Service
Interim mandates closed in six days. Fractional mandates designed around the actual workload. For venture-backed and listed biotech where a full hire is too slow, too expensive, or too premature.
The service
Not every leadership gap is a permanent hire waiting to happen. Sometimes the company is between cycles, between CEOs, between cap-table moments. Sometimes the role is real but the workload is half a role. Sometimes the board needs operational depth in the room while a permanent search runs. Non-permanent C-suite leadership covers those moments.
Two structures, two different problems. Interim executives sit in the role full-time, usually three to twelve months. Bridge mandates during clinical readouts, restructurings, leadership gaps. Fractional executives carry the role part-time, usually one to two days a week. The right call when the work is real but a full hire is premature.
Interim mandates close in six days. Most permanent searches close in under 60. The gap is not magic. It is the difference between deploying an executive who is already vetted, versus running a full search end-to-end. Same boutique model. Same single operator. Same Rados Method applied to who walks in the door.
Service one
Full-time leadership for a defined chapter.
An interim executive takes the seat. Same calendar, same scope, same accountability as a permanent. The difference is the runway: three to twelve months, with an explicit endpoint. The mandate exists because the company is between something and something else. A clinical readout. A leadership transition. A restructuring. A regulatory milestone. A capital raise. The interim runs the function while the company gets through the chapter.
Typical interim mandates
Interim CMO during a Phase 2 readout and the strategy reset that follows.
Interim CEO between a founder departure and a permanent search.
Interim CFO during a Series C process or an IPO preparation.
Interim CSO during a platform pivot or a BD-led repositioning.
Service two
Part-time leadership where a full hire is premature.
Fractional is the right call when the role is real but the workload is half a role. The CFO function before Series A. The CBO function before the first partnership conversation. The CMO function before the first IND is filed. A fractional executive carries the seat one to two days a week, holds the title, and signs the documents the role requires. Without the burn of a full salary the company cannot yet justify.
Typical fractional mandates
Fractional CFO from pre-Series A through Series A close.
Fractional CMO from pre-IND through the first regulatory interaction.
Fractional CBO during the first partnership pipeline build.
Fractional COO for early operational scaling before headcount justifies the role.
Speed
Most interim placements at executive search firms take four to eight weeks. The model is the same as permanent: take the brief, run a search, present a shortlist, negotiate, place. Faster, but only marginally.
The Rados Recruiting interim model is structurally different. A curated network of biotech executives who have explicitly indicated availability for interim work. Most are former CEOs, CFOs, CMOs, CSOs and CBOs of venture-backed and listed biotech, in transition themselves. When a mandate comes in, the longlist already exists. The question is fit for this specific chapter, not whether suitable candidates exist.
Six days from brief to start. Three for assessment and shortlist. Three for client interviews and contract. The interim arrives ready, not after four weeks of ramp-up.
Methodology
The Challenge runs the same way as in permanent search. Which life-cycle stage is the company in. Which transition is due. Is this a permanent gap or a chapter-bound need. The diagnostic decides whether interim or fractional is the right structure, not just who fills it.
The Companions runs lighter for interim, where the chapter is finite and the team-fit window is shorter. Capability and Context Fit carry more weight. For fractional, all six dimensions apply at full weight, because a fractional executive often sits at the table for years, not months.
Read the methodLet's work together
A first conversation is the cheapest part of any executive search. Forty-five minutes on a call to understand the phase you're in, what you actually need, and whether I'm the right person to help.
