Your Head of People just left. Your team still needs a leader on Monday.
I step in as your interim Head of People to keep the team steady, take on the open work, and help you hire the right permanent leader, without rushing the search.
Sounds familiar?
Most interim calls start with one of these.
- Your People leader gave notice and their last day is coming fast
- Your People team is junior or specialized and has no one to lean on
- Open work is piling up: leaves, employee issues, comp questions, a review cycle
- You need to hire a permanent Head of People but don't want to rush it
- The people function reports to a CEO, COO, or GC who doesn't have time to run it
How the first 90 days work
Steady the team
Meet the team and key leaders, take over the handoff, and become the go-to person for tricky situations. You get a written readout: what to keep, pause, or stop, and a clear plan.
Keep things moving
Run team priorities week to week, handle employee relations, leaves, and manager questions, and keep open projects on track.
Hire your next leader
Shape the permanent role, help design the interview process, meet finalists, and write a transition plan so your new leader hits the ground running.
Two ways to work together
Steady and Search
Team leadership, the 30-day readout, manager support, and help hiring your permanent leader.
Full Coverage
Everything in Steady and Search, plus HR systems, process fixes, and projects that can't wait.
Interim engagements usually start around $10,000 a month. Month to month after the first month, with 30 days' notice. No equity, benefits, or search fees.
I've done this before
Interim Head of People for 10 months during an active VP search. Grew the team from 60 to 150 across the US, UK, and Canada, through acquisition.
Stepped up as interim Head of People reporting to the CEO, leading a team of 35+ while the company grew from 200 to 2,000+.
"Cassie is the real deal. If you're looking for someone who can build, advise, and genuinely champion your team at the same time — she's it."
Questions about interim engagements.
Let's get your team steady.
A 30-minute call is enough to tell whether interim is the right fit, and if it isn't, I'll say so.