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What this saves you
Right now, you hear that a CNO left when the permanent search is already three months old and two firms are already in the building. Hospitals do not announce departures. By the time the news reaches you, the seat has been empty long enough to hurt and someone else is already pitching the bridge.
The firms they engage have to post the search. MOLE reads those rosters and collapses every posting pointing at the same seat into one row. The firms running it stack up beside it. That row is an opportunity.
opportunity = (facility, role, level, city, state)
The bet
Two firms running a CNO search at the same hospital means that seat is genuinely open and genuinely urgent, and the hospital is running a gap with no interim in it yet. One firm on a verified facility is the quieter prize: a search nobody else has picked up.
One thing about interim that matters all the way through this page: a vacancy here is a symptom. An open CFO seat means a departure, and departures come in clusters. A facility with two open executive seats is a facility in transition, and transition is when an outside interim gets considered at all.
Three actions follow. Do them in order. This page is public on purpose, so if you have an account, work along in a second tab and open the Interim Briefing Room. If you do not have one yet, read it straight through and decide from that whether it beats what you do today.
If you already represent a specific executive, have their seat history and the states they will actually travel to in hand. Action 3 uses them. An interim CNO who will work three states is the ideal test case.
Action 1
Set your desk. Once.
You will never do this again. Everything after it is faster.
The interim feed is smaller than locum by design: hundreds of live searches, not tens of thousands. Filtering here is about precision, not survival. Four settings and one toggle.
Do this now
Set these four, in this order
1 · Role. The seats you place: CFO, CNO, CMO, COO, VP, Director. Leave the rest out of this view.
2 · Level. Executive, Director or Manager. This exists so "Director of Quality" and "Chief Quality Officer" do not collapse into each other. Two different searches, two different buyers, two different rates.
3 · Setting. Hospital, Critical Access, SNF, Health System HQ. Be honest here: SNF interim executives are a different rolodex than acute, and pretending otherwise wastes your morning.
4 · Clients: leave it ON. Hide clients defaults ON and hides organizations you have already placed at. Correct: the feed is for net-new. Flip it off only to audit a client's competitive picture.
The one interim-specific toggle worth knowing on day one: Independent. Turn it on and every system-owned facility disappears, leaving standalone and community hospitals. Those buy interim differently. The CEO often decides alone, with no corporate talent function in the way. If that is your niche, this toggle is most of your job.
States, Confidence and Age are situational. Reach for them when a question comes up, not now.
Every filter, what it does and when to reach for it: Field Manual, section 04.
Action 2
Read the signal. Decide who is worth a call.
This is the part that replaces your morning of guessing.
Click High Confidence at the top of the Briefing Room, and set Age to Last 30 days, not 7. Unlike locum, interim reps genuinely live in HIGH: a real search surfaces on more than one firm roster, so the model separates signal from noise cleanly here. If HIGH is thin in your states, widen geography before you drop to MEDIUM. Four signals decide whether you dial.
Firm count plus age is a stuck search
Two open seats is the interim read
The MSP badge decides your route in
A permanent search and an interim search together
Three ways the count lies
One search, whole panel. A high firm count can be a single retained search broadcast to a panel of contingent firms. Open the row: near-identical posting text across firms means one engagement, not three buyers.
Evergreen postings. Some firms keep a seat listed to collect executive CVs. A generic title, a state-only location and months on the board is the tell.
A count of 1 cuts both ways. It can be a quiet search nobody else has found, or a retained exclusive where one firm already owns the seat and you are not getting in.
Open any row to see every firm running the search, with dates and source links. That is your audit trail, and your talk track.
The full scoring model, all eight signals and their weights, is in the Field Manual, section 03. You do not need it today.
Action 3
Act. Two paths, one action.
Pick the path that matches what you are holding. One-person desks run both.
Who actually buys: read this before your first call
For an interim executive the buyer is almost never HR. The doors worth finding, roughly in order:
· The CEO's office for any C-suite or VP seat at a standalone hospital
· The board chair when the open seat is the CEO
· The system's chief people officer or corporate talent function at a system-owned facility, where the local CEO may not hold the budget
· The retained firm itself, when a firm owns the search and you have a candidate they do not
The main switchboard is where you start, not who you are trying to reach. And be clear about a limit: MOLE does not record who signs an interim engagement at a given organization. The Independent toggle is a strong hint about where the CEO decides alone. Confirming who holds the budget is still your phone call.
Path A · Find open seats
You have territory and need searches to pitch into. You are working the list from Action 2. Take one unbadged facility with two open executive seats, or failing that the oldest single search with two firms on it, and open the facility page. It shows every active search there, an MSP banner if one applies, and a phone number when we have one. Read both searches, because a facility short in two seats is a facility in transition, and that is a better conversation than one vacancy.
Star it before you move on. Tomorrow the Favorites filter is your target list and one click shows what moved overnight at organizations you already care about.
Do this now
Path A, for real, right now
Your Role set, your states, Confidence High, Age Last 30 days. Find one unbadged facility with two or more open executive seats. Open it, read both searches, star it, and use the page to find the right door per the callout above: the CEO's office, not HR.
Nothing doubles up in your territory? Take the oldest single search with two firms on it instead. Age plus competition is the second-best signal.
Path B · Market an executive
Plan check
Hot docs are an Agent plan and above feature. Scout accounts see the teaser but cannot create one. Caps by plan: Agent 3 active, Handler 10, Operator 25, Enterprise unlimited. On Scout, read this anyway and then run Path A, which needs no upgrade.
A hot doc is an executive you are actively marketing. Open Hot Docs, pick the Interim tab, upload the CV for parsing or enter the profile by hand. Save it once and MOLE matches them against every live search in the feed, nightly and on creation, ranked, with a plain-language reason for each match.
States: only where they will actually go
Know what gates and what only scores
Read the reason, not the number
Keep the details the match cannot see
Re-run every Action 2 check
Two signatures before a name leaves your office
Before an executive's name or CV goes to any organization, two things must already be signed.
1 · A right to represent from the executive. Their written authorisation for you to present them to that organization, by name. Without it you are marketing someone who never agreed to it, and if two firms submit the same executive the organization usually disqualifies them both.
2 · An engagement agreement with the organization. Rate, term and liability settled in writing. Send a CV before that exists and you have handed over your candidate with nothing obliging anyone to pay you for the placement.
An anonymous profile needs neither, which is exactly why the first touch is anonymous. MOLE does not track either document. That lives in your ATS or CRM, and the paperwork is yours to confirm before you attach anything.
Do this now
Path B, for real, right now
Create one hot doc for the executive you brought with you. Open their matches. Take the highest-scoring unbadged facility and draft the first outreach to the CEO's office. The AI reason is your opening line.
Pitch the executive anonymously. No name, no CV attached. Something like: "Interim CNO, three critical-access turnarounds, available in two weeks, will work TX, OK and AR. Your CNO search has been open six weeks with two firms on it. Worth a conversation about a bridge?" The name goes across once both signatures are in, not before.
Zero matches? Check states first. It is a hard gate. Then check that the Level on the profile matches the seats you expect.
The rule
Your first 15 minutes, every morning
Before the phone. Before email. This is the whole habit, and it is the difference between MOLE being software you bought and MOLE being how you work.
High Confidence, then Favorites
Star what is worth tomorrow
Twice a week, hunt doubles
Once a week, audit a firm
Once a week, one hot doc per bench executive
Cut your prep time in half and your connect rate goes up on its own, because you are calling organizations that are actually in transition.
When you want the depth behind any of this (the scoring model, every filter, how to read a card signal by signal), that is the Interim Field Manual. This page is the path; that one is the reference.
Next move
Run it on your own territory
Everything above works the same whether you read it first or sign in first. If you already have an account, open the Briefing Room and work the steps in a second tab. If you don't, the workflow is the product. This page is the honest version of what you'd be buying.