The CEO Gig Economy: A Double-Edged Sword for Women in Leadership

In today’s evolving workplace landscape, the dynamics of leadership are shifting dramatically. A recent report from Challenger, Gray & Christmas reveals that over a third of CEOs appointed in the first half of 2025 were hired on an interim basis, marking the rise of what is being termed the “CEO gig economy.” This trend reflects a broader movement towards flexibility in executive roles, particularly appealing to women, especially working mothers, who prioritize work-life balance over traditional metrics like salary.

Redefining Executive Leadership

Andy Challenger, a workplace and labor expert, highlights that the rise of interim CEO roles allows executives to reenter the workforce on their own terms. These positions not only provide fresh challenges but also offer a level of flexibility that is increasingly sought after in today’s fast-paced business environment. The concept of fractional leadership, discussed in a July 2024 Harvard Business Review article, further emphasizes this trend. Companies are increasingly hiring part-time senior talent to fill executive roles, allowing them to access experienced leadership without the financial burden of full-time salaries.

This shift is particularly beneficial for small to mid-sized companies that may lack the resources to hire full-time executives. The appeal of fractional leadership is evident, with a LinkedIn search revealing a staggering increase in professionals identifying as fractional leaders—from just 2,000 in 2022 to over 110,000 in 2024.

The Challenges of Temporary Leadership

While the CEO gig economy and fractional leadership roles present newfound flexibility, they also come with challenges. Interim leaders may struggle to earn the trust and loyalty of their teams, as employees are often aware that their leaders could leave at any moment. The Challenger report notes that this uncertainty can hinder team cohesion and productivity.

Moreover, the ongoing gender disparities in leadership roles are exacerbated by these trends. The rate of new women CEOs has stagnated, with only 25% of new appointments being women in the first half of 2025, down from 28% the previous year. This stagnation is concerning, especially considering that women often face a “glass cliff,” where they are more likely to be appointed during times of crisis, increasing their risk of failure.

Addressing Gender Disparities

The lack of women in senior leadership roles is driven by persistent workplace biases, including the “broken rung” phenomenon, where women struggle to advance from entry-level positions to leadership roles. As companies increasingly turn to interim and fractional leadership, the number of full-time opportunities available for women may diminish, further entrenching systemic barriers.

However, if organizations actively address these biases, the CEO gig economy could serve as a pathway for women’s career advancement. A CNBC and SurveyMonkey poll found that women, particularly working mothers, prioritize flexibility in their roles, making interim and part-time positions attractive options. This flexibility can help mitigate the “motherhood penalty,” where working mothers face wage losses due to the challenges of balancing career and caregiving responsibilities.

Strategies for Empowering Women Leaders

To harness the potential of the CEO gig economy for women, companies must implement strategies to reduce workplace gender bias. This includes recognizing selection bias in hiring practices, creating targeted programs to support women’s career growth, and ensuring that women are promoted into roles that provide essential experience for executive leadership.

As interim and fractional leaders become more prevalent, organizations must be intentional about addressing systemic biases and creating equitable pathways for career advancement. By uplifting and empowering women, businesses can transform this leadership shift into a powerful opportunity that not only supports organizational goals but also fosters greater gender equity at the top.

Conclusion

The rise of the CEO gig economy represents a significant shift in the landscape of executive leadership. While it offers flexibility and new opportunities for career development, it also poses challenges, particularly for women striving for leadership roles. By addressing gender disparities and fostering an inclusive environment, companies can turn this trend into a catalyst for change, ensuring that women not only enter the C-suite but thrive within it. The future of leadership is not just about filling positions; it’s about creating a diverse and equitable environment where all leaders can succeed.