Submitting your Interim Management requirements to InterimManagement.com is quick and easy. FIll out the following form (at least your email) attach the position requirements document if you have it and click on Submit. Your requirement will immediately become available to all our consultants. Within hours one of our consultants will contact you in order to better clarify the requirements or to already suggest some candidates.

Registering with InterimManagement.com is quick and easy. Only 2 fields below are required. You can do a quick submit or you can enter more information and help us better match you. One of our consultants will assess whether your background and experience would enable us to place you on an interim management assignment. Within 72 hours we will send you a Registration Pack and arrange an interview with one of our consultants. Once you are approved, our consultants will start actively matching you to opportunities we have available.

Management on demand

Businesses do not always run exactly how we would like. Changes occur every day. Often, these changes encourage new growth and exciting developments, but unfortunately the alternative is also possible.

Adjustments to company structure and other organizational changes can severely affect dynamics and performance. And when the company’s management team is shaken up, one question remains – who will manage the company?

Instead of feeling overwhelmed by organizational problems, business owners and employees can now bring on board a fresh set of eyes, new ideas and specialist expertise – the interim manager. Where there is a gap in company structure or efficiency, there exists an interim manager to take over the role until things are running smoothly again.

What is Interim Management?

Who are Interim Managers?

What kind of companies would benefit from hiring Interim Managers?

What kind of assistance could an Interim Manager provide?

What are the main advantages of Interim Management?

Why are so many companies engaging Interim Managers?

What is the History of Interim Management?

Why would an organization retain an Interim Manager rather than hiring additional management staff?

But wouldn’t employees be more committed to an organization than an Interim Manager?

What are differences between an Interim Manager and a Management Consultant?

Aren’t Interim Managers just jobless managers who will leave the moment they find a permanent opportunity?

What are the downsides of being an Interim Manager?

If Interim Managers are so good, why do they choose uncertainty?

Are Interim Managers sometimes offered a permanent contract once the interim management engagement is completed?

What is the cost of an Interim Manager?

How cost-effective management option is it?

Is an Interim Manager more expensive than a permanent manager with an employee status?

Is Interim Manager an employee or a consultant?

How long does it take to select an Interim Manager?

How long is an average Interim Management assignment?

How long will it take for an Interim Manager to become effective?

Is it possible to engage a part time Interim Manager?

How would the presence of Interim Managers impact client organization’s permanent staff?

How to announce the Interim Management appointment to staff?

Who would the Interim Manager report to?

What happens if the scope of an Interim Management assignment changes mid-stream?

How does an Interim Manager transition out at the end of the assignment?

What happens when the job is completed?

How does InterimManagement.com find Interim Managers?

What qualities does an Interim Manager need to become successful?

What happens after an Interim Manager registers on InterimManagement.com?

What happens when InterimManagement.com receives a brief for an Interim Management assignment?

How does InterimManagement.com compare to Executive Search firms and to Management Consultants?

What is Interim Management?

Interim Management is the rapid delivery of experienced 'hands on' executives for a defined period of time enabling organizations to implement change, fill unexpected gaps in a company, restructure the organization, turn around underperforming projects or divisions or deliver a critical project. It is increasingly acknowledged as one of the most flexible and immediately effective resourcing solutions for instant access to top talent and a powerful alternative to traditional resourcing and consultancy solutions.

Who are Interim Managers?

Interim Managers are experienced, highly qualified, hands-on, pragmatic executives with the skills and abilities to deliver an immediate and lasting impact.
They will have a track record of taking initiative, are organisationally aware, with excellent project management and communication skills. Interim Managers differ from consultants because they assume executive responsibility with a clear mandate to act on the client's behalf. They are generally sensibly over-qualified for the assignments they undertake, and have extensive functional and industry experience. They have successfully addressed similar issues to those faced by their clients. Available immediately, their skills closely match the needs of the client.
Most of the Interim Managers selected by InterimManagement.com have over 20 years of industry experience and have chosen Interim Management as a career path that enables them to deploy their knowledge, talent and experience across a variety of business environments.

What kind of companies would benefit from hiring Interim Managers?

The simple answer is all companies that need to manage issues outside their current capacity or their capabilities. Demand for Interim Managers is coming from virtually all sectors.

What kind of assistance could an Interim Manager provide?

An Interim Manager could assist in a period of transition or change by temporarily assuming any of the functions that would be the responsibility of Executives or Project/Program Managers. Some examples include:

• Project Management
  • Implementation of a new technology
  • Implementation of a new strategy
  • Expansion into a new market
  • Factory relocation
  • Start-up or closing-down of a division
  • Handling of a new activity or an atypical project
• Gap Management
  • Sudden loss of a senior executive
  • Organisational changes
  • Overstretched Management
  • Management of rapid growth
  • Management of a start-up
• Change Management
  • Going through a merger, de-merger, or acquisition
  • Rationalising, downsizing, or restructuring
  • Embarking into a major program of cultural change within the organisation
• Turnaround Management
  • Manage a crisis or a turnaround
  • Turnaround underperforming businesses or divisions
  • Recover failing projects / programmes

What are the main advantages of Interim Management?

The main advantage is a business result brought about by instant access to high calibre management talent. Significant numbers of our clients tell us that Interim Managers add value beyond the scope of the assignment.

Why are so many companies engaging Interim Managers?

Companies facing change must move quickly and manage the risks, but experienced change managers are hard to find and costly compromises often result, delaying resolution of critical issues. Qualified managers are becoming scarce and traditional recruitment methods are slow and carry a high opportunity cost. The InterimManagement.com solution accelerates the process and can rapidly provide high calibre executives.

What is the History of Interim Management?

The concept of Interim Management began in the Netherlands in the mid 1970’s. Dutch companies wanted a model that would enable them to conveniently access specific, senior management talent for pre-determined periods of time to deliver on key tasks and bring new initiatives to life. By forming a panel of experienced senior managers and placing them on secondment into variety of companies to deliver on specific management tasks, the concept of Interim Management was created.
The added degree of flexibility and scalability that Interim Management delivered proved to be highly effective and the model became established in the U.K. in the 1980’s.
Over last 30 years Interim Management grew between 20% and 40% annually and the industry is now worth over $3 billion.
The Interim Management concept is now rapidly expanding into Americas and Asia-Pacific.

Why would an organization retain an Interim Manager rather than hiring additional management staff?

Long range, companies should consider hiring permanent managers. An organization however might find itself in a transitional period where there is an immediate need for senior management capabilities but the organization is not ready or not able to fill that need with a permanent position. This could occur, for example during a search for a new Executive Director, during a period of rapid change or a crisis or when the management needs have not yet become clearly defined, etc.

But wouldn’t employees be more committed to an organization than an Interim Manager?

This is a common concern among first-time buyers. The opposite is true. Interim Managers are only as good as their last assignment. They live on their references.

What are differences between an Interim Manager and a Management Consultant?

Management consultants advise and recommend. Interim managers advise, recommend and implement.
Consultants are usually employed by large consulting organisations with inflexible methodologies and large overheads. However closely they work with the client – management consultants are ultimately responsible and accountable to the consultancy. An Interim Manager becomes a full member of the management team of the client company for the duration of the Interim Management assignment. As an independent expert, they will operate as part of your team, rather than as an employee of an external organisation.
Interim Managers tend to be sensibly over-qualified for the assignment so that they are immediately effective, whilst many junior consultants tend to learn on the job. Also Interim Managers are far less expensive to employ as they don’t have overheads of supervision from a consultancy company. This is backed by research which shows that the costs for Interim Managers are recovered at least threefold on average, making them a very cost-effective option.

Aren’t Interim Managers just jobless managers who will leave the moment they find a permanent opportunity?

Absolutely not! Interim Managers are experienced executives that thrive on variety, on delivering value, on complex organisational challenges and on situations requiring the management of change. They chose Interim Management as their career.
A career Interim Manager is driven by the challenge of dealing with short term assignments, especially where they are contributing special skill that are only needed in the short term. Being task driven they are often not interested in climbing the corporate ladder or in corporate politics.

What are the downsides of being an Interim Manager?

Absence of job security is the most often quoted downside. Some other downsides are continuous search for the next assignment and stress of delivering the current assignment (“Interim Managers are only as good as their last Interim Management assignment”).However, more and more executives are realizing that those disadvantages are a small price to pay for the independence and for benefits of being an Interim Manager.

If Interim Managers are so good, why do they choose uncertainty?

Interim Managers are entrepreneurs, independent by nature, and have chosen Interim Management as a career path. They like the challenge, variety and flexibility it offers and they find it rewarding.

Are Interim Managers sometimes offered a permanent contract once the interim management engagement is completed?

In fact this is the norm. Interim Managers tend to be sensibly over-qualified for the job. They are very results-driven and often deliver benefits beyond the initial scope of engagement. Clients often approach Interim Managers and offer a permanent position. However, most Interim Managers are committed to their Interim Management careers and decline such offers.
Occasionally, Interim Managers join clients. When this occurs, InterimManagement.com will facilitate the transfer. When this happens within the first year following the completion of an assignment, InterimManagement.com would charge the client a fee comparable to fees charged by Executive Search firms for such a position. The advantage to the client is that they would end up hiring an Executive after "testing" him effectively, therefore minimising any risk of getting the wrong person on board.

What is the cost of an Interim Manager?

Daily fees vary according to a number of criteria, including market price, complexity of the assignment, level of the function, estimated duration of the assignment, risk level of the company, etc. Fees range from approximately $950 per day upwards. Which compares favourably with full costs of a permanent manager and is typically significantly cheaper than management consultants.
Clients are only required to pay for the actual days worked by the interim manager. The client remains in control of costs at all times, by agreeing the number of days to be worked in advance and afterwards certifying the numbers of days to be invoiced.

How cost-effective management option is it?

Research shows that the costs for Interim Managers are recovered at least threefold on average, making them a very cost-effective option. A recent survey of clients suggests that the vast majority of users will use Interim Management again.

Is an Interim Manager more expensive than a permanent manager with an employee status?

The total costs are about the same as for normally employed managers. An Interim Manager invoices based on an all-in fee per day he spent on the assignment. In some cases, other daily travel and accommodation expenses will be charged. There are no additional costs. Overall, the cost of the Interim Manager compares favourably on a day to day basis with the full cost of a permanent manager when taking into account not only the salary and the social security but all the peripherals such as bonuses, holidays, sickness allowances, training, insurances, stock options, recruitment and lay-off costs and various fringe benefits.

Is Interim Manager an employee or a consultant?

The Interim Manager would be retained on a consulting basis on an hourly, daily or weekly basis. The organization would not be responsible for benefits, insurance, taxes, etc.

How long does it take to select an Interim Manager?

InterimManagement.com will endeavour to provide the client with a shortlist of candidates within 24 hours of receiving an Interim Management brief. The Interim Manager will be in place within days of being engaged. Usually it takes about two weeks until the Interim Manager starts.

How long is an average Interim Management assignment?

Typically 3 - 9 months, but they can be as short as two weeks or as long as two years.

How long will it take for an Interim Manager to become effective?

They are immediately operational.The Interim Managers we select for a particular assignment would have experience in your industry and will often have encountered challenges similar to yours.
As a matter of fact our clients often benefit from our Interim Managers’ experience before the assignment actually starts, when we involve him/her during the preparation phase.

Is it possible to engage a part time Interim Manager?

Yes, this often suits both parties.

How would the presence of Interim Managers impact client organization’s permanent staff?

Experience shows that Interim Managers have the ability to easily integrate. Interim Managers in general have excellent social and managerial skills and experience. Also, they are assigned only on temporary basis and are hence not considered as a threat. In that context, it is very important to clearly explain the purpose of the Interim Management assignment to the organization prior to his/her starts.

How to announce the Interim Management appointment to staff?

The client executive normally makes the announcement describing the role the Interim Manager has been asked to assume, and the objectives that have been established for the assignment.

Who would the Interim Manager report to??

The Interim Manager would report to the Executive Director or, when serving as an Acting Executive Director, to the Board. The relationship with the Executive Director would be collaborative. The Interim Manager would assist the Executive Director (or the Board) to develop the management structures needed to strengthen the organization.

What happens if the scope of an Interim Management assignment changes mid-stream?

The Interim Management model is highly flexible and adaptable. All changes can be handled in a managed way using a project-management based approach to ensure clarity for all stakeholders. If there is an impact on the original contracted period, this is easily addressed as the standard contract includes a provision for modifications to tenure, if necessary.

How does an Interim Manager transition out at the end of the assignment?

In instances where there is a permanent job at the end of the assignment, the Interim Manager acts as a mentor/coach in transferring what has been learned to the permanent executive and turning over an action plan that will assure that momentum is not lost and an orderly transition will take place. In any case, the Interim Manager will provide detailed documentation and any handover required by the client.

What happens when the job is completed?

The Interim Manager will generally provide sufficient documentation and personal handover to their permanent replacement to enable the new incumbent to get off to a good start. If required, an Interim Manager will help you define or redefine the role and help with selection.
As the contract comes to an end and there are no termination costs.
If you need any further help in the future or if you would like monitoring service, the Interim Manager is always available to provide this on an "as and when" required basis.

How does InterimManagement.com find Interim Managers?

We are constantly accepting applications and evaluating candidates who are interested in Interim Management assignments. Most Interim Managers come through our website but since we are all ex-executives we also have a large personal network of peers, ex-clients and managers. Whichever source it is, we carefully evaluate candidates before we accept them into our database.

What qualities does an Interim Manager need to become successful?

Flexibility is the key and the most successful Interim Managers are often the ones that are not restricted by rate or location. They must be able to quickly fit in with a diverse range of cultures and working environments. First class people skills are essential too, as is their ability to grasp situations quickly, engage staff and make an immediate impact.
Critically, Interim Managers need to be clear about the specific expertise that they can offer. A generalist Interim Manager often finds it more difficult to find work than someone who is a proven specialist in their particular field, as organisations will usually expect Interim Managers to be able to demonstrate success in a similar role.

What happens after an Interim Manager registers on InterimManagement.com?

One of our consultants will review Interim Manager’s CV to assess whether her background and experience would enable us to place her on an interim management assignment. Within 72 hours we will send her a Registration Pack and arrange an interview with one of our consultants. Once she is approved, our consultants will start actively matching her to opportunities we have available.

What happens when InterimManagement.com receives a brief for an Interim Management assignment?

Client briefs are forwarded to our consultants. They usually contact the client in order to better understand the requirement. They then search our portfolio of Interim Managers to select suitable candidates for each position. We primarily select from candidates with the right skill set and immediate availability which is why we recommend you to register and keep us up to date with your availability. Consultant will contact selected few Interim Managers and arrange an interview to discuss the brief more fully and agree daily rates. A short list of 2 - 4 Interim managers is then forwarded to the client, and interviews arranged. Usually the client decides quickly which Interim Manager is most suitable for the position.

How does InterimManagement.com compare to Executive Search firms and to Management Consultants?

Interim Management is today widely recognized as a flexible solution, quick to implement and very efficient in various situations. It does not compete with Executive Search or with Management Consultants and is often complementary.
The table below highlights some of the major differences between these businesses:

We are Interim Managers ourselves. All our consultants are ex-executives and Interim Managers and clearly understand the needs of Interim Managers. Unlike most of the industry where Interim Management is just an extension of Executive Search or Management Consulting, we are 100% focused on Interim Management. Interim Management is our business and partnering with Interim Managers is the core of our business. Once you join our team, we will support you all the way. Some of the services we will provide are:

Understand you better:  Before we do anything else, we would like to know you better. Your work experience, skills, strengths, job preference, geographic preferences, remuneration details – all these factors and more. This analysis will help us to ensure that you get the best-suited assignment for yourself.

Regular updates: We will provide you with regular updates about your assignment status, market updates in your interest area and any other relevant information.

Marketing support and career guidance: We will advise you on how to best market yourself and which assignments would bring you most benefits.

Ongoing support and marketing: We understand that you don’t have time to search for your next assignment once you are on a job. We will continue supporting you and actively looking for your next assignment.

These are just some of the features and services provided by InterimManagement.com. We believe in working in a partnership with our clients and interims. Our aim is to ensure that you get the right assignment for yourself and the client gets the most suitable candidate for himself.

We do not charge search or placement fees from Interim Managers.

We invite you to join us and let us help you to get the assignment that you have always been looking for.

To join our portfolio Interim Managers need to demonstrate:

A track record of real, quantifiable achievement

Well- developed people management skills; outstanding communication skills and objective and apolitical management style.

Substantial project, change and transition implementation, e.g. major projects/programmes, turnarounds, restructuring, acquisitions and integration, outsourcing, start-ups, downsizing and operational process change.

Gravitas, credibility and team leadership capabilities.

Evidence of flexibility in past career

Independence, and self-sufficiency

Adaptability and the ability to hit the ground running.

You can apply for current open assignments here or register with us here.

Frequently asked Interim Management questions for Interim Managers (FAQ)

What happens after I register as an Interim Manager?

How long is an average Interim Management assignment?

What else do I have to do to become an Interim Manager?

Any tips on the CV?

What qualities does an Interim Manager need to become successful?

What happens when you take a brief for an Interim Management assignment?

What are the downsides of being an Interim Manager?

Are Interim Managers sometimes offered a permanent contract once the interim management engagement is completed?

What happens after I register as an Interim Manager?

One of our consultants will review your CV to assess whether your background and experience would enable us to place you on an interim management assignment. Within 72 hours we will send you a Registration Pack and arrange an interview with one of our consultants. Once you are approved, our consultants will start actively matching you to opportunities we have available.

How long is an average Interim Management assignment?

Typically 3 - 9 months, but they can be as short as two weeks or as long as two years.

What else do I have to do to become an Interim Manager?

You need to establish a limited company and take out professional indemnity insurance.

Any tips on the CV?

We recommend 2-4 pages in a standard typeface, focusing on achievements. Emphasise positions you have held in the last five years, together with key achievements and specific areas of technical ability in these roles. Highlight any projects which have included change management, project management or turnarounds. Provide regular CV updates, details of your last interim management assignment and availability.

What qualities does an Interim Manager need to become successful?

Flexibility is the key and the most successful Interim Managers are often the ones that are not restricted by rate or location. You must be able to quickly fit in with a diverse range of cultures and working environments. First class people skills are essential too, as is your ability to grasp situations quickly, engage staff and make an immediate impact. Critically, you need to be clear about the specific expertise that you can offer. A generalist Interim Manager often finds it more difficult to find work than someone who is a proven specialist in their particular field, as organisations will usually expect Interim Managers to be able to demonstrate success in a similar role.

What happens when you take a brief for an Interim Management assignment?

Client briefs are forwarded to our consultants that search our portfolio of interim managers to select suitable candidates for each position. We primarily select from candidates with the right skill set and immediate availability which is why we recommend you to register and keep us up to date with your availability. Consultant will contact selected few Interim Managers and arrange an interview to discuss the brief more fully and agree daily rates. A short list of 2 - 4 Interim managers is then forwarded to the client, and interviews arranged. Usually the client decides quickly which Interim Manager is most suitable for the position.

What are the downsides of being an Interim Manager?

Absence of job security is the most often quoted downside. Some other downsides are continuous search for the next assignment and stress of delivering the current assignment (“Interim Managers are only as good as their last Interim Management assignment”).However, more and more executives are realizing that those disadvantages are a small price to pay for the independence and for benefits of being an Interim Manager.

Are Interim Managers sometimes offered a permanent contract once the interim management engagement is completed?

In fact this is the norm. Interim Managers tend to be sensibly over-qualified for the job. They are very results-driven and often deliver benefits beyond the initial scope of engagement. Clients often approach Interim Managers and offer a permanent position. However, most Interim Managers are committed to their Interim Management careers and decline such offers.
Occasionally, Interim Managers join clients. When this occurs, InterimManagement.com will facilitate the transfer. When this happens within the first year following the completion of an assignment, InterimManagement.com would charge the client a fee comparable to fees charged by Executive Search firms for such a position. The advantage to the client is that they would end up hiring an Executive after "testing" him effectively, therefore minimising any risk of getting the wrong person on board.

View our full FAQ here.

Does your business…

Have a critical gap in the management team due to a sudden departure?

Need to inject specialised expertise for a strategic project, a change management project or an atypical project?

Need an experienced executive during the start up phase of a new company?

Need help with expanding into a new market?

Want to boost the effectiveness of your management team?

Need some help in going through a merger, de-merger or acquisition?

Have to turnaround a an underperforming business or division?

Need to recover a failing project or a programme?

Need an innovative way of cutting its spiralling workforce costs?

Interim Management is the supply of highly qualified senior professionals at short notice to perform specific roles for a pre-determined length of time. Interim managers not only provide the plan and strategy to solve a particular problem but also solve the problem themselves. Businesses are increasingly realizing the benefits of Interim Managers. Some of these benefits are:

Interim Managers are quick and easy to find. Start within days and do not have any long drawn recruitment procedures.

Compensation is directly linked to results.

Most Interim Managers are extremely qualified for the job (often slightly overqualified), have hands-on experience and are specialists.

Are present for a specific time period and like to get the job done as soon as possible.

Work with people from your staff and are more interested in solving the problem rather than the politics of the company.

Like to get the job done with the minimum cost as it enhances their reputation.

If you want to learn more about Interim Management and how it can help you achieve rapid business results, please contact us on This e-mail address is being protected from spambots. You need JavaScript enabled to view it This e-mail address is being protected from spambots. You need JavaScript enabled to view it . Our consultants will be happy to give you a no-obligation advice and explanation of Interim Management concept and its advantages and disadvantages.

InterimManagement.com is the leading global provider of senior Interim Managers. We are 100% focused on Interim Management. We do not do anything else.

We operate globally and across all major industry sectors.

We have over 30,000 Interim Managers in our pre-vetted global database and are able to quickly identify the right candidates.

The use of Interim Management generally demands a rapid response. Our business process enables us to provide tailor-made solutions to your interim management needs within days, often less.

Interim Managers we engage are top performing senior executives with proven track records. We are uncompromising about the calibre of interim managers in our portfolio

Our consultants are all ex-executives who have experienced firsthand the pressures of running a business. They are committed to making people management easier, cost effective and more likely to produce an outcome.

How it works?

1. Identify objectives and desired attributes, skills and attitude for the assignment.
2. Advise InterimManagement.com consultant of your requirement by submitting a form here or by email on This e-mail address is being protected from spambots. You need JavaScript enabled to view it .
3. If required, an InterimManagement.com consultant will contact you within hours to further clarify the requirement.
4. Search of InterimManagement.com network and database is conducted.
5. Listing of suitable candidates is drawn up within 72 hours and provided to you.
6. Client approves a shortlist of candidates for interview. (Our consultants can help with an advice if needed in this phase)
7. Client interviews are held and reference checks completed.
8. Interim Manager appointment decision is made and start date agreed.

You can submit your requirement here or by email on This e-mail address is being protected from spambots. You need JavaScript enabled to view it

Frequently asked Interim Management questions for Clients (FAQ)

What kind of companies would benefit from hiring Interim Managers?

What kind of assistance could an Interim Manager provide?

What are the main advantages of Interim Management?

Why are so many companies engaging Interim Managers?

What is the cost of an Interim Manager?

How cost-effective management option is it?

Is an Interim Manager more expensive than a permanent manager with an employee status?

Is Interim Manager an employee or a consultant?

How long does it take to select an Interim Manager?

How long will it take for an Interim Manager to become effective?

Is it possible to engage a part time Interim Manager?

How would the presence of Interim Managers impact client organization’s permanent staff?

Who would the Interim Manager report to?

What happens if the scope of an Interim Management assignment changes mid-stream?

What happens when the job is completed?

What kind of companies would benefit from hiring Interim Managers?

The simple answer is all companies that need to manage issues outside their current capacity or their capabilities. Demand for Interim Managers is coming from virtually all sectors.

What kind of assistance could an Interim Manager provide?

An Interim Manager could assist in a period of transition or change by temporarily assuming any of the functions that would be the responsibility of Executives or Project/Program Managers. Some examples include:

• Project Management
  • Implementation of a new technology
  • Implementation of a new strategy
  • Expansion into a new market
  • Factory relocation
  • Start-up or closing-down of a division
  • Handling of a new activity or an atypical project
• Gap Management
  • Sudden loss of a senior executive
  • Organisational changes
  • Overstretched Management
  • Management of rapid growth
  • Management of a start-up
• Change Management
  • Going through a merger, de-merger, or acquisition
  • Rationalising, downsizing, or restructuring
  • Embarking into a major program of cultural change within the organisation
• Turnaround Management
  • Manage a crisis or a turnaround
  • Turnaround underperforming businesses or divisions
  • Recover failing projects / programmes

What are the main advantages of Interim Management?

The main advantage is a business result brought about by instant access to high calibre management talent. Significant numbers of our clients tell us that Interim Managers add value beyond the scope of the assignment.

Why are so many companies engaging Interim Managers?

Companies facing change must move quickly and manage the risks, but experienced change managers are hard to find and costly compromises often result, delaying resolution of critical issues. Qualified managers are becoming scarce and traditional recruitment methods are slow and carry a high opportunity cost. The InterimManagement.com solution accelerates the process and can rapidly provide high calibre executives.

What is the cost of an Interim Manager?

Daily fees vary according to a number of criteria, including market price, complexity of the assignment, level of the function, estimated duration of the assignment, risk level of the company, etc. Fees range from approximately $950 per day upwards. Which compares favourably with full costs of a permanent manager and is typically significantly cheaper than management consultants.
Clients are only required to pay for the actual days worked by the interim manager. The client remains in control of costs at all times, by agreeing the number of days to be worked in advance and afterwards certifying the numbers of days to be invoiced.

How cost-effective management option is it?

Research shows that the costs for Interim Managers are recovered at least threefold on average, making them a very cost-effective option. A recent survey of clients suggests that the vast majority of users will use Interim Management again.

Is an Interim Manager more expensive than a permanent manager with an employee status?

The total costs are about the same as for normally employed managers. An Interim Manager invoices based on an all-in fee per day he spent on the assignment. In some cases, other daily travel and accommodation expenses will be charged. There are no additional costs. Overall, the cost of the Interim Manager compares favourably on a day to day basis with the full cost of a permanent manager when taking into account not only the salary and the social security but all the peripherals such as bonuses, holidays, sickness allowances, training, insurances, stock options, recruitment and lay-off costs and various fringe benefits.

Is Interim Manager an employee or a consultant?

The Interim Manager would be retained on a consulting basis on an hourly, daily or weekly basis. The organization would not be responsible for benefits, insurance, taxes, etc.

How long does it take to select an Interim Manager?

InterimManagement.com will endeavour to provide the client with a shortlist of candidates within 24 hours of receiving an Interim Management brief. The Interim Manager will be in place within days of being engaged. Usually it takes about two weeks until the Interim Manager starts.

How long will it take for an Interim Manager to become effective?

They are immediately operational.The Interim Managers we select for a particular assignment would have experience in your industry and will often have encountered challenges similar to yours.
As a matter of fact our clients often benefit from our Interim Managers’ experience before the assignment actually starts, when we involve him/her during the preparation phase.

Is it possible to engage a part time Interim Manager?

Yes, this often suits both parties.

How would the presence of Interim Managers impact client organization’s permanent staff?

Experience shows that Interim Managers have the ability to easily integrate. Interim Managers in general have excellent social and managerial skills and experience. Also, they are assigned only on temporary basis and are hence not considered as a threat. In that context, it is very important to clearly explain the purpose of the Interim Management assignment to the organization prior to his/her starts.

Who would the Interim Manager report to??

The Interim Manager would report to the Executive Director or, when serving as an Acting Executive Director, to the Board. The relationship with the Executive Director would be collaborative. The Interim Manager would assist the Executive Director (or the Board) to develop the management structures needed to strengthen the organization.

What happens if the scope of an Interim Management assignment changes mid-stream?

The Interim Management model is highly flexible and adaptable. All changes can be handled in a managed way using a project-management based approach to ensure clarity for all stakeholders. If there is an impact on the original contracted period, this is easily addressed as the standard contract includes a provision for modifications to tenure, if necessary.

What happens when the job is completed?

The Interim Manager will generally provide sufficient documentation and personal handover to their permanent replacement to enable the new incumbent to get off to a good start. If required, an Interim Manager will help you define or redefine the role and help with selection.
As the contract comes to an end and there are no termination costs.
If you need any further help in the future or if you would like monitoring service, the Interim Manager is always available to provide this on an "as and when" required basis.

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Companies hire interim managers for various purposes. Whether it is for a temporary replacement or for the completion of projects, there are times when clients are unable to derive the maximum benefit from their interim managers.

In this article, we will see the way in which clients should select their interim managers and also what are the ways by which they can ensure that the interim managers are able to give their best output to the firm.

Companies choose to use interim management services when they need a particular kind of expertise to perform a job. This can be when the firm is entering or exiting a new stage of development such as establishing a new company, entering or exiting from a boom or bust cycle, or starting or ending a change process within the firm. A firm also employs interims when it has reached a point of stagnation and needs new ideas to stimulate it.

Thus, in order to take up such jobs, interim managers play diverse roles in an organization. From handling crisis situations to simply introducing new technologies, an interim manager has to be quick, intelligent and fast at adapting to new environments.

Even though every organization has its own culture, specific job requirements and unique set of problems to be solved; the roles played by an interim manager can be classified into a few basic categories.

In this article, we will view some of the roles that constitute a part of the job profile of an interim manager. In addition to these roles, interims also need to have certain soft skills so that they can manage the people whom they will work with in the firm. Since they join a company for a short period of time, these skills play an extremely important role in their ability to successfully complete the job. We will also see some of these skills that should be present in every interim manager.

Traditionally, the image of a typical interim manager was that of an individual who was at the end of his career and he/she chose interim management in order to stretch his/her career further.

This is changing fast. Over last 15 years there is an increasing number of managers who have entered the market with a clear view of making interim management their career choice. It is a great career choice if you have the skills and personality for Interim Management. Let's explore some of advantages and disadvantages of Interim Management as a career.

Interim Management is one of the latest forms of troubleshooting management techniques which has come into existence in recent years. In this article, we will try and understand what Interim Management exactly is. Then we will go onto the critical difference between an Interim Manager and a Management Consultant. Lastly, we shall take a look at the Interim Management industry today.