Not every company has a CIO full-time, whether due to budget constraints or competing strategic priorities. But during periods of crisis, change, or transition, these companies often benefit from hiring a temporary technology leader, someone who typically steps into an enterprise to manage IT operations. In short, an interim CIO.
For many enterprises, an interim CIO is critical to maintaining continuity, culture, and hiring flexibility, says Jeff Le, managing principal at consulting firm 100 Mile Strategies, and a fellow at George Mason University’s National Security Institute.
Interim CIOs are becoming popular among organizations of all sizes, observes Stephen Matthew Arndt, president and CIO at Silver Linings Technology, a firm that offers IT services to senior living and healthcare organizations. He notes that technology has shifted from being a support function to a foundation for enterprise growth, efficiency, and security. “Yet many mid-sized businesses and nonprofits can’t justify or afford a full-time CIO,” he says. “Interim and [part-time] fractional CIOs offer a practical solution — executive-level leadership on a flexible basis.”
An interim CIO can also bring immediacy and exposure to outside perspectives to a troubled business. They frequently bring an added dimension, a look into what’s happening in real time to market competitors. “That’s a big benefit,” says Scott Maguire, president and technology lead at human resources consulting firm Korn Ferry. There’s also the agility component — working alongside permanent employees for as long as an organization needs, he adds. “That’s a good value proposition for businesses.”
For time-sensitive issues, organizations benefit from the shorter timelines of recruiting for an interim position. For most organizations, the average time to recruit a permanent replacement can be anywhere from 90 to 120 days, Maguire says. “These companies can’t afford to patiently stand by until the successor arrives,” he warns. “An interim CIO gives businesses the breathing room to make the right permanent placement without being rushed and without falling behind.”
Key Benefits
Arndt states that interim CIOs are typically recruited to fulfill any of five basic needs:
1. Cost efficiency – Executive expertise without the overhead of a full-time hire.
2. Strategic alignment – Making technology decisions that directly support long-term business goals.
3. Security and compliance – Providing up-to-date protection and regulatory guidance in a risk-heavy environment.
4. Vendor management – Better evaluation of platforms and negotiation of contracts.
5. Staff support – Serving as a mentor and bridge between IT teams and executives.
Candidate Selection
Recruiting for an interim position shouldn’t follow the exact same process as hiring a permanent role. In some instances, enterprises can study how an interim leader performs during a specified trial period before being hired as a permanent CIO. “However, there’s a big difference between an interim that’s being considered for a permanent role and one who is simply a placeholder,” he warns. Placeholders who aren’t necessarily interviewing for a permanent role are usually free from the politics and budget dynamics that a permanent CIO may be reluctant to touch.
When searching for an interim CIO, it’s important to look beyond technical credentials. Arndt says. “A strong interim CIO blends deep industry knowledge with the ability to communicate clearly across leadership and IT teams.” Peer referrals, managed service providers, and candidates with proven cross-industry experience are often the best sources, he notes.
Keep the endgame in mind, Maguire recommends. “Unless there’s agreement on a leadership focus, the role of interim executives or professionals isn’t necessarily to set long-term strategies or initiate a transformation agenda,” he explains.
Addressing Challenges
Without setting clear goals or acquiring leadership buy-in, organizations may fail to effectively implement the interim CIO’s decisions, Arndt says. Maintaining continuity presents another challenge; he notes that if leadership doesn’t plan for how the interim CIO’s strategies will be carried forward, important recommendations may be lost forever.
“The real value of an interim CIO is their ability to align technology with business strategy,” Arndt says. “Overlooking leadership, communication, and change-management skills often leads to poor results.”
Some businesses ask existing full-time employees to step in and double as interim CIOs. That’s generally not a good idea, Maguire warns. Covering both roles simultaneously is a challenge. “What will fall through the cracks? How will the team handle additional burdens? There’s an opportunity cost.”
Final Thoughts
An interim CIO can bring a fresh perspective to a stagnant enterprise, drawing on lessons acquired from serving multiple industries. “This can be transformative for companies trying to compete in today’s fast-moving, technology-driven environment,” Arndt says.
Maguire says that in most cases an interim CIO’s role can be defined quite simply. “Interim CIOs are hired to steer the ship, score quick wins, offer alternative viewpoints and, if desired, establish stability without overstepping boundaries.”
