One point of contact
Contract, coordination and quality of the assignment sit with Peoplechange.
Managers for your business · project, interim, fractional
The right expertise, ready to work
When a company needs a role it does not have, or does not have yet, we find it in our network, bring it into the team and coordinate it with the rest of the work. One point of contact, hands-on expertise.
When it helps
Experience now, without a long search
An external manager brings proven skills and the freedom to act without internal career constraints.
- A key position suddenly vacant
- A one-off project the team cannot absorb
- A function to create or reorganise
- A crisis or growth phase that calls for immediate experience
Roles
From senior to middle management
Senior management
Leaders to run a function or the whole company.
- Chief executive officerLeads the company through a turning point or transition.CEO
- Chief operating officerProduction, supply chain and operations.COO
- Chief financial officerCash, management control, relations with banks and investors.CFO
- Chief restructuring officerHands-on leadership of the plan in crisis situations.CRO
- Chief sales & marketing officerMarkets, sales network, positioning.CSMO
- Chief human resources officerOrganisation, people, industrial relations.CHRO
- Chief procurement officerPurchasing, suppliers, supply-chain costs and risks.CPO
- Chief quality officerQuality systems, certifications, customer relations.CQO
- Chief customer experience officerService, support and customer relationships.CXO
- Project management office leadMethod, portfolio and control of projects.PMO
Middle management
Middle managers ready to step straight into day-to-day work.
- Function and department heads
- Controllers and finance managers
- Production, planning and logistics managers
- Buyers and procurement
- Project managers
Three ways to work together
- Project-based
- A defined scope and results to deliver.
- Temporary
- A fixed-term operational role, with a proper handover.
- Fractional
- An ongoing presence for part of the week, for example two days.
How it works
From need to handover
1Listening
We define role, goals, duration and time commitment with you.
2Shortlist from the network
We propose people we know first-hand, not CVs from a database.
3Onboarding
A start with measurable goals, with Peoplechange overseeing the assignment.
4Handover
The manager leaves processes, tools and people ready to carry on.
Why Peoplechange
A manager, with coordination behind them
People we know
Managers we have worked with or vetted in person.
Joined-up expertise
The manager works alongside our other services: crisis, advisory, training.
Flexibility
If needs change, we adjust the time commitment or the profile.
Frequently asked questions
How quickly can a manager start?
We work with people we already know, which is much faster than a traditional search. Exact timing depends on the role.
Does the manager become an employee?
No. They work under a professional engagement, project-based, interim or fractional, for the agreed period.
What does fractional mean?
An ongoing presence for part of the time, for example two days a week: senior expertise at a proportionate cost.
What if the manager is not the right fit?
We oversee every assignment: if something is not working, we step in and, if needed, propose someone else.
Which role do you need?
Tell us the role, timing and goals: we will propose a solution.