If the C-suite feels like it’s spinning right now, you’re not imagining things. CEO turnover is surging in 2025—and it’s not just retirements or quiet exits. It’s a reshuffling that’s changing the way executive leadership works altogether. Data shows that a record 1,235 CEOs left their roles in the first half of 2025 alone—a 12% increase over last year and the highest H1 total since the firm began tracking exits in 2002.
But what’s even more telling? One-third of their replacements were interim. That’s a massive jump from just 9% in 2024. And it signals something much bigger than a hiring backlog. Interim leadership is becoming the gap strategy. In an era of volatility, transformation, and heightened board scrutiny, the interim CEO has become a stabilizer—the “reset button” many companies need.
Why Companies Are Turning to Interim CEOs
The motivations vary, but they all trace back to uncertainty. Boards and private equity firms aren’t rushing into permanent placements the way they once did. Tariffs, AI disruptions, shifting regulations, and consumer unpredictability have created too many “what ifs.” Rather than overcommitting, they’re pausing, pivoting—and plugging in proven leadership with zero onboarding runway.
An interim CEO can walk in on Monday and be in strategy mode by Tuesday. These leaders are trusted veterans who know how to lead through ambiguity—and, increasingly, how to guide the company through a critical inflection point.
Some are turnaround specialists, brought in to stabilize after a failed acquisition. Others step in after founder exits or leadership scandals to rebuild trust and calm employee concerns. Many are industry veterans who left their full-time posts after the pandemic and are now re-entering the fray—on their terms.
The Rise of the CEO Gig Economy
What we’re witnessing is a “gig economy” at the very top. Some leaders stepped away after guiding organizations through the pandemic, and they’re returning on their own terms. Interim roles let them take on new challenges and keep their skills sharp, helping them stay flexible. That flexibility is appealing—for both sides.
For companies, it means fast access to experience without the long-term commitment or cost of a full-time hire. For seasoned executives, it’s a chance to stay engaged, make an impact, and avoid the politics or burnout that can come with permanent posts.
We’ve seen it firsthand: interim leaders who help companies sharpen go-to-market plans, prep for IPOs, restructure divisions, or navigate a founder succession—then exit gracefully when the job is done.
Yes, Interim Leadership Comes With Risks
Of course, interim leadership isn’t risk-free. Culture and trust take time to build. And when employees know their CEO might be gone in six months, there’s potential for drift or hesitation. Goals may shift. Strategies may stall. In worst-case scenarios, morale suffers, and high performers walk. That’s why interim success hinges on clarity, from scope and timelines to authority.
The best interim leaders know how to win buy-in quickly, communicate consistently, and create momentum without promising long-term vision. They’re not there to coast. They’re there to move the needle. It also takes a board that’s engaged and transparent about what comes next—whether it’s a pathway to a permanent role or a clearly defined endpoint.
Which Industries Are Feeling the Shift the Most?
Interim leadership isn’t hitting every industry equally. The pressure is greatest in sectors dealing with regulation, transformation, or high scrutiny:
- Government and Nonprofits continue to lead in CEO turnover, with 256 exits already this year.
- Technology firms, caught between growth pressures and rapid AI adoption, have seen 138 exits in 2025 so far.
- Healthcare and hospitals are also feeling the shakeup, especially as costs rise and new delivery models emerge.
- Financial services—facing investor pressure and digital transformation—round out the top of the list.
In all these sectors, the stakes are high, and boards need immediate traction. Interim leadership can deliver just that.
What CEOs Are Thinking
Interestingly, it’s not just boards driving this shift. Many CEOs are questioning whether the traditional role still fits their life or values.
According to the latest Vistage CEO Confidence Index, only 42% of surveyed CEOs plan to increase hiring over the next 12 months—down from 65% at the end of 2024. Meanwhile, 50% say economic conditions have worsened. That’s a lot of anxiety at the top.
While layoffs remain historically low, many leaders are still bracing for turbulence—and not everyone wants to weather another storm. Interim leadership gives experienced executives a new kind of control. They can lead then leave, with impact intact.
What This Means for the Future of Executive Search
This surge in interim roles represents a strategic shift in the way companies view leadership. Boards, private equity firms, and founders alike are starting to see interim leadership as a way to test-fit talent, solve high-stakes challenges, or buy time without sacrificing momentum. It’s a wise choice, not a compromise.
At M&A Executive Search, we’ve seen a dramatic rise in demand for interim CEOs and senior leaders. Organizations aren’t just asking us for résumés. They’re asking for results, wanting people who’ve sat in the seat and steered through the storm (and they want it now).
Need an Interim CEO Who Can Lead with Confidence? Turn to Us First
If your organization is dealing with change—or preparing for it—you don’t have time to wait. Our nationwide network of executive talent includes seasoned interim leaders who thrive in times of transition. Let’s talk about who can help you move forward—confidently. Reach out to M&A Executive Search to start the conversation.
