From interim head of legal to permanent appointment: planning the transition

Short answer: The handover from an interim head of legal to a permanent head of legal works when it is prepared from the first day of the assignment: with a handover pack that is kept up to date, an overlap of typically two to four weeks and fixed dates for transferring matters, powers of attorney and contacts. The interim head supports the search for a successor with expertise but does not make the hiring decision. If the interim is a candidate, the company needs a separate selection process.

This guide is for executive management, HR leaders and boards in Switzerland and Germany whose legal department is being led on an interim basis while they plan a permanent appointment. It explains how to structure the handover to the new head of legal and which mistakes cost knowledge.

What role does the interim play in the search for a successor?

The interim head of legal provides expert input to the search; the company makes the appointment. Because the interim leader knows the legal department from the inside, they can sharpen the role profile.

• Role profile: which areas of law, leadership tasks and interfaces does the role really involve, and what has changed since the last appointment?
• Team analysis: where is the team strong, and where is capacity or experience missing? This affects whether the new head mainly needs to lead, build or deepen expertise.
• Technical interviews: on request, the interim can prepare technical questions for interviews or join individual conversations.
• Timing: the interim knows deadlines, board dates and projects and can say when a change of leader will cause the least disruption.

The search itself is run by the company, internally or with a permanent hiring provider. In addition to temporary support through staff leasing and freelancing, Alpinum Solutions also offers executive search and permanent recruiting. When a permanent hire makes sense and when interim support is the better fit is covered in the comparison of legal recruiting and interim support.

The handover plan: documents, matters, team and stakeholders

A handover plan sets out what the new head of legal receives, by when and who is responsible. It does not start when the successor signs; it starts on the interim leader's first day. How the first weeks of the assignment are organised is explained in interim head of legal: the first 30 days.

Documents do not replace conversations. Every important matter and every key relationship should get at least one joint meeting between the interim and the new head of legal.

Powers of attorney and registers

If the interim head held powers of attorney or signing rights entered in the commercial register, these should be revoked on the handover date and granted to the new head. In Switzerland, every change to a registered fact must be registered under Art. 933(1) of the Swiss Code of Obligations (OR); in Germany, the expiry of Prokura (statutory commercial power of attorney) must be filed for registration (Section 53(2) of the German Commercial Code, HGB). Bank mandates, contacts with authorities and portal access also belong on the list.

Designing the overlap

An overlap of two to four weeks is usually enough for the new head of legal to get to know the matters, the team and the stakeholders before the interim leaves. With many live transactions or proceedings, or a large team, it can be longer. One example from Alpinum's work: a senior legal counsel covered parental leave at an international industrial company in Germany for nine months, including a one-month overlap.

1. Week 1, induction: the new head reads the handover pack, holds one-to-ones with the team and joins all routine meetings. The interim continues to lead.
2. Week 2, joint meetings: both meet the key stakeholders and law firms together. The new head already handles new requests, with the interim as a point of contact.
3. Week 3, switch of roles: the new head leads; the interim supports and closes their own tasks.
4. Handover date: powers of attorney and system roles are transferred, and open points are handed over in writing.

During the overlap, a clear rule on who decides is essential. A fixed date for the transfer of leadership, communicated to the team and management, works well. Where the budget does not allow a long overlap, the interim can remain available as a point of contact with reduced hours after the handover date, for example one day a week.

When the interim is a candidate

An interim head of legal can apply for the permanent role, but the company must then separate the selection process from their current role. The move can make sense: the person knows the team and the issues, and the company has seen them at work.

• Disclose early: the interim states in good time whether they are interested in the role.
• Separate process: they then no longer take part in the selection, see no documents of other candidates and do not join their interviews.
• Same standards: they go through the same interviews as external candidates. Performance during the assignment is one criterion, but not the only one.
• Prepare the move contractually: a move of the interim head into your team (temp-to-perm) is possible; the terms are agreed in advance. Ideally clarify them when the assignment starts, so that the later decision is purely about fit.
• Still plan the handover: even if the interim stays, the matter and risk lists and the new arrangements for powers of attorney and the employment relationship need an orderly transition.

If the interim is not selected, the company should tell them in person and continue the handover as planned. An agreed end date helps close this situation professionally as well.

Common mistakes and how to avoid them

Most handovers fail not because of the successor but because of missing preparation. These four mistakes can be avoided.

• Planning the handover only at the end: documenting only in the last two weeks means decisions and context get lost. The handover pack is kept from day one.
• No overlap: without time together, relationships with business units and law firms are lost. At least a few joint meetings are needed.
• Unclear leadership during the overlap: two heads without a fixed date unsettle the team. The transfer of responsibility is dated and communicated.
• Powers of attorney not updated: if the interim's powers or access remain in place, liability and security risks arise.

Limits and risks

• The decision on the successor and responsibility for the legal function rest with the company. Alpinum Solutions provides legal professionals and leaders and does not give legal advice as a law firm.
• An overlap costs budget because two leaders are paid at the same time. This should be weighed against the cost of lost knowledge, missed deadlines or repeated induction.
• If the interim applies, the team may feel uncertain. Open communication and a separate process limit this.
• If the successor starts later than planned, the assignment has to be extended. Agree extension options in the contract early. In Germany, the same person may be leased to the same hirer for no more than 18 consecutive months under staff leasing; earlier assignments count if the gap was three months or less (Section 1(1b) AÜG). Swiss law (AVG) sets no statutory maximum assignment length.

Frequently asked questions about the handover to a permanent head of legal

How long should the overlap between interim and new head of legal last?

Two to four weeks is usually enough for the new head of legal to get to know the matters, the team and key stakeholders. With many live transactions or proceedings, or a large team, a longer overlap can make sense. If the budget only allows a short overlap, the interim can remain available afterwards as a point of contact with reduced hours.

Can the interim head of legal help select the successor?

The interim head of legal can sharpen the role profile, prepare technical interview questions and, on request, join interviews. The company makes the decision. If the interim applies for the role, they no longer take part in the selection and receive no documents relating to other candidates.

Can an interim head of legal move into a permanent role?

Yes, if both sides want it and the person goes through the same selection as external candidates. A move of the interim head into your team (temp-to-perm) is possible; the terms are agreed in advance. Powers of attorney, reporting line and the contractual relationship then need an orderly transition.

When should the handover be prepared?

The handover is prepared from the first day of the assignment. The interim head of legal keeps a matter list, a risk list and a decision log up to date. Once the successor's start date is known, the overlap, joint meetings and the date for transferring powers of attorney and system roles are planned.

What happens if the successor starts later than planned?

The interim assignment is then usually extended or continued with reduced hours until the new head of legal starts. For this to work without a gap, extension options and notice periods should already be in the contract. Management should pass the successor's start date to the interim as early as possible.

Next step

Alpinum Solutions provides interim leaders for legal departments in Switzerland and Germany, part-time or full-time, and can also support the permanent appointment. Describe your situation and the planned timing of the successor.

• Interim head of legal: leadership for the transition
• Interim head of legal: the first 30 days
• Legal recruiting or interim support compared
• Discuss your needs

Last updated: 30 October 2026.