in place, business continues as usual’ – matters more than any detail.
03Three options for filling the leadership gap
Another managing director or a senior manager steps in on an acting basis. This works if the capacity and experience are there – often both are lacking.
The search for a permanent successor starts immediately. But it takes time, and under pressure the risk of a wrong appointment rises.
An experienced interim manager takes over the management at short notice – formally appointed as a statutory officer if required – and keeps the company able to act while the permanent successor is sought in parallel.
According to the AIMP market study 2025, project vacancies are the most frequently cited type of assignment for interim managers (41%).
Practical tip
An interim managing director keeps the company able to act, so you can search for the permanent successor in parallel instead of risking a wrong appointment under pressure.
04How an interim managing director assignment works
- Initial conversationInitial conversation about the situation, role, powers and goals.
- FormalitiesClarification of the formal appointment as managing director, representation rules and insurance cover (e.g. D&O).
- StocktakeStart with a stocktake: liquidity, pending decisions, team.
- Stabilisation & leadershipStabilisation and leadership until the successor is in place.
- Orderly handoverOrderly handover with a documented status.
05In practice
At Klugo (DEVK Group), following a change in the leadership structure, Jens Schneiders immediately took on operational responsibility as Interim COO, clarified roles and decision-making channels and handed over an organisation that was able to act.
Jens Schneiders
Interim CEO for mid-sized companies, scale-ups and corporate ventures. Transformation. Restructuring. Stabilization. Handover.