Interim Management

Interim management involves an experienced manager or specialist taking on a role for a limited period of time, usually as a consultant, to address a specific need.

The assignment has a beginning, an end, and a clear objective. It’s not about filling a seat while waiting for something to happen, but rather about having someone with clout take on operational responsibility from the very first week.

What is interim management?

You do not typically hire an interim employee directly. The person works through their own company or an agency, under a consulting agreement that specifies the scope of work, compensation, duration of the assignment, and notice period. You pay for work performed rather than assuming employer responsibilities, and the assignment can be terminated once the need has been met.

The difference compared to staffing is in line with the budget and the mandate. Staffing levels cover the workload and day-to-day operations, often in lower-level or broader-scope positions. An interim manager is brought in as a supervisor, project manager or a senior specialist with the authority to make decisions and drive change. The difference from a management consultant is that the interim executive is part of the line organization and carries out the work, rather than simply making a recommendation and moving on.

Interim management is also different from try and hire. An interim assignment is designed to be temporary. While it may sometimes lead to permanent employment, this is merely a possibility—not the underlying concept. A “try and hire” arrangement is intended from the outset to lead to permanent employment.

Typical situations where an interim solution is the right answer:

• A key employee is leaving, and the position cannot remain vacant during the hiring process.
• Parental leave, sick leave, or other planned absences from a managerial role.
• A change initiative that requires skills you don't have and don't need on a permanent basis.
• Growth or integration following an acquisition, where the need is urgent but time-limited.
• A situation where you need time to handle the permanent hiring process properly.

When is an interim position appropriate, and when is a permanent position appropriate?

The issue should be determined by the nature of the need, not by how urgent it is. A permanent need should be addressed permanently, even if it takes longer. A temporary need becomes unnecessarily expensive and difficult to resolve if it is addressed through a permanent position.

The timeline is different. An interim assignment can be started much faster than a regular hire, since the candidates are available immediately and aren’t bound by a notice period. A permanent hire takes as long as it takes: six to twelve weeks from start to signed contract, followed by a one- to three-month notice period before the person starts.

The cost structure varies. An interim fee charged by the hour or day is higher than the equivalent monthly salary calculated on a per-hour basis. In exchange, you avoid employer contributions, vacation pay, pension contributions, recruitment costs, and the risks associated with permanent employment. Over a six-month period, interim hiring is often the reasonable choice. Over a five-year period, it is not.

What makes this combination so effective is that it addresses both needs at the same time. You bring in an interim executive to ensure the business runs smoothly, while simultaneously conducting the permanent recruitment process without time pressure. The decision regarding the permanent hire is better when no one has to settle for the first acceptable candidate. Furthermore, the interim hire often provides a clearer picture of what the role actually requires, which makes requirements profile more precise. We'll go over the trade-offs with you; see our services.

Common Mistakes in Interim Management

1. Hiring an interim employee without defining the assignment. Without goals, a mandate, and an end date, the assignment becomes an expensive stopgap solution. Write down what should be different when the interim employee leaves, and who will decide on those changes.
2. To postpone permanent hiring. The temporary solution works, so no one is doing anything about it. Six months later, the position is still unfilled, and the cost has become an expense no one wanted.
3. Giving the interim manager too limited a mandate. A senior executive who isn't allowed to make decisions becomes an observer. If you don't dare to grant the mandate, what you need isn't an interim executive, but advice.
4. Forgetting the handover. The interim manager has built up knowledge that will be passed on to the permanent successor. Be sure to schedule an overlap period; otherwise, the same assessment will have to be done twice.

How Talent Search Approaches Interim Management

This is where we most clearly stand out from other recruitment firms. Talent Search handles permanent recruitment. Our sister company, Interim Search, handles interim staffing needs. The same network, the same process, and the same people answering the phone—no matter which service you need. You don’t have to choose a service before you know what the problem is, and you don’t have to switch providers if your needs change along the way.

• You describe your needs once, and we'll suggest interim, permanent, or both.
• Interim Search provides candidates who have already handled similar assignments, which gives us a clearer picture of what the role entails.
• We define the assignment together with you: what needs to be accomplished by the time the interim executive leaves.
• Sven Öquist has built up the temporary staffing business in western Sweden and is familiar with both sides of the market.

Frequently Asked Questions About Interim Management

How quickly can an interim manager be on site?

Significantly faster than with permanent hiring, since interim candidates are often between assignments and don’t have a notice period. The pace depends mostly on how quickly you can conduct interviews and make a decision. Think in terms of weeks rather than months.

How much does interim management cost?

The fee is set on an hourly or daily basis and is higher than the equivalent monthly salary converted to an hourly rate, since it includes the employer’s costs, risk, and availability. The rate varies depending on the role, industry, and duration of the assignment. Do not compare the fee to a salary, but rather to the total cost of employment plus the cost of the role remaining unfilled.

Can a temporary employee become a permanent employee?

Yes, it happens, and it’s rarely a problem if it’s handled openly. However, the terms of a transition should be specified in the consulting agreement from the outset, so that no disputes arise later on. Also, consider whether the person really wants a permanent role: many choose interim work for the freedom it offers.

What is the difference between interim management and staffing?

Interim management involves executive and specialist roles with decision-making authority and a clearly defined objective. Staffing is about addressing capacity needs, often for multiple people and during ongoing operations. The scope, mandate, and pricing differ, even though both are formally considered consulting solutions.

Do you know that the position needs to be filled, but not whether it will be temporary or permanent? Email the job description to us, and we'll help you choose the right path.