Start with the moment, not the model
Most leaders don't wake up wanting "fractional" or "interim." They wake up to an event: the CFO resigned, the plan was missed twice, a deal closed and nobody owns integration. The right model follows from three questions:
- 1.
Is the seat empty, or is the work bigger than the person in it?
- 2.
How many days a week of senior attention does the problem actually need?
- 3.
Do you already know what the permanent role should look like?
Empty seat and no time to wait points to interim. A filled seat with a problem that needs a senior operator a day or two a week points to fractional. A clear long-term role and a business that can run safely during a search points to search.
How the three options compare
| Interim executive | Fractional executive | Executive search | |
|---|---|---|---|
| What you get | A full-time leader in the seat for a defined period | A senior leader for part of the week, ongoing | A permanent hire |
| Typical time commitment | Full time | Often about 10 hours a week in job postings, more in practice | Full time, permanent |
| Best for | Sudden vacancy, crisis, turnaround, transaction | Growing company that needs senior judgment but not a full-time salary | A well-defined role with time to recruit |
| Speed to start | Fast when a provider has people ready | Fast through marketplaces and firms | Slowest of the three |
| Main risk | Leaves before the permanent fix is in place | Divided attention across several clients | The gap while you search |
| How it ends | Handoff to a permanent leader | Ends, grows into interim, or converts to a hire | The hire starts |
When each one fits
Interim fits when the business needs one person fully accountable right now. Demand for this is real: Challenger, Gray & Christmas reported interim leaders made up 15% of new CEO appointments in the first half of 2025, up from 9% a year earlier. Interim is also the answer when a lender, board or sponsor wants a named person in the seat this week.
Fractional fits when the work is senior but not full time. A Series A company that needs a real finance leader, or a $30 million manufacturer that needs a sales process built, rarely needs 50 hours a week of executive time. Hiring demand for fractional roles grew 149% year over year from Q1 2025 to Q1 2026, according to the Fractional Work Report 2026.
Executive search fits when you know the role, the business is stable enough to wait, and the person you want is not looking. A good search firm earns its fee here.
Combining them
Often the smart answer is a combination: an interim leader steadies the function while a search runs, or a part-time leader builds it until a full-time hire makes sense. These solve different parts of the same problem.
When TPG is not the right call
We'd rather say this up front:
- You need a permanent hire and have time to search. If the seat is covered, the business is steady and you know the role, call a retained search firm. We don't run broad retained searches. When the right person may already be in our bench, Proper Placement is the faster path.
- You need one narrow specialist for a few hours a month. A sales tax question, a one-off pricing model, a quarterly board pack. A marketplace or an independent will be faster and cheaper.
- A marketplace match is enough. If one functional leader with no coordination across functions will solve it, platforms that match you to individuals in days are a fine choice.
- You are in formal restructuring or insolvency. If creditors are organizing or a filing is on the table, you want a turnaround and restructuring firm with that specific legal and lender experience.
Where we do fit: the problem crosses more than one function, the current team can't carry it, and you want one accountable lead running the executives who come in, with a planned handoff to your own people.
The Proper Group
The Proper Group is a national collective, headquartered in Cincinnati, that places senior operating executives inside companies at the moments the current team can't carry: cash pressure, a missed plan, a closed deal, a leader gone. One accountable lead runs the team, the executive who diagnoses the problem can embed to fix it, and every engagement is built to hand off to the client's own leaders.
Frequently asked questions
What is the difference between an interim and a fractional executive?
An interim executive works full time in the seat for a set period, usually while a permanent leader is found. A fractional executive works part time on an ongoing basis alongside your existing team.
Can a fractional executive become interim?
Yes, and it happens often. If a crisis hits, a part-time leader who already knows the business can step up to full time faster than anyone new.
How long does an interim engagement last?
It depends on the reason for it. Bridging a search usually lasts until the permanent hire starts. Fixing a broken function or carrying a transaction can run longer. TPG's embedded engagements typically run 6 to 18 months with a planned transfer to your team.
Should I start a search and hire an interim at the same time?
Often, yes. The interim keeps the business safe and can sharpen the job description from the inside. Just be clear up front whether the interim is a candidate for the permanent role.
Is executive search or fractional cheaper?
Per hour, fractional is usually more expensive than a full-time salary. In total, it is usually cheaper because you pay for fewer hours. Search carries a placement fee plus the full salary once the hire starts.
Next step: Not sure which model fits? Start with The Proper Read, a free diagnostic that tells you what the problem needs before anyone sells you a model.
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