Crises don’t wait for the perfect moment. As companies face sudden shocks and unexpected leadership gaps, more boards are looking beyond traditional solutions. In this interview, we speak with Bohuslav Lipovsky, Managing Partner at CE Interim, about why interim executives are now the first call for CEOs when urgency and complexity strike.
Q1: What makes interim executives different from traditional crisis consultants or permanent hires during a business crisis?
When a company is hit by a crisis—be it cash flow collapse, executive exits, or sudden market shocks—speed and authority matter most. Interim executives are not career consultants; they are proven C-level leaders who step in, assume full operational command, and drive results from day one. Unlike traditional consulting or search processes, which can take months and often focus on theory, interim executives deliver hands-on execution within 72 hours. Their mandate isn’t just to advise, but to lead—making critical decisions, stabilizing teams, and protecting value when time is running out.
Q2: What are some of the “red flags” that signal a company needs interim crisis leadership?
Behind the scenes, crisis rarely announces itself with a press release. We’re usually called in when leadership gaps appear, cash forecasts go missing, or board alignment breaks down. If a CEO or CFO suddenly departs, lenders start circling, or internal teams freeze under pressure, these are classic signs. In our experience, most companies wait too long—debating strategy while value quietly erodes. The earlier you act, the more options you preserve.
Q3: Can you walk us through what actually happens when CE Interim is called into a crisis situation?
The process is confidential and fast. First, we engage in a partner-led discovery call to pinpoint the real issues—often under NDA. We then define the mission, scope the mandate, and deliver 1–2 crisis-proven interim leaders (CRO, CEO, CFO) within 72 hours. After a focused client interview, the interim executive is deployed, aligns with key stakeholders, and immediately begins stabilization—installing tools like 13-week cash forecasts, resetting governance, and opening direct communication with lenders or investors. Our partners remain hands-on, overseeing progress and ensuring clean handover once the immediate danger has passed.
Q4: Why do top CEOs and boards trust interim leaders—especially in high-pressure, cross-border situations?
Interim executives bring more than expertise—they deliver independence, urgency, and a bias for action. In high-stakes, cross-border scenarios, you need leaders who can navigate diverse regulatory, cultural, and stakeholder environments without missing a beat. That’s why organizations facing critical challenges turn to specialized crisis management and restructuring solutions—trusted by private equity, family offices, and boards across Europe, the Middle East, and the US to lead complex transformations, restructurings, and carve-outs with proven results.
Q5: What kinds of leaders does CE Interim deploy in a crisis—and how do you ensure the right fit?
We deploy only battle-tested executives—former CROs, CFOs, CEOs, COOs—who have operated in situations exactly like the client’s current crisis. Fit goes beyond the CV: it’s about experience with similar pressures, industries, and even cultures. For example, a business in liquidity crisis needs someone who’s managed a 13-week cash forecast and negotiated with lenders under fire—not just someone who’s read about it. Our selection is precise, with a flat daily rate and no overhead traps.
Q6: What do interim executives actually deliver in the first weeks of a crisis mandate?
In those crucial early days, interim leaders stabilize cash flow, repair stakeholder trust, and create a single point of accountability. They implement real-time forecasting, align fragmented teams, and negotiate with banks or creditors to buy breathing room. Often, they also reset board governance and prepare the company for a transition—whether that means recovery, restructuring, or a bridge to permanent leadership. The difference is visible: execution, not just plans.
Q7: How does interim management compare to management consulting or executive search in a true crisis?
Consulting brings analysis and theory; executive search brings long-term hires. But when the business is on the line, you need someone to act—now. Interim management fills that gap. There’s no delay, no “hope for fit,” and no risk of getting lost in PowerPoint slides. The model is built for action: a seasoned executive, a clear mandate, and the authority to deliver outcomes immediately. It’s why more boards now view interim leadership as their go-to move in moments of uncertainty.
Q8: What advice would you give CEOs or investors facing mounting pressure but unsure whether to act?
Don’t wait until the choices are gone. If you see the early warning signs—leadership gaps, mounting lender pressure, board misalignment—reach out for an honest, confidential review. Most of our best outcomes come from clients who acted before the spiral became irreversible. In a crisis, the greatest risk is not making the wrong decision; it’s making no decision at all.
Summing up
“The most resilient organizations are those that act with clarity and speed, not just intelligence. Interim executives exist for the moments when action matters most—when someone needs to stand up, take ownership, and deliver.”
Bohuslav Lipovsky is Managing Partner at CE Interim, with over a decade leading international crisis, turnaround, and transformation mandates. He’s recognized among the Top 10 Most Successful Business Minds Driving the GCC’s Transformation and has advised boards, investors, and founders across Europe, MENA, and the US.
