Weeks, not months.
An executive who has held the CEO and CFO seats, in yours within weeks. Documents are requested on day one, and the CEO gets a written readout by the end of week one.
Steady leadership now.
A stronger institution at the handoff.
Interim executive leadership for banks and credit unions navigating transition, disruption or growth. ApexSpan steps in quickly, stabilizes the organization, maintains cadence and prepares the institution for its next chapter.
A written 90-day plan.
The first 30 days establish where the institution actually stands. The board then approves a written plan with owners, milestones and a weekly report against it.
Nothing goes on hold.
Month-end close, board and committee packets, ALCO, audit and examiner responses keep moving from week one.
A working handoff.
We help recruit the permanent executive, build their 90-day onboarding plan, and brief the board before we step out. They inherit a team, not a gap.
The most recent engagement
Interim CFO at a federally insured financial institution approaching $1 billion in assets.
Led a roughly $100 million balance-sheet repositioning.
Earlier in his career
Restructured a $200 million investment portfolio for yield.
Ran a $50 million ten-branch, six-state institution by age 31.
Your institution doesn't stand still.
A leadership gap does not pause any of it, and a search done right takes months.
An engagement starts with a plan you can read.
A written 90-day plan
The first 30 days establish where the institution actually stands. The board approves a written plan with owners, milestones and weekly reporting.
- Days 1-30: establish where the institution actually stands.
- Days 31-60: deliver against the plan the board approved, with owners and milestones.
- Days 61-90: prepare the handoff and the permanent executive's onboarding.
Board reporting
The CEO gets a written report every Friday. The board gets progress against the plan, and a 90-day close-out delivered in executive session.
The transition
The permanent executive inherits a team, not a gap.
You know what you are getting before you sign, and you can check it every week after.
Start a conversation
Two ways to engage.
One puts an experienced executive in the seat within weeks; the other develops your own senior leader into it over one to two years.
Interim executive leadership.
An experienced executive in the seat within weeks, on a ninety-day term with the end date in the scope.
Interim leadership
Executive development.
Your next executive may already be on your team, and one to two years of real executive work will show it.
Executive developmentLeadership is not measured by the decisions we make while we occupy a position. It is measured by the capabilities we leave behind.
The executive you meet is the executive who takes the seat.
The advisors
Kevin O'Connor
Interim CEO and CFO
Interim CEO
Interim CFO
Interim COO
Kevin O'Connor has spent more than thirty years as an executive in regulated financial institutions, in CEO, CFO and COO roles.
View profileIf you have a leadership gap, this is someone who can step in, take charge, keep the institution moving and leave you stronger when the permanent executive arrives.
The first conversation commits you or your board to nothing.
Tell us where the gap is and how soon the seat has to be covered, and you will have a straight read within two business days.
