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At SpenglerFox, we treat CEO succession as a strategic capability, not a one-off event. Our approach aligns your business strategy with future leadership needs, ensuring you have the right CEO for where your organisation is heading. We start with a rigorous succession readiness assessment, evaluating board preparedness, internal talent, timing expectations, and the leadership profile your strategy demands. From there, we objectively assess internal candidates and benchmark them against the external market, giving boards the clarity to distinguish genuine readiness from aspiration.
We translate assessment into action through a clear succession roadmap covering development plans, transition timelines, board communication, and contingency scenarios. Where internal succession is not the right answer, our global executive search team identifies proven CEOs who can lead your next phase of growth. We then support the transition through onboarding, the first 100 days, and, where required, interim leadership, ensuring continuity, momentum, and long-term impact.
Every CEO transition is unique, and our approach adapts to the context. We support founder transitions where emotional legacy and future scalability must be carefully balanced, helping organisations professionalise leadership without losing what made them successful. In private equity environments, we manage succession under compressed timelines, aligning CEO capability with value creation plans, transformation agendas, and exit horizons.
For planned retirements, we help boards look forward rather than replicate the past, identifying the leadership required for the next chapter, not the last. When succession is unplanned or urgent, our interim management capability provides immediate stability while our executive search teams move at pace to secure the right long-term successor. In high-stakes moments, we turn disruption into decisive, value-preserving transitions.
Since 2003, we have partnered with scaling, PE-backed, and ambitious mid-market companies to solve their most critical leadership challenges. We understand what growth-stage leadership really requires, and the difference between a CEO who can sustain stability and one who can drive transformation. CEO succession is inherently multi-disciplinary, which is why board advisory, leadership assessment, executive search, and interim management sit within one integrated SpenglerFox approach: One relationship, aligned end to end.
Through our curated partner and franchise network across more than 46 markets, we provide access to global CEO talent with genuine local intelligence in every market that matters to you.