As Executive Interim Management continues to gain global attention, Canada stands out as a market in transition. While well-established across Europe, the concept of Executive Interim Leadership is still emerging in Canada – but growing fast. At the forefront of this development is Benoît Créneau , CEO of xNorth™ – Executive Interim Management and our Canadian partner of the Valtus Alliance.
In this interview conducted by Annika Porsch, Benoît shares his insights on the state of the Canadian Executive Interim market, including growth trends, sector demands, and the strategic role of Interim Managers in times of transformation, crisis, and change. He also highlights the cultural and structural nuances that shape how Canadian organizations approach temporary executive leadership.
Whether you’re an international business expanding into Canada or a local company facing complex leadership challenges, this conversation offers a valuable perspective on the opportunities and obstacles of Executive Interim Management in a dynamic and evolving market.
How would you describe the current state of the Executive Interim Management market in Canada? Has demand grown in recent years, and if so, at what rate?
The Canadian Executive Interim Management market is in a clear growth phase. Unlike Europe, where the model is mature, it is still gaining traction in Canada. Interim leadership is often misunderstood here, frequently confused with the part-time executive model, which differs in scope and impact. It’s also commonly seen only as a temporary replacement solution, which underestimates its strategic potential.
That said, demand has increased significantly in recent years, particularly since the pandemic. Economic uncertainty, rising complexity and pressure to deliver results have all fuelled this growth. A notable driver is the influx of international companies investing in Canada, expecting local operations to align with global standards. While hard numbers are scarce, we estimate annual growth at approximately 15 to 20 percent.
Which interim roles are most frequently in demand? Have trends shifted over time?
There’s a clear distinction between interim roles used for leadership continuity and those focused on transformation. Both are essential, but it’s the transformation mandates that are driving the market forward.
CFOs remain the most frequently requested role, whether to bridge leadership gaps or execute initiatives like fundraising, M&A, restructuring, or IPO preparation. Demand for COOs has increased as companies look to improve operational efficiency or restructure underperforming divisions.
CHROs are often brought in for organizational design, workforce planning, and cultural integration. On the tech side, CIOs and Chief Digital Officers are in demand for digital transformation, ERP implementation, and cybersecurity initiatives. Interim CEO assignments tend to be high stakes, usually involving crisis management, succession planning, or transitions following acquisitions.
What industry sectors use Executive Interim Management the most?
Executive Interim leadership has long been familiar to not-for-profits and NGOs. Beyond that, adoption has grown in sectors under performance or transformation pressure. Private Equity and investment-backed firms use Interim Managers for operational improvements, exit readiness, and post-deal integration. Industrial and manufacturing companies rely on them for plant optimization, supply chain restructuring, and turnaround efforts. In tech and SaaS, they support scaling, fundraising, and strategic pivots. Healthcare, life sciences, financial services, and consumer goods sectors are also increasing their use of Executive Interim Management to modernize operations and manage leadership transitions.
What are the most common challenges of your clients?
At xNorth, most assignments are tied to critical inflection points. Transformation is the most common driver, whether digital, operational, or organizational. Companies may be evolving their business models, entering new markets, or modernizing outdated systems, and they need seasoned leaders who can navigate that complexity.
Growth is another key trigger, especially when internal capabilities can’t keep pace with expansion. M&A activity is frequent, with Interim Managers managing pre-deal preparation, post-merger integration, or carve-outs. Crisis and restructuring situations arise when profitability drops, new regulations emerge, or leadership stability is needed. Interim Managers also step in during unexpected leadership gaps.
What expectations do Canadian clients have regarding Interim Managers’ experience, availability, and flexibility?
Canadian clients are highly specific in their expectations. Given the country’s risk-averse business culture, companies seek Interim Executives with deep, relevant experience, typically 15 to 20 years in similar industries and situations.
They expect the interim leader to start quickly, take ownership, and deliver results immediately. Availability is critical; most roles need to be filled within days or weeks. Flexibility is also important. While some mandates are full-time, others are hybrid or part-time.
Soft skills are crucial in Canada’s multicultural, collaborative environment. Interim Managers must quickly earn trust, adapt to diverse backgrounds, and integrate into existing teams without disrupting the dynamic.
Are there any legal, cultural, or economic factors in Canada that influence how Executive Interim Management is used?
Yes, several. Legally, Canada is open to contract-based roles, provided agreements are clear on scope, duration, and exit conditions.
Culturally, Canadian organizations have traditionally favoured long-term, permanent hires. That’s slowly changing. Companies are becoming more open to flexible leadership models, and many executives are now exploring interim roles to work on impactful projects without long-term commitments. However, because the market is still maturing, Interim Professionals often face downtime between assignments.
Economically, current uncertainty has made businesses more cautious about permanent hires. Executive Interim Management offers a flexible alternative with lower long-term overhead. In Quebec, bilingualism and cultural fit are additional considerations.
How developed is Canada’s Executive Interim Management ecosystem? Do companies rely on specialized providers or informal networks?
The ecosystem is still emerging and remains quite relationship driven. Informal networks – such as board referrals, personal contacts, or executive recruiters are commonly used, particularly for short-term replacement roles.
However, for transformation mandates, more organizations are turning to specialized providers like xNorth. We offer not just placement, but structured support and advisory services throughout the engagement. The market is gaining momentum: early adopters are returning with new mandates, and more sectors are recognizing the value of interim leadership.
We see a clear opportunity to raise awareness. That’s part of our mission at xNorth – adapting lessons from the more mature European market and bringing them into the Canadian context.
Benoît Créneau’s insights highlight the Canadian Executive Interim Management market as a dynamic and rapidly growing landscape, still evolving but full of opportunity, and a growing recognition of interim leadership as a strategic tool beyond simple replacements.
The market’s growth is reflected in the rising need for experienced Interim Executives, especially CFOs, COOs, CHROs, and technology leaders who can navigate transformation, growth, M&A, and crisis situations. Despite some lingering cultural preferences for permanent hires, Canadian companies are increasingly embracing flexible, results-driven interim solutions supported by specialized providers.
Benoît and xNorth are at the forefront of this shift, bringing international best practices to Canada’s unique business environment and championing Executive Interim Management as a key leadership strategy for the future.