Interim management: filled fast, handed over cleanly.
The project lead drops out, the position is vacant or the software project is tipping over – and every week without leadership costs money and momentum. We take over the lead of your software or IT project as interim managers: available at short notice, technically solid, with a clear mandate and an orderly handover to a successor. No permanent consulting – a time-boxed engagement with a defined end.
Ready at short notice
Quick check within days, start typically within days to a few weeks – not quarters.
Technically solid
We build software ourselves: we can judge codebase, architecture and estimates from day one.
Defined end
Interim means: stabilise, structure, hand over – and make ourselves redundant on schedule.
When interim management is the right lever.
Interim management doesn’t replace good permanent hires – it bridges the situations where waiting is most expensive:
Project lead drops out
Illness, resignation, parental leave – the project runs, but nobody leads it. We take over seamlessly before deadlines and knowledge break away.
Project off track
Deadlines slip, budget drains away, vendor and business point at each other. We run an honest review, stabilise the critical points and bring the project back into a manageable state.
Bridging a vacancy
Months often pass between a departure and a new hire for IT or development leadership. We keep team, operations and projects running – and onboard the successor.
Special project without spare capacity
ERP rollout, system change, new site: too big to do on the side, too time-boxed for a new permanent role.
Knowledge tied to one person
The one colleague who holds everything in their head is leaving. We secure knowledge, document structures and reduce key-person dependency – before it becomes an outage risk.
Vendor transition
You’re parting ways with the current agency and the new one isn’t productive yet. We organise handover, code audit and the restart – without the product standing still.
What we take on during an interim engagement.
The cut depends on your situation – typical roles and tasks:
- Interim project lead – Take over running software and ERP projects: deadlines, vendors, budget and reporting from day one.
- Project review & turnaround – A situation assessment with a clear statement: what is the real status, what are the critical risks, what has to happen now.
- Transitional development / IT leadership – Lead the team, set priorities, keep operations stable – until the position is filled.
- Building structures & documentation – Set up processes, responsibilities and project documentation that outlast the engagement.
- Supporting the succession – Sharpen the role profile, interview candidates on substance, accompany onboarding – the successor doesn’t start from zero.
- Orderly handover – Documented status, an onboarded successor, a defined exit – the engagement ends when you no longer need us.
The project lead is gone – but the project keeps running.
Don’t wait for the new hire while deadlines and knowledge break away. We step in at short notice, stabilise and onboard your successor – quick check within days.
From the call to the handover.
Interim engagements need speed at the start and discipline at the end – both are part of the process.
Enquiry & quick check
Within days: understand the situation, clarify availability, give an honest assessment of whether we’re the right fit.
Entry
Access, conversations, review of plans and codebase – after the first week there is a solid assessment of where things stand.
Stabilise
The critical issues first: drive decisions, secure deadlines, get team and vendors back into rhythm.
Structure
Build processes, documentation and reporting that work without us – reduce key-person dependency instead of relocating it.
Hand over
Onboard the successor, document the status, exit as defined – with the option of selective support afterwards.
Project off track? Review first, then turnaround.
An honest look at plans, contracts and codebase shows what really has to happen now – before the next deadline slips.
Frequently asked questions about interim management.
How quickly can you start?
We run the quick check within days; the start typically follows within days to a few weeks – depending on current engagements. Just ask: you’ll get a binding statement on availability right away.
How long does an interim engagement last?
Typically 3–12 months: long enough to stabilise and build structures, short enough not to become a permanent state. Scope and end are defined in the mandate – including a handover plan.
Full-time or part-time?
Both. Turnaround situations often need high presence at first, which then decreases on schedule. Vacancy bridging frequently works with 2–4 days per week.
On site or remote?
As needed. Especially at the start and in leadership roles, presence is valuable – in Saxony (Dresden, Leipzig, Chemnitz) we’re on site quickly; beyond that we combine on-site days with remote work.
What sets you apart from a management consultancy?
We don’t deliver slide decks with recommendations – we take responsibility in day-to-day business: we lead the team, make decisions with you and are measured by results. And we’re technical: we judge code, architecture and estimates ourselves.
What does interim management cost?
We bill by daily rate and actual engagement – no placement fee, because you work with us directly. After the quick check you receive a proposal with role, capacity and duration.
Related services.
Every week without leadership costs you money.
Briefly describe your situation – you’ll get an honest assessment and a binding statement on availability within days.
Request an interim engagement.
Briefly describe situation, role and desired start – we’ll get back to you promptly with an assessment.
We usually reply within 24 hours.
Remote & on site – working across the DACH region (DE, AT, CH), with international project experience.