Interim management

Interim managers are experienced executives with special skills and a track record of achievement.

They are hired by businesses on a project basis to solve problems.

Interim managers can fill gaps or take on strategic roles; they deliver results quickly before moving on to the next assignment.

Increasing numbers of business leaders are seeing interim managers as a more cost-effective solution than management consultants.

Interim managers are highly skilled, and brought into organisations to strengthen capabilities. They lead transformation and change; getting projects in place – quickly and effectively. Their purpose is to effect change and roll out processes which they can then leave in their wake.

Their role is to speak openly and highlight what a company should do to achieve its goals. In addition, they are far more cost-effective than traditional management consultants, and they deliver results, not just analysis.

It is essential for organisations to have access to this talent, as and when they need to tap into it – particularly as we work towards economic growth and recovery.

Here are some of the advantages in bringing an interim manager into your organisation: Value for money


Interim managers are available immediately. Typically it could take a minimum of four months to hire a permanent member of staff, as they may have to serve out their notice period.

Immediate results

Unlike a permanent employee who is typically given a honeymoon period to settle in, the interim manager will start delivering results within five days, identifying quick wins and rapidly building relationships.


Interim managers offer instant experience and a capability which is almost always one rank higher than the job requires.


Interim managers are objective and do not like being side-tracked into office politics. They do not expect to have a long career with you so they tell you what you need to hear – not what you want to hear.

Remember that interim managers can speak openly to clients about changes such as job losses because they don’t have emotional attachments to companies.

Clarify the role of the interim manager to permanent staff, so that they understand the person is being taken on for a defined period of time and can transfer skills to permanent employees.

Don’t make pay comparisons to permanent staff; it is misleading because the interim manager is chargeable at an inclusive rate and does not enjoy benefits such as pensions or holidays.

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