When the seat is empty and the clock is running.
Full-time technology leadership, temporarily. I step in to cover a sudden gap or carry the company through a transition, holding delivery steady, leading the team, and handing off cleanly to the permanent hire.
The CTO just left. Now what?
Interim leadership is about stability and momentum, not a placeholder.
A sudden departure
Your CTO is gone and the team, the roadmap and the investors all need a steady hand this week, not in six months.
A transition to manage
A merger, a restructure, a pivot. Someone senior has to hold the technology function together while it changes shape.
A bridge to the right hire
You want to hire the permanent CTO carefully, not panic-hire. I keep things moving and help you bring in the right person.
Stabilize. Lead. Hand off.
Stabilize
- Assess delivery, team, risk and the immediate fires
- Reassure the team, the board and the customers
- Keep shipping, momentum is the priority
Lead
- Run the technology function full-time, hands-on
- Fix what's breaking; make the calls that were stuck
- Bring AI-native practices in where they create leverage
Hand off
- Help define and hire the permanent CTO
- Document decisions, architecture and the plan
- Leave the function stronger than I found it
Interim isn't a placeholder. It's full ownership of the technology function for as long as it takes to make the next chapter someone else's to run well.
What boards & founders ask.
What's the difference between an interim CTO and a fractional CTO?
An interim CTO is full-time but temporary, I'm in the seat every day to cover a gap or carry a transition, typically for a defined period. A fractional CTO is ongoing but part-time. Both are hands-on; the difference is the depth and duration of the commitment.
How quickly can you start?
Interim work is usually urgent, so I move fast. Because I take only one or two engagements at a time, I can give an interim mandate the full-time attention it needs.
Will you help hire my permanent CTO?
Yes. Part of the job is leaving cleanly, that means helping define the role, assessing candidates, and handing off the architecture, decisions and plan so your permanent hire succeeds.
How long does an interim engagement last?
Until the transition is complete and the function is stable, sometimes a few months, sometimes longer. It ends when the problem is solved, not on an arbitrary date.
Need someone in the seat
now?
If the seat is empty and the clock is running, let's talk today.