Written by Anna Bernstein on 25 Nov 2015
Bringing in an outsider to work on long running projects can be an intimidating prospect. They may not understand the corporate culture or share the vision for the project moving forward. Additionally, they need time to get up to speed and gain a full understanding of what is required from them. In this situation, appointing an interim manager provides the best solution. Their experience will allow them to slot into the role effortlessly and deliver exactly what is required, on schedule.
An interim position will not be advertised in a conventional way and an interim manager will not go through a traditional interview process. Normally, it will be decided at a high level that an interim manager will be required. An individual will be approached who is known to the company to take the position or the company will ask a specialist interim management provider who will provide a range of candidates. Those making the appointment will have a conversation during which the candidates will outline their past successes and flexibility. A suitable candidate will then be selected and as they are not leaving another position, they will be available to begin working immediately.
Interim managers exist outside the traditional corporate structure. Although they will be appointed by a company and even be working closely with company staff, they are not a member of the company. They are self-employed individuals and will not be entitled to any of the benefits that employees are entitled to such as holiday pay or joining the pension scheme. They will work based on an agreed rate and for a set amount of time or until a certain set of objectives have been met. On average, an interim management assignment lasts around six months.
With their skills and experience, interim managers will not require time to bed into the company or any special training. They will be appointed based on their in-depth skillset and ability to perform a range of jobs. In most cases, they will be over qualified for this particular position allowing them to perform quickly, efficiently and with added value.
As they exist outside of normal corporate structures this allows interim managers to focus on a particular task, and avoid getting involved in office politics. They will be given a certain amount of autonomy and authority in order to deliver key aspects of their assigned project and will not exist within the traditional management structure or have a conventional line manager. It is more likely that they will report directly to a senior executive who has directly made the appointment.
As their name suggests, interim managers are not permanent members of staff. They will have no interest in joining the company full time and there is no prospect of them changing roles or moving to another company during their assignment. The only tasks that they will be performing following their appointment will be those agreed before the assignment began. Once those tasks are completed, they will move onto a new assignment. The appeal of becoming an interim manager is the transient nature of the work and the opportunity to move onto a new company and a fresh challenge.
To find out more about our interim management services, call us on 020 7374 5610 or e-mail firstname.lastname@example.org