interim marketing leadership
keep your marketing momentum while adjusting the head count
When your team is lagging marketing leadership — parental leave, transition, sudden departure — I step in and keep everything moving. I don't just hold the seat; I run the function, protect the team's momentum, and strive to hand off a better setup than I found. No lag, no dropped balls, no disruption to your seasonal calendar.
scope of work
portfolio
how it works
handover & briefing. I meet with the outgoing leader (where possible), your CEO, and key team members before I start. Strategy docs, campaign status, agency contacts, budget — I absorb it all so day one isn't a discovery session.
orientation & stabilisation. Team 1:1s, agency introductions, campaign status reviews. I'm listening hard and making the quick decisions that can't wait. The team knows who's leading. Momentum is protected.
full operation. Running the function at full pace. Campaigns are live, team has direction, reporting is clear. Where I find things that need improving — and there are always a few — I fix them while keeping everything else moving.
handoff preparation. Playbook documentation, onboarding materials for the returning leader or new hire, team briefings. The goal: whoever steps into this seat next — including the person who left — hits the ground running, not starting from scratch.
before
week 1–2
month 1–2
last month
"leave it better than you found it."
With every project, I am striving to "leave it better than I found it." - Not just keep the lights on. Not just survive the season. I aim to hand back a marketing function that is more aligned, better documented, and more capable than the one I stepped into. That's what makes this worth doing — for your team, for the returning leader, and for me.
when to call
planned maternity or parental leave
Your CMO or marketing director is stepping out for 4–12 months. You need someone who can own the role — not just manage tasks — while they're gone and hand back a running operation on their return.
unexpected resignation or transition
Your marketing lead has left and you're mid-season, mid-campaign, or mid-hiring process. You need cover now, not in three months when the right permanent hire starts.
bridging a permanent hire
You know what you need long-term — you're just not there yet. I hold the seat, keep the function running, and can help you define what the permanent role actually needs to look like at your current stage.
temporary capacity spike
A product launch, market expansion, or peak season that temporarily exceeds what your current team can absorb. Senior firepower for a defined period, without a permanent headcount commitment.
mind the gap
The cost of a team gap is rarely visible until it's too late. Every week without senior marketing leadership is a week where strategic decisions don't get made, the team loses confidence, and the seasonal window gets a little shorter. For outdoor and performance brands, where timing is everything, any lag can turn out expensive.
common questions
What people ask before they reach out. I operate at the intersection of strategic marketing leadership and hands-on execution, ensuring that your marketing is not just a creative function but a business driver.
The earlier we talk, the better the outcome. Gaps covered last-minute rarely go as smoothly. Let's hop on a call to understand your situation, your timeline, and whether I'm the right fit. No commitment, no pitch — just clarity on what you need and whether I can deliver it.
Don't wait -
