In a fast-changing labor market, where business decisions often require immediate action, interim interim recruitment has become an increasingly attractive option. But what exactly is interim recruitment and when should your company consider an interim solution?
In this article, we look at what interim recruitment is, what situations it is best suited to and what types of interim services are available. You’ll get all the information you need to decide if interim is the right strategy for your organization and your needs.
What is interim recruitment?
The word ‘interim’ means ‘until further notice’ and thus refers to something temporary. Interim recruitment means hiring a qualified consultant for a limited period of time – usually in a management or specialist role. The consultant is quickly in place and often delivers results from day one.
Unlike traditional recruitment, where an employee is expected to stay for the long term, the purpose of an interim solution is to cover an urgent need for a specific period of time. It is not just about ‘filling a gap’ but about adding value and skills where and when they are really needed.
Benefits of interim services
Hiring an interim consultant is not just a temporary solution – it is a strategic tool. Here are some of the main benefits:
1. quick access to the right skills
Interim consultants are often available at short notice, making it possible to fill critical roles quickly and ensure business continuity – without compromising quality.
2. flexibility and cost efficiency
You only pay for the time and skills you need. Interim solutions are scalable – you can hire on a full-time, part-time or project basis. What’s more, you avoid the fixed costs such as pension contributions or vacation pay that come with permanent employment.
3. experience, competence and objectivity
Interim consultants often have broad industry knowledge and can bring a fresh perspective, whether it’s on streamlining or change management. They have been in similar situations before and can quickly identify what needs to be done.
4. focus on results
As assignments are time-limited, interim consultants work in a very targeted way, focusing on creating measurable value quickly.
When is interim recruitment suitable?
Interim solutions are particularly effective in certain types of situations. Here are some examples of when companies can benefit from an interim consultant:
- Sudden absence or dismissal: for example, if a CFO, HR manager or project manager leaves and you need someone to take over quickly.
- Parental leave or sick leave: when business-critical roles need to be filled during an extended absence.
- During reorganization or change management: Interim consultants help to manage change, acquisitions or streamlining projects in a structured way.
- In case of growth or expansion: to temporarily fill needs before permanent recruitment.
- As a bridge in the recruitment process: an interim consultant ensures continuity and reduces stress while you find the right candidate.
Examples of roles in interim recruitment
Here are some roles where interim solutions are common:
- Interim CEO – leading the business during transition periods
- Interim CFO – handles financial management, reporting and strategic advice
- Interim HR manager – supporting organizational change or skills transition
- Interim Project Managers – leading complex projects, often with high technical skills
- Interim Marketing Manager – driving campaigns, launches or digital initiatives
- Interim Production Manager / Logistics Manager – optimizing flows and efficiency in production
Find out more about how Starfinder can help with recruitment here.
Different types of interim solutions
All interim assignments are different and there are several ways to customize them. Here are some common models:
- Full or part-time assignments: the consultant works full-time or a few days a week, depending on the needs.
- Project-based interim: for projects with specific objectives and deadlines, such as system implementation or process improvement.
- Crisis or turnaround management: Experienced interim consultants quickly stabilize businesses in crisis, for example by taking over as crisis manager, financial advisor or restructuring manager.
- Interim + recruitment: The consultant starts immediately and a recruitment process takes place in parallel. A safe way to ensure that both short-term and long-term needs are covered.
The difference between an interim manager and a permanent manager
Although interim and permanent managers often have similar leadership responsibilities, the roles differ in several crucial ways:
- Type of employment: An interim manager is hired for a temporary assignment with clearly defined objectives and a fixed timeframe, while a permanent manager works long-term within the organization.
- Timeframes: Interim managers usually work for a limited period, from a few weeks up to a year. The role of the permanent manager is more long-term and focused on continuous development over time.
- Mission focus: While the regular manager is often responsible for strategic development, culture and people development, the focus of the interim manager is to stabilize the business, improve processes and ensure continuity during change in leadership.
- Solution-oriented approach: Interim managers tend to have a more decisive and solution-oriented approach. Permanent managers are more likely to work strategically with long-term goals.
- Relationship to the organization: An interim manager often has a more external approach to the business. A permanent manager, on the other hand, is more integrated and works continuously to build relationships and team spirit.
Despite these differences, both roles require similar competences, such as strong leadership and good communication skills. Both interim and permanent managers play important roles in leading and developing organizations.
Key factors when recruiting an interim manager
When hiring an interim manager, there are some important things to consider to ensure a successful outcome:
- Clearly define the need: Start the process by clarifying the purpose, responsibilities and expectations of the assignment. What will the interim manager achieve and within what timeframe?
- Fast and smooth recruitment process: As interim managers often need to be filled at short notice, it is important that the recruitment process is efficient.
- Relevant qualifications and experience: emphasis on candidates with proven experience in similar assignments.
- Assessment of leadership skills: In addition to formal qualifications, it is important to take into account the personal qualities of the candidate. A good interim manager should be able to build trust and adapt to new conditions quickly.
- Clear objectives and communication: Make sure that the interim manager is fully aware of the objectives and boundaries of the assignment. Clearer guidelines create confidence and increase the chances of success.
- Regular follow-up: Have a continuous dialogue to monitor progress and adjust the focus of the mission if necessary.
Is interim recruitment right for you?
Consider the following situations:
- Do you have an urgent skills need in a key role?
- Is your business in transition or growth?
- Do you need temporary expert support for a specific project?
- Do you want to save time to recruit the right person?
- Are you looking for a cost-effective alternative to permanent employment?
If the answer is yes to any of the above questions, interim could be the right solution for you.
Final words on interim recruitment
Interim solutions have become an increasingly important part of a company’s recruitment strategy. Interim recruitment gives companies access to experienced leaders and specialists exactly when they are needed. It is a solution that combines speed, quality and flexibility – suitable for both growth phases and unforeseen situations.
Want to know more? At Starfinder, we have extensive experience in matching the right interim consultant with the right assignment. Contact us for a for a free consultation on how interim can strengthen your organization.
