If you're scaling in France, you already know the V-time: the three-month notice period (préavis) baked into French employment law. A key marketing leader leaves, or you finally admit you needed a senior hire two quarters ago, and suddenly you're looking at a 90-day void. No direction. No pipeline continuity. Just a team in standby while your competitors keep moving.

The cost of non-action

Ninety days without marketing leadership is not a pause. It's a regression. We see it repeatedly: a maternity leave, a sudden departure, a role that should have been filled six months earlier. The internal team waits for direction that never comes.

Meanwhile, finding the right full-time CMO takes 6 to 9 months in practice. By the time they're in the seat, your go-to-market strategy has already shifted. The market you built for no longer looks the same.

As OECD Employment Protection Legislation indicators confirm, France consistently ranks among the most restrictive employment regimes in the developed world. The préavis isn't going away.

Common consequences of the 90-day void:

• Pipeline continuity breaks, with no one owning lead scoring or nurturing
• The internal team stalls, waiting for a direction that doesn't come
• Pressure to rush the permanent hire increases the risk of a bad fit
• Competitors gain ground precisely when your execution should be strongest

Plug-and-play leadership

That's where iytro comes in. We deploy operational senior leadership in 72 hours: no ramp-up, no "let me get up to speed."

From day one, our fractional CMO runs a full audit of the current state, triages what's broken, and keeps the engine running.

We arrive with ready-to-deploy frameworks for CRM automation, lead scoring, and performance tracking. Your pipeline keeps moving while you take the time to find the right permanent hire without pressure.

De-risking your future recruitment

We are not trying to become permanent. The goal is to leave things in better shape than we found them.

That means writing a real job description built on what the company actually needs, based on what we have seen firsthand. We sit in the interviews, run the business cases, and onboard the new hire so they are not starting from zero on day one.

What a structured handoff includes:

• A job description built on real operational insight, not a generic template
• An interview process co-piloted with your management team
• A structured onboarding plan for the incoming permanent hire
• Zero loss of institutional knowledge between phases

The result is a transition that's planned, not survived.

Don't let a recruitment delay stall your growth. Book a call with iytro and get a fractional CMO operational within 72 hours.