Post-acquisition interim CEO.
Day-one execution. 100-day integration plan owned by one operator on the ground. Italian context. English-language reporting.
100-day plan
Six milestones. Owned, not advised.
D1
Governance
New AD filed where needed. Board calendar set. Decision rights written.
W2
Cash and controls
Bank access. Authorisation matrix. Weekly cash forecast live.
W4
Top 10 customers
CEO has spoken to all of them. Concerns logged. Commitments made.
W6
Top 10 managers
Kept, repositioned or replaced. No one in limbo.
W10
Operating model
Reporting lines, KPIs and meeting rhythm settled. Plan vs actual visible to all.
W14
Synergy capture
First wave of cost and revenue synergies banked. Second wave scoped.
Cross-border
English board. Italian floor.
The board reads English. The shop floor speaks Italian. The interim CEO writes both, fluently, and the lossy translation problem goes away.
Single point of accountability
One person owns the integration. Not a committee.
Written, decided, dated
Every key decision in writing. No one says they did not know.
Plan vs actual every Monday
Same format the PE board will read. No surprise pack at quarter-end.
Successor handover
Recruit alongside, not after. The new CEO inherits a running company.
Top questions
Integration FAQ.
Why an interim CEO for post-acquisition integration in Italy?
Because integrations fail on the operating side, not the deal side. An interim CEO owns day-one execution: governance, communication, cash, customers, key managers. The buyer team stays focused on the next deal.
When in the deal cycle do you start?
Best case: between signing and closing, on a short pre-close mandate. Acceptable: day one. Avoid: month three, when the model has already drifted.
What does day one actually look like?
All-hands in Italian with translation. New reporting line written and signed. Cash positions consolidated. Top ten customers called by the CEO in the first 72 hours. Top ten managers retained or replaced inside 30 days.
How long is a post-acquisition mandate?
Three to nine months full-time. Long enough to land the integration. Short enough to keep urgency. Successor brief is part of the deliverable, not an afterthought.
Related: interim CEO for PE, turnaround CEO.
Next step
Closing soon. Lock day-one.
30-minute call before close. Pre-close mandate written within 48 hours. Day-one ready.