An interim position is a temporary role filled by a seasoned professional to manage a transition, lead a project, or cover a leadership gap. These are senior or executive positions that require substantial experience and the ability to make an immediate impact. An interim manager is expected to deliver results quickly, often without the extensive onboarding a permanent hire would receive. These assignments are for a fixed period, lasting from a few months to over a year, providing a flexible solution for businesses and a unique career opportunity.
The Purpose of Interim Roles
Companies turn to interim professionals to address specific, time-sensitive business needs. A primary driver is filling a leadership vacancy that occurs unexpectedly, such as after a sudden resignation. An interim leader maintains stability and momentum while the organization conducts a thorough search for a permanent replacement. This ensures that key initiatives do not stall and that teams remain productive.
Another common reason is to manage a high-stakes project that requires specialized expertise not available within the company, such as a digital transformation or a merger. Businesses also hire interim managers to provide cover for key employees on extended leaves of absence, for parental, medical, or sabbatical reasons. This allows the permanent employee’s role to be capably managed without disrupting the team.
How Interim Roles Differ from Other Temporary Work
It is common to group all non-permanent work into one category, but interim positions are distinct from other temporary employment. The primary difference lies in the strategic level and scope of responsibility. Understanding these distinctions is important for professionals considering this career path.
A key comparison is with traditional “temp” jobs, which are often administrative or support-focused to provide capacity during busy periods. Interim roles, conversely, are strategic and managerial. An interim manager is hired to take on the full responsibilities of a senior role, including decision-making authority and team leadership to achieve specific business outcomes.
Another distinction is between an interim manager and a contractor or consultant. While both are hired for their specialized expertise, their integration into the organization differs. A contractor or consultant operates as an external vendor to deliver a specific project or provide advice without becoming part of the company’s internal structure. An interim manager is fully integrated into the company’s hierarchy, managing teams and reporting to senior leadership as part of the management team for their contract’s duration.
Benefits of Taking an Interim Position
One of the most significant benefits is the potential for higher compensation. Interim professionals are often paid a premium daily or hourly rate to compensate for the temporary nature of the work and the urgent need for their specialized skills. This can result in a higher annual income compared to a similar permanent position.
The structure of interim work also allows for significant professional development in a condensed timeframe. By moving between different companies, industries, and challenges, interim managers gain a breadth of experience that is difficult to acquire in a single permanent role. This variety not only builds a diverse skill set but also expands a professional’s network at a senior level, opening doors to future opportunities.
Interim positions offer a unique chance to “test drive” a company’s culture and work environment without making a long-term commitment. This can be particularly valuable for professionals considering a career change or re-entering the workforce. The flexibility inherent in this type of work also allows individuals to take extended breaks between assignments, providing greater control over their schedule and personal time.
Potential Downsides of an Interim Role
The most apparent is the inherent lack of job security. Assignments are temporary by definition and can sometimes end abruptly, leading to gaps in employment and income that require careful financial planning. This constant need to be searching for the next role while delivering on a current assignment can be demanding.
Integrating into an established team as a temporary leader can also be difficult. Interim managers may be viewed as outsiders by permanent staff, making it challenging to build rapport and influence long-term strategic direction. They are often brought in to handle difficult situations like restructuring or crisis management, which can add another layer of pressure and complexity to their integration.
Finally, interim roles typically come with fewer benefits than permanent positions. Entitlements such as comprehensive health insurance, paid time off, and employer contributions to retirement plans are often not included, or are less generous. Professionals must account for these costs themselves, which can offset some of the gains from a higher pay rate.
Finding and Securing an Interim Position
Locating an interim role requires a targeted approach, as these positions are often filled through specific channels rather than general job boards. The most effective route is through specialized recruitment agencies and executive search firms that maintain a network of leaders for interim placements. These firms are often the first point of contact when a need for temporary leadership arises.
Professional networking is another powerful tool. Letting your existing network know you are open to interim work can lead to direct referrals. It is also useful to optimize your professional networking profiles on platforms like LinkedIn with keywords such as “interim manager,” or “temporary leadership” to make you more visible to recruiters.