25 Interim Manager Interview Questions and Answers

An interim manager is a professional who is hired on a temporary basis to manage a company, project, or team. This individual is usually brought in to address a specific issue or to take on a role that is vacant due to a resignation or leave of absence. Because interim managers are not permanent employees, they are often viewed as objective outsiders who can provide impartial advice and fresh perspectives.

If you’re interested in becoming an interim manager, you will need to demonstrate your value to potential employers through your resume, cover letter, and, most importantly, your performance in a job interview.

To help you prepare, we’ve compiled a list of common interim manager interview questions and suggested answers.

1. Are you comfortable managing a team of people?

This question can help the interviewer determine if you have experience managing a team of people. Use examples from your past to show that you are comfortable with this responsibility and can handle it well.

Example: “Yes, I am comfortable managing a team of people. Throughout my career as an Interim Manager, I have had the opportunity to lead teams in various industries and roles. I understand that each team is unique and requires different approaches to ensure success. My experience has taught me how to effectively manage teams by setting clear expectations, providing support, and creating an environment where everyone can thrive.

I believe in leading with empathy and understanding, while also holding people accountable for their performance. I strive to create an atmosphere of trust and collaboration, which helps foster a sense of ownership and commitment from the team. I’m also experienced in developing strategies and processes to help streamline operations and increase efficiency.”

2. What are some of your greatest strengths as a manager?

This question can help the interviewer get to know you as a person and how your strengths might translate into success in this role. When answering, it can be helpful to think about what skills or abilities have helped you succeed in previous roles.

Example: “As a manager, I believe my greatest strength is my ability to lead and motivate teams. I have extensive experience in managing large-scale projects and leading cross-functional teams to success. My communication skills are excellent, which allows me to effectively convey expectations and objectives to team members. I also have the ability to quickly assess situations and make sound decisions that will benefit the organization as a whole.

I am highly organized and detail-oriented, with an eye for spotting potential problems before they arise. I’m also adept at problem solving and finding creative solutions to difficult challenges. Finally, I understand the importance of staying up-to-date on industry trends and best practices, so I always strive to stay ahead of the curve.”

3. How would your previous teams describe you?

This question can help the interviewer get to know you as a person and how you interact with others. It also helps them understand what your team members valued about you, which can be an indicator of how well you’ll fit in with their company culture. When answering this question, it can be helpful to think of specific examples of praise or feedback from your previous teams.

Example: “My previous teams would describe me as a reliable and hardworking Interim Manager. I am highly organized, detail-oriented, and have the ability to quickly learn new processes and procedures. I take initiative when it comes to problem solving and always strive to find creative solutions to any challenges that arise. My communication skills are excellent; I’m able to effectively communicate with all levels of staff in order to ensure successful project completion. Finally, I’m passionate about my work and take pride in delivering high quality results on time and within budget.”

4. What is your management style?

This question can help the interviewer understand how you would lead a team. Your management style is often influenced by your personality, but it also depends on what type of employees you have and what they need to be successful. Think about which leadership styles best fit your own and which ones you are most comfortable using.

Example: “My management style is focused on collaboration, communication and accountability. I believe that the best way to get results is by creating an environment where everyone feels comfortable contributing their ideas and opinions. I strive to create a team atmosphere where all members feel valued and respected.

I also focus on clear communication with my team so that everyone understands what needs to be done and why it’s important. I am open to feedback from my team and always willing to listen to new ideas. My goal is to ensure that each member of the team has the resources they need to succeed and that everyone works together towards our common goals. Finally, I hold myself and my team accountable for meeting deadlines and delivering quality work.”

5. Provide an example of a time you had to manage a difficult situation with a team member.

An interviewer may ask this question to learn more about your conflict resolution skills. This is an important skill for any manager, and it can help them understand how you would handle a similar situation in their organization. In your answer, try to describe the steps you took to resolve the issue while also highlighting your interpersonal skills.

Example: “I recently had to manage a difficult situation with a team member when I was working on a project. The team member was not meeting deadlines and seemed to be struggling with the tasks they were assigned. After having a conversation with them, I realized that they were feeling overwhelmed by the amount of work they had been given and needed more guidance from me in order to complete their tasks successfully.

In response, I took the time to sit down with the team member and discuss what tasks they were struggling with and how I could help them better understand the expectations for each task. We also discussed ways to break up the workload into smaller chunks so it would be easier for them to manage. Finally, I provided additional resources such as tutorials and online courses to help them become more familiar with the tools and techniques used in the project.”

6. If we asked your previous teams what they liked or disliked about you, what do you think they would say?

This question can help the interviewer get a better sense of your leadership style and how you interact with others. It’s important to be honest in your answer, but try to focus on any positive feedback that may have come from your team members.

Example: “If my previous teams were asked what they liked or disliked about me, I’m sure they would say that I am a highly organized and motivated Interim Manager. I have a strong track record of successfully leading projects from start to finish and meeting deadlines on time. My teams also appreciated my ability to think outside the box and come up with creative solutions to difficult problems.

At the same time, I understand that there is always room for improvement. My teams may have mentioned that I can be a bit too detail-oriented at times, but this has only helped ensure that all tasks are completed accurately and efficiently.”

7. What would you do if you noticed a team member was not performing well and needed additional training or guidance to improve?

An interviewer may ask this question to learn more about your management style and how you would support your team members. In your answer, try to show that you value the opinions of others and are willing to help them improve their skills or knowledge.

Example: “If I noticed a team member was not performing well and needed additional training or guidance to improve, my first step would be to have an open dialogue with the individual. I believe it is important to understand why they are struggling before taking any action. This could be due to lack of knowledge, lack of motivation, or even personal issues that may be affecting their performance.

Once I have identified the root cause of the issue, I can then take appropriate steps to provide the necessary support and guidance. If the issue is related to a lack of knowledge, I can arrange for additional training or mentoring sessions to help them gain the skills required to perform better. If the issue is more related to motivation, I can work on creating an environment where they feel supported and encouraged to reach their goals. Finally, if there are personal issues impacting their performance, I will do my best to offer advice and resources to help them manage these challenges.”

8. How well do you handle stress?

Interim managers often have to handle a lot of stress. They may be responsible for managing employees, making important decisions and meeting deadlines. Employers ask this question to make sure you can manage stress well. In your answer, explain how you stay calm under pressure. Share some strategies that help you remain focused and productive when you’re stressed.

Example: “I have a great ability to handle stress in the workplace. I am able to remain calm and focused under pressure, while also being able to think quickly and make sound decisions. I understand that working as an Interim Manager can be stressful at times, but I am confident in my ability to stay composed and take on any challenge that comes my way.

I have extensive experience managing multiple projects simultaneously and meeting tight deadlines. This has allowed me to develop strong organizational skills which help me prioritize tasks and manage my time efficiently. I am also comfortable with taking responsibility for difficult situations and making sure that all stakeholders are satisfied with the outcome.”

9. Do you have any experience creating or managing budgets?

An interviewer may ask this question to learn more about your financial management skills. They want to know if you have experience creating budgets and how well you can manage the finances of a company or department. Use examples from previous work experiences to explain what types of budgets you’ve created in the past and how they helped you achieve goals.

Example: “Yes, I have extensive experience creating and managing budgets. In my previous role as an Interim Manager, I was responsible for developing the annual budget for a multi-million dollar organization. This included researching industry trends, analyzing financial data, and forecasting future expenses. I also worked closely with department heads to ensure that their individual budgets were in line with the overall organizational goals. My ability to create and manage budgets effectively has been instrumental in helping organizations reach their financial objectives.”

10. When was the last time you had to make an important decision on behalf of your team?

This question can help the interviewer get a better sense of your leadership skills and how you make important decisions. Use examples from your previous experience to highlight your decision-making abilities, problem-solving skills and ability to lead others.

Example: “The last important decision I had to make on behalf of my team was when we were presented with a challenging project. We needed to decide how best to approach the project and what resources would be necessary for success. After careful consideration, I decided that our team should focus on developing an innovative solution to the problem rather than taking the traditional route. This meant investing in additional research and development but ultimately allowed us to come up with a unique solution that delivered outstanding results. My decision enabled us to complete the project ahead of schedule and under budget, which was well-received by our client.”

11. We want our interim managers to be adaptable and willing to try new things. How would you handle a situation where you were given a new responsibility that was outside of your usual role?

An interviewer may ask this question to assess your adaptability and willingness to learn new things. Use examples from previous roles where you were given a new responsibility or had to take on additional tasks during an employee’s absence.

Example: “I understand that as an Interim Manager, I must be able to adapt and take on new responsibilities. When faced with a situation where I am given a responsibility outside of my usual role, I would first assess the task at hand and determine if it is something I can handle. If so, I would then research any necessary information or skills needed to complete the task successfully. After gathering the necessary resources, I would create a plan of action to ensure that the job is completed in an efficient manner. Finally, I would communicate regularly with my team to ensure that everyone is informed and on track for success. My goal is always to provide the best possible outcome for the organization.”

12. Describe your process for delegating tasks to your team members.

As an interim manager, you may need to delegate tasks to your team members. The hiring manager wants to know that you can effectively communicate with your team and assign them projects or tasks. In your answer, describe how you plan out your day and decide which tasks to delegate to your team members.

Example: “When delegating tasks to my team members, I always take into consideration the individual strengths and weaknesses of each team member. This allows me to assign tasks that are best suited for their skillset and experience level.

I also ensure that everyone on the team is aware of the project goals and deadlines so they can plan accordingly. I like to provide clear instructions and expectations when assigning tasks and make sure that all questions are answered before moving forward.

I believe in open communication with my team and encourage them to come to me if they have any issues or concerns about a task. I’m also willing to adjust tasks as needed based on feedback from the team. Finally, I’m available to provide guidance throughout the process and review completed work to ensure everything meets our standards.”

13. What makes you an ideal candidate for this role?

Employers ask this question to learn more about your qualifications for the role. They want to know what makes you a good fit for their company and how you can contribute to its success. Before your interview, make a list of all your relevant skills and experiences that relate to the job description. Use these to explain why you are an ideal candidate for the position.

Example: “I believe I am the ideal candidate for this role because of my extensive experience in interim management. My background includes working with a variety of organizations, from start-ups to Fortune 500 companies, and I have successfully managed projects of all sizes.

In addition, I possess strong problem solving skills that allow me to quickly identify potential issues and develop creative solutions. I also have excellent communication abilities, which enable me to effectively collaborate with stakeholders and ensure successful project delivery. Finally, I am highly organized and able to manage multiple tasks simultaneously while meeting tight deadlines.”

14. Which management theories do you believe best suit our company?

This question is an opportunity to show your knowledge of the company’s values and culture. It also allows you to demonstrate how you can use management theories to improve a team’s performance. When preparing for this interview question, research the company’s mission statement and values. Choose one or two that resonate with you and explain why they are important.

Example: “I believe that a combination of different management theories can be used to best suit the needs of your company. Specifically, I think that the use of Lean Management and Agile Methodology would be beneficial in creating an efficient and effective working environment.

Lean Management focuses on eliminating waste and streamlining processes to create maximum value with minimal resources. This approach allows for increased efficiency and cost savings while still delivering high-quality results.

Agile Methodology is a project management system that emphasizes collaboration, flexibility, and continuous improvement. It encourages teams to work together to quickly identify problems and develop solutions. This approach helps ensure that projects are completed on time and within budget.”

15. What do you think is the most important thing an interim manager can do to help their team succeed?

This question can help the interviewer understand how you plan to lead your team and what your priorities will be during this role. Your answer should show that you know how to motivate a team, communicate effectively and solve problems.

Example: “I believe the most important thing an interim manager can do to help their team succeed is to provide clear direction and expectations. It’s essential that everyone on the team understands what needs to be accomplished and how they fit into the overall plan. By setting achievable goals and providing regular feedback, I ensure that my team has a clear understanding of our objectives and how we’re going to achieve them.

Additionally, it’s important for me to create an environment where people feel comfortable taking risks and pushing boundaries. This will allow us to explore new ideas and find creative solutions to any challenges we may face. Finally, I strive to foster an atmosphere of collaboration and open communication so that everyone feels empowered to contribute to the success of the team.”

16. How often do you think managers should give feedback to their teams?

The interviewer may ask you this question to learn more about your management style. They want to know how often you plan to meet with your team and give them feedback on their performance. Use examples from past experiences where you gave regular feedback to your teams.

Example: “I believe that feedback is an essential part of any successful team. As an Interim Manager, I think it’s important to provide frequent and timely feedback so that teams can stay on track with their goals.

Ideally, managers should give feedback at least once a week. This allows for regular check-ins where teams can receive constructive criticism and guidance. It also helps to ensure that everyone is working together towards the same objectives. Furthermore, providing feedback regularly gives employees the opportunity to ask questions and get clarification when needed.”

17. There is a difference of opinion between two team members on how to complete a task. How do you handle it?

As an interim manager, you may need to resolve conflicts between team members. Employers ask this question to make sure you have the conflict resolution skills needed for the role. In your answer, explain how you would handle this situation and what steps you would take to help both employees come to a solution together.

Example: “When faced with a disagreement between two team members, I believe in taking a collaborative approach. First, I would listen to both sides of the argument and try to understand their perspectives. Then, I would work to identify areas of common ground and brainstorm possible solutions that could satisfy both parties. Finally, I’d facilitate a discussion between the two team members to ensure everyone is heard and respected. My goal is to help them come to an agreement that works for both of them.

I also believe in empowering my team members to take ownership of their disagreements. By providing guidance and support, but allowing them to make decisions on their own, they can learn from their mistakes and grow as professionals. This helps create an environment of trust and respect, which is essential for any successful team.”

18. How do you handle a situation where one of your team members is not meeting their deadlines?

An interviewer may ask this question to learn more about your leadership style and how you handle conflict. In your answer, try to show that you can be firm but also compassionate when addressing a team member’s performance issues.

Example: “When I am faced with a situation where one of my team members is not meeting their deadlines, the first thing I do is to try and understand why. It could be due to lack of resources or guidance from me as the manager. If it’s something that can be addressed quickly, such as providing additional training or support, then I will take steps to rectify this immediately.

If the issue is more complex, I would work with the individual to identify what the underlying cause may be. This could involve having an open dialogue about any potential challenges they are facing, or discussing how we can better manage their workload. Once we have identified the root cause, we can then develop a plan together to ensure that deadlines are met going forward.”

19. Describe how you would develop and maintain relationships with other teams in the organization.

An interviewer may ask this question to learn more about your interpersonal skills and how you would collaborate with other teams. Use examples from past experiences where you have successfully worked with other departments or teams to complete projects or tasks.

Example: “I understand the importance of developing and maintaining relationships with other teams within an organization. I have experience in building strong, collaborative relationships that help to create a positive working environment.

My approach is to first establish trust by listening to their needs and understanding how my role can support them. Once this foundation has been established, I strive to build on it through regular communication and collaboration. This could include attending team meetings, providing feedback, offering advice or assistance when needed, and keeping everyone informed about progress.

I also believe in creating a culture of respect and appreciation for each other’s work. By showing genuine interest in others’ perspectives and ideas, I foster an atmosphere of mutual respect and cooperation. Finally, I make sure to stay up-to-date on changes in the organization so that I can better anticipate any potential issues and proactively address them.”

20. What experience do you have working with remote teams or clients?

Many companies have employees who work from home or in different locations. An interviewer may ask this question to learn more about your experience working with a remote team and how you managed the process. Use examples of how you communicated with your team members, organized meetings and scheduled projects.

Example: “I have extensive experience working with remote teams and clients. In my current role as an Interim Manager, I manage a team of five employees who are based in different locations around the world. My responsibilities include managing projects remotely, communicating effectively with all stakeholders, and ensuring that deadlines are met.

In addition to this, I am also experienced in using various communication tools such as Skype, Zoom, Slack, and Google Hangouts to stay connected with remote teams and clients. I have found these tools to be invaluable for staying organized, keeping track of tasks, and sharing important documents. Finally, I have also developed strong problem-solving skills which allow me to quickly resolve any issues that may arise when dealing with remote teams or clients.”

21. Do you have any experience negotiating contracts or agreements?

The interviewer may ask this question to learn more about your experience with contracts and agreements. This can be an important part of the role as interim manager, so they want to make sure you have the skills necessary to complete these tasks. In your answer, share a specific example of when you negotiated a contract or agreement successfully.

Example: “Yes, I do have experience negotiating contracts and agreements. In my current role as an Interim Manager, I have been responsible for leading negotiations with vendors, suppliers, and other stakeholders. I am experienced in developing negotiation strategies that are tailored to the specific needs of each situation. My approach is to ensure all parties involved understand the terms of the agreement, while also striving to reach a mutually beneficial outcome. I am confident in my ability to negotiate effectively on behalf of your organization and look forward to the opportunity to demonstrate this skill.”

22. How do you ensure that all tasks are completed on time and to a high standard?

The interviewer may ask you this question to understand how you prioritize your tasks and ensure that they are completed on time. Use examples from previous roles where you organized your work effectively and met deadlines.

Example: “I understand the importance of completing tasks on time and to a high standard. To ensure that this happens, I use a combination of planning, organization, and communication.

Firstly, I plan out all tasks in advance with clear deadlines and expectations. This allows me to prioritize my work and allocate resources accordingly. Secondly, I stay organized by keeping track of progress and making sure that everyone involved is aware of their responsibilities. Finally, I communicate regularly with stakeholders throughout the project to make sure that any issues are addressed quickly and efficiently.”

23. What strategies do you use to motivate your team?

Motivation is an important skill for any manager. The interviewer may ask this question to learn more about your leadership style and how you motivate others. Use examples from past experiences where you motivated a team or individual employees.

Example: “I believe that the most effective way to motivate a team is to create an environment of trust and respect. I strive to build relationships with my team members, so they feel comfortable coming to me with any issues or questions they may have. This helps foster an atmosphere of collaboration and open communication.

I also focus on setting clear expectations for each project and task. By providing detailed instructions and timelines, everyone knows what their role is in achieving success. I also make sure to provide regular feedback and recognition for a job well done. Acknowledging individual contributions encourages people to continue working hard and striving for excellence.

Lastly, I like to keep things lighthearted by having fun activities and team building exercises. These help break up the monotony of everyday tasks and give us all something to look forward to. It’s important to take breaks and celebrate successes, no matter how small.”

24. Are there any areas of management that you feel need improvement?

This question can help the interviewer determine how you approach challenges and whether you are willing to take on new responsibilities. When answering this question, it can be helpful to mention a specific skill that you would like to improve or an area of management that you feel is missing from your current position.

Example: “Yes, I believe there are always areas of management that can be improved. As an Interim Manager, I strive to identify and address any potential weaknesses in a company’s operations. My approach is to first assess the current state of the organization and then develop a plan for improvement. This includes analyzing processes, identifying areas of inefficiency, and developing strategies to improve overall performance. I also focus on building strong relationships with stakeholders to ensure buy-in and successful implementation of changes. Finally, I am committed to staying up-to-date on industry trends and best practices to ensure my clients remain competitive.”

25. What processes do you think should be implemented to ensure smooth transitions between interim managers?

The interviewer may ask this question to assess your leadership style and how you plan for transitions. Use examples from previous experience to explain the steps you take to ensure a smooth transition between interim managers.

Example: “I believe that the most important process to ensure a smooth transition between interim managers is effective communication. It’s essential for the outgoing and incoming manager to have an open dialogue about the current state of the project, any challenges they are facing, and what needs to be accomplished in the time frame given. This will help the new interim manager understand the scope of the project and hit the ground running.

In addition, I think it’s important to establish clear objectives and expectations from the start. The outgoing manager should provide detailed documentation on their progress, as well as any notes or insights they may have gained while working on the project. This will give the incoming manager a better understanding of the project and allow them to make more informed decisions moving forward.

Lastly, I believe it’s beneficial to create a timeline for the transition period. This can include deadlines for tasks, meetings with stakeholders, and other milestones that need to be achieved during the transition. Having this timeline in place will ensure that the project stays on track and there is no disruption in progress.”