April 30, 2026

What to Do When a CEO Quits: 5 Critical Steps for Stability

What to Do When a CEO Quits: 5 Critical Steps for Stability
Key Takeaways

Critical Reminders for Companies When Your CEO Quits

  • Act Immediately


When a CEO quits, the priority is stabilizing leadership; successful companies appoint an interim CEO within days to maintain continuity.

  • Control the Narrative


Clear communication with employees, investors, and stakeholders is critical to preserving confidence and avoiding disruption.

  • Stability Matters

An experienced interim CEO is the most effective way to bridge the gap while you conduct a thorough search for a permanent leader.

The feverish pace of CEO exits from US companies has slowed a bit during the first quarter of 2026, but there still were 351 CEO exits announced in the first two months of the year, according to Challenger, Gray & Christmas.

“Boards rushed leadership changes through 2024 and 2025 in response to economic pressure, AI disruption, and political uncertainty. February’s drop suggests a wait-and-see approach,” says Andy Challenger, labor expert and chief revenue officer for the consulting firm.

Globally, Russell Reynolds says exiting CEOs have been in their jobs longer (average of 10 years vs. 6.6 years during Q1 of 2025). And, the consulting firm says, boards are replacing those CEOs with “a sharper focus on readiness, credibility, and continuity.”

What to Do When a CEO Quits: 5 Critical Steps

  1. Appoint an interim CEO immediately
  2. Begin the search for a permanent CEO
  3. Communicate with stakeholders
  4. Maintain operational focus
  5. Update succession planning
Infographic showing the 5 steps to take when a CEO resigns

1. Appoint an Interim Leader to Ensure Continuity of Leadership

Everyone from the board of directors to the customers to the employees is going to be wondering what the leadership vacuum will mean for them.

When your CEO resigns, it might be tempting to appoint a board member, a senior vice president or some other exec who knows the company, to keep the seat warm while a permanent executive search takes place. But this is no time to test a first-time executive who hasn’t navigated the instability that often comes with a big change in the C-suite. It is far better to bring in an experienced CEO who knows how to take charge and who is expert at stepping into periods of transition.

Finding the right interim CEO who can step in quickly and take charge of the day-to-day running of the company is a critical first step in righting the listing ship.

This is no time to test a first-time executive who hasn’t navigated the instability that often comes with a big change in the C-suite .

Why Companies Use Interim CEOs After a Resignation

Speed is critical. One of our vetted, experienced interim CEOs can be on-site in a matter of days, providing immediate leadership when your organization needs it most. Beyond stabilizing operations, an interim CEO brings an objective perspective, aligns stakeholders, and helps define the profile of your next permanent leader—which may require a very different style or skill set than the departing CEO. Leadership transitions can shake even the strongest organizations. A RED Team Interim CEO helps you bridge the gap quickly, confidently, and without sacrificing momentum.

In this interactive webinar, InterimExecs CEO Robert Jordan and President Olivia Wagner talk about the top questions companies ask when exploring whether an interim CEO is a fit for them:

2. Begin the Search for a Permanent Replacement

Once an interim CEO is in place, the company can begin the process of finding a permanent replacement. After your CEO leaves, a full-time CEO search can take months or even years. While the search is taking place, the interim CEO will work to stabilize the organization and establish a strong foundation and structure for the permanent hire.

An interim can also advise the board and management team in identifying and vetting the right CEO for hire. In recent years, many interims have been asked to stay on to help get the new permanent CEO up to speed quickly and ensure a smooth handoff.

Interim Executive vs. Permanent Hire

INTERIM EXECUTIVE PERMANENT HIRE
Time to Deploy ✓ 48 hours – 2 weeks 3 – 6 months
Ramp-Up Time ✓ Day one execution 3 – 6 month learning curve
Cost Structure ✓ No benefits, severance, or equity Salary + benefits + bonus + equity
Commitment Risk ✓ 30-day cancellation High — severance, legal exposure
Objectivity ✓ Fresh outside perspective Subject to internal politics
Focus ✓ Results-driven, defined deliverables Long-term career considerations
Cross-Industry Experience ✓ Broad — multiple industries & situations Typically one industry/company
Best For ✓ Crisis, transition, transformation, exit prep Long-term stable growth

3. Communicate, Communicate, Communicate

Employees, customers, suppliers, lenders, and other stakeholders need to hear from the board of directors and the interim Chief Executive Officer. The communication can take many forms, from in-person meetings to general emails to social media posts. Be prepared to answer questions as openly and honestly as possible, without making promises you can’t keep.

It is particularly important to be transparent with employees. They will be worried and anxious about the future of the company and their paycheck. You don’t want valuable employees to start job hunting while you’re getting operations back on track.

4. Focus on the Future

The CEO’s resignation is a setback, and usually coupled with many questions about what to do next. But, it’s important to remind all of the stakeholders — from employees to lenders — that the company has a bright future, and that each person has a place in it. Focus on the company’s goals and objectives and continue to work hard to achieve them.

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5. Review the Company Succession Plan

Succession planning is important for the family business or company with one or more co-founders, but it’s just as important for large corporations. Ideally, you’ll have a plan in place before your CEO quits. But if not, now is better than never. Use this experience to inform the succession plan you create for the future, and help it drive a culture of mentorship and leadership development to ensure you are not caught flat-footed if a future CEO suddenly resigns.

Why CEOs Quit (and Why It Matters)

CEO departures are disruptive in the best of circumstances. When the departure is unexpected due to sickness, malfeasance, or some other unplanned event, it can be downright destabilizing.

When a CEO leaves suddenly, it creates an immediate leadership vacuum at the highest level of the organization. Strategic initiatives stall, decision-making slows, and internal alignment can quickly break down.

This is why preparation matters. Companies with a clear succession plan, or access to experienced interim leadership, are able to stabilize quickly and maintain momentum. Those without a clear succession plan find themselves reacting under pressure, which increases risk across the business.

What Happens If You Get This Wrong

A poorly managed CEO transition can have immediate and lasting consequences:

Warning Signs

The Dangers of a Poorly Managed CEO Transition

  • Employee churn: Uncertainty at the top often leads to anxiety, disengagement, and key talent leaving the organization.
  • Investor confidence drop: Stakeholders may question the company’s direction, leadership stability, and long-term value.
  • Operational instability: Without strong leadership, execution suffers—projects stall, priorities shift, and performance declines.

The longer the leadership gap remains unaddressed, the greater the impact. That’s why many companies move quickly to install an experienced interim CEO who can provide stability, maintain focus, and guide the organization through the transition.

What Are Some Signs the CEO is in Trouble?

Preparing for a replacement when a CEO quits is one thing. But a departure sometimes comes as a surprise. These are some warning signs a CEO may be in trouble:

Warning Signs

How to Spot a CEO is Not Working Out

  • The company is underperforming. If the company is not meeting its financial goals or is losing market share, this could be a sign that the CEO is not doing a good job.
  • The CEO is making poor decisions. If the CEO is making decisions that are not in the best interests of the company, this could be a sign that they are not fit to lead the company.
  • The CEO is losing the support of the board of directors. If the board of directors is no longer confident in the CEO’s ability to lead the company, this could be a sign that they are about to be fired.
  • The CEO is facing personal problems. If the CEO is facing personal problems, such as a divorce or a health issue, this could be a distraction that is making it difficult for them to do their job.
  • The CEO is simply not a good fit for the company. This could be due to a difference in values, a lack of experience, or a personality clash.
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Frequently Asked Questions

Immediately stabilize leadership by appointing an interim CEO, then communicate clearly with internal and external stakeholders.

Connect with a RED Team interim CEO in as little as 48 hours, and if a fit, we can instantly draw up a contract to launch an assignment and get an executive on-site asap.

A permanent CEO search typically takes 3–6 months but it can take a year or longer, depending on the role and company complexity.

An interim CEO ensures continuity, maintains momentum, and provides experienced leadership during a critical transition period.

Most interim CEOs serve for 3–12 months, depending on how long it takes to complete the permanent search and transition. Some interim CEO will stay on to mentor and acclimate the new permanent hire.

April 30, 2026

What is a Fractional Executive? How Part-Time CEOs, CFOs, and COOs Generate Big Impact

What is a Fractional Executive? How Part-Time CEOs, CFOs, and COOs Generate Big Impact
Key Takeaways

Three Reasons Fractional Leadership Continues to Grow

  • A fractional executive is senior leadership without full-time commitment

Fractional executives provide C-suite-level strategy, decision-making, and accountability on a part-time basis aligned to actual business needs.

  • Offers a flexible, lower-risk, lower-cost alternative to full-time hiring


Boards gain experienced leadership while controlling costs, reducing long-term obligations, and maintaining the ability to scale involvement up or down.

  • Built for moments that matter most

Fractional executives are especially effective during growth, transformation, transitions, and periods where targeted expertise delivers outsized impact.

Fractional executives, including fractional CEOs, CFOs, COOs, and CIOs, are the hottest thing in the C-suite. What started as a niche workaround has gone mainstream, with companies from fast-scaling startups to Fortune 500s tapping part-time leaders for big-impact roles.

These aren’t consultants or advisors; they’re deeply embedded executives, delivering high-level strategy, leadership, and results without the cost or commitment of a full-time hire.

But what exactly is a fractional executive? How is this different from an interim or full-time hire? And when does it make sense to go fractional in the first place?

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April 29, 2026

When Should You Hire a CFO?

When Should You Hire a CFO?

Key Takeaways:

  • Complexity is the trigger: When financial decisions, forecasting, or cash flow questions outgrow basic accounting, it’s time for CFO-level strategy.
  • Growth events often require a CFO: Fundraising, M&A, expansion, or operational inefficiencies are common points where companies, especially startups, bring in a CFO.
  • You don’t always need full-time: Interim or fractional CFOs provide senior financial leadership without the cost or commitment of a permanent hire.

Whether you’re running a startup, scaling fast, or facing financial complexity, the question eventually comes up: Is it time to hire a CFO? This guide breaks down when to bring in a full-time, fractional, or interim CFO — and how to know which one is right for your company’s stage.

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April 29, 2026

CFO Resignations Hit Record Highs. Who Will Fill the Role When Your CFO Leaves?

CFO Resignations Hit Record Highs. Who Will Fill the Role When Your CFO Leaves?
Key Takeaways

Navigating CFO Transitions

  • Surging CFO Turnover


Global CFO turnover hit a seven-year high in 2025 and departures remain elevated across both public and private sectors.

  • The Succession Gap


Only 16% of organizations have a proactive CFO succession plan, leaving 84% exposed to sudden financial leadership gaps.

  • The Interim Advantage

A vetted interim CFO bridges the vacancy immediately, maintains financial continuity, and can assist in onboarding or mentoring the permanent successor. It’s no surprise, then, that 12 percent of CFO appointments in Q1 2026 were interims, up from 6 percent in 2025.

A whopping 262 CFOs left their jobs globally in 2025, continuing a multi-year trend of high turnover. In the S&P 500 alone, CFO turnover surged to a record 106 appointments in 2025, up sharply from 89 the year prior. The pace cooled a bit in Q1 2026, but remains well above historical norms.

According to the management consulting firm Russel Reynolds Associates, which keeps track of CFO comings and goings,”even big public companies are at risk of CFO turnover, whether by resignation, retirement, or termination.”

In the first quarter of 2026:

  • 89 CFOs were appointed globally, down from 95 in Q1 2025, the first Q1 YoY decline in CFO appointments since 2022.
  • 6.6 percent of S&P 500 companies appointed a new CFO, on par with Q1 2025 record levels.
  • Nearly half of newly appointed CFOs were external appointments, a Q1 high.
  • Interim CFOs accounted for 12% of newly appointed hires in Q1 2026, up from 6% in 2025, suggesting more organizations are relying on temporary finance leadership while they manage unplanned departures or extend the search for a permanent successor.

SEC Filings and Beyond

Historically, the workload of a CFO at a public company was focused on compliance with Securities and Exchange Commission filings, best accounting practices, and financial reporting.

Today, Chief Financial Officers — whether they work at a public company or a private one — need far more than stellar accounting skills.

As Russell Reynolds put it: “Organizations faced greater pressure to communicate through uncertainty — on performance, outlook, and fast-evolving topics such as tariffs and AI — putting a premium on CFOs who can articulate the path forward in high-stakes forums.”

Boards and CEOs want CFOs who can operate as strategic thought partners, build confidence with investors and the board, and lead through volatility and transformation, the consulting firm says.

Change is Not New

The role of the CFO has evolved over the last two decades, due to the accelerated pace of the digital age. Today, a CFO must not only understand a business from start to finish to provide financial excellence, but also must predict what is coming from a strategic standpoint and be ready to evolve.

The hardships that came with the 2008 recession pushed CFOs to serve in a more strategic role, one that focuses on people, strategy, and externally focused communication.

As Deborah O’Connor, a veteran CFO who was named Executive Vice President and CFO of ACCO Brands in 2022, said at a pre-pandemic event hosted by the National Association of Corporate Directors: the “CFO of 10 years ago is the Controller of today.”

The CFO of 10 years ago is the Controller of today.

— Deborah O’Connor, CFO

Great CFOs cross borders as well, whether private, public, private equity-backed, or family-owned. O’Connor said that while you might have different constituencies in each of those types of organizations, the foundation is the same: controls have to be in place, good projections must be forecast, decisions on prioritization must be made.

Most importantly, a successful CFO must bond with the CEO, empowering them to take the charge forward in a positive direction.

How to Find the Right CFO for Your Company

In a perfect world, every organization would have a well-thought-out succession plan that would be activated when a CFO resigns, retires, or is promoted. But this is a far from perfect world. Only 16% of CFOs told Russell Reynolds that their organization has a proactive succession plan in place.

Even if there is a plan in place, chances are strong there will be a financial leadership gap.

The implication for companies is clear: CFO turnover is no longer an occasional disruption, it’s an ongoing reality. With leadership transitions happening more frequently and often with little warning, organizations that lack a clear succession or contingency plan are increasingly exposed. This is where interim CFO leadership becomes critical, providing stability, continuity, and experienced financial oversight during periods of transition.

Here’s how to know when to bring in an experienced, vetted interim CFO is the right person to bridge that leadership gap:

How an Interim CFO Can Help

A high-quality interim CFO can immediately jump in to provide a fresh outside perspective to assess the organization and team and create a roadmap to keep forward movement. An interim can also identify what is needed in the next full-time CFO, assist with the CFO search or mentor a team member internally to eventually step into the role.

“It’s a calming notion to have someone come in and fill the seat so the seat is not empty for very long. It gives people someone to look up to, to talk to and share their anxieties with,” says Interim CFO Larry Firestone, who has led companies from startup to a $500 million public energy company.

Larry is an experienced Chief Financial Officer on InterimExecs’ RED Team, an elite team of top CFOs and other C-suite leaders who bring a variety of industry experience in growing and turning around companies.

He has seen operations come to a halt when the CFO role goes vacant. “An Interim CFO is a senior executive that has seasoning and talent and experience that the team can relate to,” he says. “They calm everyone down, and it’s really about keeping the company moving and running the way it should.

Most interim appointments last for eight months, though can range anywhere from a few months to several years. CFOs on InterimExecs RED Team are experts at stepping in during periods of transition, and stay on until a new full-time hire is onboarded and ready to take over.

In some cases, companies ask our experienced interim execs to stay on the job for a short time to mentor the new hire through those first few months and ensure a smooth handoff.

Which Public Company CFOs Resigned, Retired, or Were Promoted Recently?

Companies that changed CFOs in 2025 include:

  • Starbucks: Appointed a new CFO in 2025 following the installation of Brian Niccol as CEO in September 2024.
  • Boeing: Announced a CFO transition in 2025 as part of broader leadership changes following a CEO transition.
  • UnitedHealth: Named a new finance chief in 2025.
  • Lockheed Martin: Appointed an internal candidate to the CFO role in the first half of 2025.
  • Automatic Data Processing (ADP): Filled its CFO seat with an internal veteran in early 2025.
  • Jack in the Box: Promoted an insider to CFO in 2025.
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Frequently Asked Questions

CFO turnover reached a record high in 2025 due to increased role complexity, higher expectations from boards and investors, and rising retirement rates. The role has expanded beyond finance into strategy and transformation, increasing pressure and burnout.

Turnover has remained elevated for several years, with 316 new CFO appointments and 262 departures globally in 2025, according to the consulting firm Russell Reynolds, which tracks CFO comings and goings.

Companies often face disruption in financial reporting, investor confidence, and strategic planning. Many organizations bring in an interim CFO like those experienced, vetted CFOs from InterimExecs RED Team. They are tasked with maintaining continuity while the company searches for a permanent hire. Oftentimes, the interim CFO will stay on for a few months to mentor the incoming CFO and smooth the transition.

No. Only about 16% of CFOs say their organization has a proactive succession plan in place, which increases risk when unexpected departures occur.

An interim CFO is most valuable during sudden departures, retirements, M&A activity, or periods of financial instability, any time continuity and experienced leadership are critical.

March 25, 2026

How To Do a Reverse Merger Into a Public Shell Company in 9 Not-So-Easy Steps. Or SPAC in 10!

How To Do a Reverse Merger Into a Public Shell Company in 9 Not-So-Easy Steps. Or SPAC in 10!

Editor’s Note: This post offers an executive-readiness review and should not be considered legal, accounting, tax, or investment advice.

During the market surge of 2021, SPAC mergers became one of the most talked-about alternatives to the traditional IPO. In a zero-interest-rate environment, Special Purpose Acquisition Companies (SPACs) brought a whopping 550 private companies to public markets with fewer barriers than the standard IPO process.

When market conditions tightened and stocks declined, SPAC activity slowed significantly. Now, according to data reported by PitchBook, a Morningstar company, SPACs are surging again as the venture market searches for liquidity. The company reports there were 123 SPACs raised in 2025 and 2026 is on track for 200 more.

Despite the less-than-stellar performance of SPACs in recent years, hundreds of blank-check companies still are actively searching for acquisition targets.

The most successful companies pursuing this route share one trait: experienced executive leadership guiding the process.

Let’s start with some definitions.

Path to Public MarketsHow It WorksBest Fit
Reverse MergerA private company merges with an existing public shell and assumes its public listing.Smaller or mid-sized companies seeking a potentially faster route to public markets.
SPAC MergerA private company combines with a publicly traded special purpose acquisition company that was formed to make an acquisition.Growth companies that need a larger, more structured transaction and access to significant capital.
Traditional IPOA private company offers shares directly to public investors through an underwritten public offering.Larger, established companies prepared for a full IPO process and extensive market scrutiny.

What is a Reverse Merger?

A reverse merger into a public shell company allows a private company to become public by merging with an already-listed company that no longer has active operations. The private company’s shareholders typically receive a controlling interest in the surviving public entity, while the private company supplies its operations, leadership and business strategy.

A reverse merger can be faster than a traditional IPO, but it is not a shortcut around securities laws, financial audits or public-company reporting requirements.

What is a Public Shell?

A public shell is an SEC-reporting company with few or no active business operations. Some shells previously operated businesses, while others were formed specifically to pursue a transaction.

A public shell may trade over the counter or be listed on a national securities exchange. Completing a reverse merger does not automatically secure or preserve a Nasdaq or NYSE listing. The combined company must independently meet the applicable listing standards.

For example, Nasdaq Rule 5110 imposes additional requirements on many companies formed through reverse mergers, including a trading or seasoning period unless an exception applies.

What is a SPAC?

A SPAC (Special Purpose Acquisition Company) is a company created solely to raise money in an IPO and merge with a private company. Unlike a traditional reverse merger, SPAC deals are typically larger, more structured transactions that involve raising significant capital and incur far higher upfront costs.

What Are the Benefits of a Reverse Merger?

There are several:

  • Going public gives the acquiring private firm access to the vast liquidity of the public markets.
  • It’s an option for smaller companies. Typically, an IPO would require a valuation of $200 million or more. A reverse merger can be done by companies with as little as a $40 million valuation.
  • The reverse merger process is less susceptible to market risk and economic cycles than a conventional IPO.
  • Owners can more easily sell their shares, although the merger likely will have a lock-up clause limiting the company’s stock sales for a period following the transaction.

6 Steps to Completing a Reverse Merger Into a Public Shell Company

Reverse Merger Roadmap

6 Steps to Complete a Reverse Merger

  • 1) Select the Right Public Shell


Identify a clean shell company with strong compliance and minimal liabilities.

  • 2) Perform Due Diligence


Evaluate legal, financial, operational, and regulatory risks before proceeding.

  • 3) Structure the Transaction

Finalize ownership, governance, and shareholder terms.

  • 4) Secure Financing

Arrange PIPE financing or other capital needed to complete the transaction.

  • 5) Prepare Public Company Reporting

Complete audits, SEC filings, and internal control requirements.

  • 6) Close the Transaction

Execute the share exchange and complete the reverse merger.

Step 1: Identify the Right Public Shell Company

Choosing a clean public shell company is critical. The shell must have proper filings, minimal liabilities, and strong regulatory compliance history.

Step 2: Perform Comprehensive Due Diligence

Review the shell’s:

  • State of incorporation and corporate records
  • SEC filing and compliance history
  • Financial statements and tax records
  • Outstanding shares, options, warrants and convertible securities
  • Prior management and shareholder activity
  • Litigation, debt and contractual obligations
  • Transfer-agent records and trading history

The private company will undergo equally rigorous financial, legal and operational review. Experienced public-company CEOs and CFOs can help coordinate this process and identify problems before they disrupt the transaction.

Step 3: Structure the Reverse Merger

Deal structure determines ownership, governance, and shareholder dilution. This is where experienced deal leadership becomes essential.

Step 4: Secure Financing or PIPE Investment

Private investment in public equity (PIPE) financing is common and generally tied to investor confidence in the management team. Bringing on a vetted, respected CEO or CFO to lead the process can make a huge difference.

Step 5: Prepare SEC-Compliant Financial Reporting

The private operating company must be ready to function as a public company before the transaction closes. Preparation typically includes:

  • Audited financial statements prepared under applicable SEC and PCAOB requirements
  • Disclosure controls and financial-closing procedures
  • Internal controls over financial reporting
  • SEC-compliant business, risk and management disclosures
  • Systems for quarterly and annual reporting
  • Policies covering insider trading and material nonpublic information

This is one of the most demanding parts of the process and a frequent source of delays.

Step 6: Close the Transaction and File the “Super 8-K”

At closing, the private company’s shareholders exchange their ownership for shares in the public entity, giving them control of the combined business.

When a reporting shell ceases to be a shell company, it generally must file a comprehensive Form 8-K—commonly called a “Super 8-K”—within four business days. The filing includes information similar to what would be required in an Exchange Act registration statement, including the private company’s required financial statements.

The usual 71-day extension for acquired-business financial statements is not available for this filing.

3 More Steps After the Deal Closes

Once the financial deal is done, it’s time to run the new company. That offers its own leadership challenges, best led by an experienced CEO, to work through these steps:

Life After the Deal

Operating Successfully as a Public Company

  • 7) Establish Public Company Governance


Build the board structure, committees, and compliance processes required of a public company.

  • 8) Launch Investor Relations



Develop a communication strategy for investors, analysts, and the market.

  • 9) Operate a Public Company

Meet ongoing reporting requirements while executing the company’s long-term strategy.

Step 7: Establish Public Company Governance

Public companies require independent boards, audit committees, and strong compliance processes. Leadership transitions often occur at this stage.

Step 8: Launch Investor Relations and Market Strategy

Once public, the company must communicate effectively with investors, analysts, and regulators.

Step 9: Operate Successfully as a Public Company

Completing a reverse merger is only the beginning. Companies need a C-suite leadership team that knows how to perform in the public market environment, meet quarterly reporting obligations, and manage shareholder expectations.

How to Complete a SPAC Merger in 10 Steps

infographic on the 10 steps to a SPAC merger

A SPAC merger, which allows a private company to become publicly traded by combining with a Special Purpose Acquisition Company, can provide a viable route to the public markets.

But it is not a shortcut around IPO-level preparation. Success depends on credible valuation, disciplined execution, transparent disclosure and leadership that is ready to operate in the public-market environment.

The 10 Steps to a SPAC Merger

  1. Identify a SPAC with sufficient capital, time and strategic alignment.
  2. Evaluate its sponsor, investor base, redemption history and potential conflicts.
  3. Negotiate valuation, ownership, governance and transaction terms.
  4. Conduct financial, legal, commercial and operational due diligence.
  5. Secure board approval and announce the proposed business combination.
  6. Arrange PIPE or other financing, if required.
  7. Prepare audited financial statements and SEC-compliant disclosures.
  8. File the registration, proxy or tender-offer materials and address SEC comments.
  9. Obtain shareholder approval, manage redemptions and satisfy closing conditions.
  10. Close the transaction and transition to operating as a public company.

SPACs are complex, expensive transactions subject to substantial investor and regulatory scrutiny, thanks to SEC rules adopted in 2024.

The new rules more closely align de-SPAC transactions with traditional IPOs. They require enhanced disclosures concerning sponsor compensation, conflicts of interest, dilution, financing, the target company, and the terms and effects of the transaction. In certain transactions, the target company must also sign the registration statement as a co-registrant and assume responsibility for its disclosures.

Financial projections require particular care, pointing again to the benefits of engaging an interim CFO with experience in these complex transactions.

The SEC’s SPAC compliance guide provides an accessible summary of these requirements. Companies and their advisers should also review the SEC’s full SPAC rulemaking materials.

Why Reverse Mergers and SPAC Transactions Benefit From Experienced C-Suite Leadership

Despite the perception that companies can go public faster through a reverse merger or SPAC, the operational complexity often rivals or exceeds that of a traditional IPO.

Key challenges include:

  • SEC reporting requirements
  • Corporate governance transformation
  • Investor communications
  • Financial system upgrades
  • Board restructuring
  • Strategic repositioning as a public company

This is why so many organizations turn to InterimExecs RED Team leaders. They are thoroughly vetted CEOs, CFOs, COOs, and CIOs who have guided companies through reverse mergers, SPAC mergers, and IPO readiness before.

Having leadership that understands public markets can significantly reduce execution risk and improve investor confidence.

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Frequently Asked Questions

A reverse merger into a public shell company occurs when a private company merges with an existing public “shell” entity. The shell might be a failed business that has the right to trade on a stock market or it might be an entity that was formed specifically as a shell in search of a private company to merge with. The reverse merger allows the private company to become publicly traded without the time and expense of completing a traditional IPO.

It can be faster, but it is not necessarily easier. The reverse merger process still involves extensive regulatory filings, audits, and governance changes. It has its own complexities. Success can depend on the experience of the leadership team, which is why organizations often turn to interim CFOs with experience in reverse mergers.

A SPAC merger process involves a publicly listed Special Purpose Acquisition Company acquiring a private operating company, effectively taking that company public.

Recent data highlighted by PitchBook shows a rebound in SPAC IPOs and increased interest in sectors like deep technology and quantum computing, where companies benefit from flexible capital structures.

Because these are high-stakes transactions, organizations turn to experienced C-suite leaders, like the vetted leaders of the InterimExecs RED Team, who have successfully completed reverse mergers, SPAC transactions, or IPOs before.

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March 4, 2026

Why Interim and Fractional CIOs and CTOs Are Essential in this Age of AI Transformation

Why Interim and Fractional CIOs and CTOs Are Essential in this Age of AI Transformation

AI transformation is not just a technology initiative; it is an organizational shift that requires experienced leadership. Interim and fractional CIOs and CTOs bring the expertise needed to help companies align people, processes, and architecture as agentic AI reshapes how work gets done.

Artificial intelligence has moved beyond experimentation. Boards and leadership teams are no longer asking whether to adopt AI, they are asking how quickly they can execute without destabilizing their organization.

What many companies discover is that the biggest obstacle is not technology. It is leadership.

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March 4, 2026

From SaaS to Agentic BPO: How AI Is Reshaping Business Models

From SaaS to Agentic BPO: How AI Is Reshaping Business Models

For decades, SaaS growth relied on expanding users and licenses. The more seats a company sold, the higher its perceived value.

Agentic AI introduces a different possibility, one where software doesn’t just support work, but performs it.

That shift has led to a “SaaSpocolypse.” Software as a Service companies have shed market value in the face of the rapid emergence of agentic AI. In response, Jack Dorsey, CEO of Block, laid off 40 percent of his workforce and was rewarded with a 24 percent jump in the company’s stock price.

Is that the only way forward? No, says one of our InterimExecs RED Team CIOs.

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March 4, 2026

What Is Agentic AI? An Interim CIO’s Guide to Real Transformation Beyond AI Hype

What Is Agentic AI? An Interim CIO’s Guide to Real Transformation Beyond AI Hype

“Agentic AI” is one of the hottest terms out there. But what does agentic AI really mean? It’s not chatbots, copilots, or incremental automation. That is so last week in our AI-fueled world.

In our interview with an Interim CIO who has led multiple deployments, the distinction was clear: agentic AI isn’t about assisting users, it’s about artificial intelligence agents actually doing the work.

And it’s big. Really big. In fact, Nvidia CEO Jensen Huang said in his keynote address at the 2025 Consumer Electronics Show that enterprise AI agents would create a “multi-trillion-dollar opportunity” for many industries, from medicine to software engineering.

So how do you get a piece of that?

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March 4, 2026

The Agentic AI Shift: Why SaaS Companies Must Rethink Growth, Valuation, and Leadership

The Agentic AI Shift: Why SaaS Companies Must Rethink Growth, Valuation, and Leadership

Agentic AI changes how software works by executing workflows instead of supporting users. This shift challenges seat-based SaaS economics and requires experienced executive leadership to guide transformation.

For years, SaaS valuations were built on a familiar model: growth, recurring revenue, and expanding user seats. Companies scaled by adding customers and increasing adoption inside organizations.

No more.

Agentic AI is changing not just how software is built, but how work itself gets done. And for many SaaS companies, especially those in the broad middle of the market, that shift has immediate implications for valuation, growth narratives, exit strategies, and executive leadership needs.

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February 16, 2026

The Not-So-Secret Weapon Middle-Market CEOs Use to Accelerate Growth

The Not-So-Secret Weapon Middle-Market CEOs Use to Accelerate Growth

Every CEO eventually faces the same leadership dilemma: the opportunity ahead is bigger than the team you have today.

Markets open and close faster than ever.

Revenue targets climb.

Competitive threats appear without warning.

Boards and investors demand performance.

In these moments, the difference between hitting growth milestones and watching them slip away comes down to having the right leadership in place. Successful CEOs know how to ensure they always have the leadership capacity they need when they need it: they bring in top-tier interim executives.

Interim leadership is much more than a stopgap: it’s a strategic force multiplier. Interim executives with a strong track record of accelerating growth know how to orchestrate change fast, decisively, and with minimal disruption.

Strategy Alone Isn’t Enough

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