Why, When, and How to Hire Interim Management: A Guide for Hiring Managers
Interim Managers are increasingly in demand as organisations navigate complex challenges and shifting markets.
In this guide, we’ll break down why and when Interim Managers are needed, what benefits they can drive and how the hiring process might differ from permanent hires.
Interim Managers are increasingly in demand as organisations navigate complex challenges and shifting markets.
During periods of economic uncertainty, many businesses turn to interim management hires as a flexible and effective solution.
Whether it’s guiding teams through change management, stabilising operations during a crisis, or driving growth through expansion, interim managers bring immediate expertise and leadership.
Their ability to deliver results quickly makes them a valuable asset across all sectors, providing businesses with the confidence to adapt and move forward.
In this guide, we’ll break down why and when Interim Managers are needed, what benefits they can drive and how the hiring process might differ from permanent hires.
Interim Management is the practice of bringing in one or several highly experienced professionals to take on a senior role(s) within a business for a fixed period of time. Also known as a fixed-term contract.
The terms interim, temporary or contractor are often used interchangeably; however, typically the term ‘Interim’ is used with roles that are hired at a senior-level. These roles are usually strategic, where an individual is tasked to lead during periods of change or transition.
Interim managers are typically seasoned leaders with specialist expertise who can hit the ground running. They’re adaptable, results-focused, and able to integrate quickly into new teams and environments.
Many will move between permanent and interim positions throughout their careers, while others choose to work solely on an interim basis, enjoying the variety, challenge, and flexibility these roles bring.
Because of this, organisations benefit from leaders who can step in at short notice, deliver impact fast, and help steer the business through short- to medium-term challenges or opportunities.
There are several situations where bringing in an Interim Manager can be the smartest move for your business:
Leadership gaps
If a senior leader suddenly leaves, an Interim Manager is the best way to fill the immediate gap. Unlike permanent hires, interims are often available to start almost immediately. They can also be engaged on flexible terms that are tailored to your organisation’s needs. This not only keeps the business moving but also gives you valuable breathing space to carefully recruit the right permanent replacement, thus avoiding panic hires and rushed decisions.
Transformation projects
Interims are highly experienced in leading major change initiatives, such as mergers, acquisitions, restructures, or digital transformation programmes.
Their ability to deliver results quickly makes them ideal for projects where time and expertise are critical.
Crisis management
Because interims are used to stepping into unfamiliar environments, they often bring extensive crisis management experience.
Whether it’s operational challenges, compliance failures, or financial restructuring, they can quickly stabilise a situation and implement a clear plan of action.
Specialist expertise
Interim executives aren’t just placeholders; they’re proven leaders with deep sector knowledge.
They bring fresh insights and an outsider’s perspective, free from internal politics or long-standing biases. Having worked across multiple organisations, they’re well placed to solve complex problems and drive strategic initiatives with confidence.
Not every experienced leader is suited to interim work. The best interim managers share a combination of skills and qualities that allow them to make an impact quickly and effectively:
Proven leadership track record
Interims need to have the ability to lead a team from day one.
A strong history of senior leadership ensures they can take charge, influence teams, and deliver results.
Industry-specific knowledge
While some interims bring a broad skill set across multiple sectors, others specialise in particular industries or business models, such as B2B or direct-to-consumer (DTC).
Both approaches can be valuable; the key is matching the interim’s background to your business needs.
Change management expertise
Many interim assignments involve transformation, whether that’s a restructure, new technology, or cultural shift. Effective interims know how to manage change smoothly and bring people with them.
Adaptability and quick decision-making
Interims are dropped into new environments all the time.
They need to quickly understand the context, assess priorities, and make confident decisions without a long bedding-in period.
Ability to deliver results under pressure
By nature, interim assignments are often high-stakes.
The best interims thrive under pressure, focusing on outcomes and ensuring the organisation moves forward even in challenging circumstances.
There are a variety of reasons why interim management can be a smart choice for organisations. Some of the key benefits include:
Speed and flexibility
Hiring an interim is usually faster and more flexible than recruiting permanently.
The contracts are short, the hiring process is streamlined, and onboarding is minimal. Interims don’t require the same long-term benefits or notice periods as permanent staff, making them an agile solution when time is critical.
Knowledge transfer
Interim managers don’t just deliver results during their assignment, they also add long-term value by passing on skills and knowledge to your permanent staff.
Acting as mentors, they can help train and upskill teams, leaving behind stronger capabilities even after they move on.
Evaluation opportunity
An interim hire can also serve as a valuable trial period.
Some organisations choose to bring in an interim with the intention of making the role permanent if the individual proves to be the right fit.
This real-world evaluation allows businesses to make informed, confident decisions about long-term appointments.
View 10 Advantages to Hiring Interim Executives
How should the hiring process differ between permanent and interim hires?
Hiring an interim manager isn’t the same as hiring for a permanent role. The approach needs to reflect the urgency, scope, and purpose of the hire.
Speed and urgency
- Permanent hire: Recruitment often takes months, involving multiple interview stages, personality assessments, and long notice periods.
- Interim hire: The process is usually much faster. Interims are often available immediately or at short notice. This also means candidates generally get snapped up quickly. So businesses should streamline the interview process, typically one or two conversations focusing on experience and fit.
Focus of assessment
- Permanent hire: You’re assessing long-term potential, cultural fit, leadership style, and how the individual will grow with the organisation.
- Interim hire: The focus is on proven track record, ability to deliver quickly, and adaptability to new environments. You’re not hiring for “potential,” but for immediate capability.
Contract and terms
- Permanent hire: Involves employment contracts, probation periods, and long-term benefits.
- Interim hire: Usually operates under a consultancy or fixed-term contract, with flexible terms around scope, deliverables, and duration.
Onboarding
- Permanent hire: Onboarding is generally a longer process – gradually introducing the person to the organisation, systems, people and ways of working.
- Interim hire: Onboarding is minimal; they need access to systems, people, and information right away so they can hit the ground running.
Mindset
- Permanent hire: It’s about building a long-term relationship and ensuring alignment with company culture.
- Interim hire: It’s about securing the right expertise for a defined challenge or period. Cultural alignment still matters, but the priority is results.
In short, permanent hires are about the future, while interim hires are about the here and now.
Read Permanent vs Interim, which should you hire?