Navigating the Transition from Permanent to Interim 

Moving from permanent employment to interim management can be significant for businesses and professionals. However, we are seeing a growing demand for interim roles year on year, with the global interim management market projected to grow at a CAGR of 6.7% from 2021 to 2028.

Interim management is becoming a strategic choice for many businesses, with a recent survey by the IIM (Institute of Interim Management) indicating that 82% of businesses have increased their use of interim managers in the past 5 years. 

The transition itself can be daunting for all parties involved, but it can completely revitalise your career or department and, when done thoughtfully, can be immensely liberating and rewarding.


The Rise of Interim Management

Interim management has seen a notable rise in popularity over the past decade. According to the IIM, the market for interim managers in the UK alone is estimated to be worth over £2 billion annually. This growth is attributed to several key factors including:


  • Economic Uncertainty: In times of economic volatility, companies prefer hiring interim managers to manage short-term projects without committing to long-term contracts.
  • Specialised Expertise: Interim managers bring a wealth of experience and specialised skills, allowing businesses to tackle specific challenges effectively.
  • Flexibility: Interim management offers businesses the flexibility to scale their workforce up or down based on current needs.


What is the appeal of an interim role?

  • Interims are highly sought-after by business leaders
  • Ability to capitalise on your niche skills and experience
  • Can quickly integrate into new teams
  • Able to make a substantial impact on the business
  • Flexibility in what assignments you take on and for how long


Making the transition

1. Shift your mindset: There will be times when a firm has hired you for your skills, not your opinions, which can take some time to get used to. A business may hire you for a part of your skillset not all of it. 

Be mindful of what they have brought you in to do, and make sure that you focus your time on this to deliver results and exceed expectations.


2. Make yourself available: Firms hire interims for them to be available immediately, so ideally, you need to be in a position to resign from your permanent role. 

To make yourself attractive to the interim market, stay one step ahead of the game and inform your consultant of your availability.


3. Be prepared for a lull in assignments: While it may not happen after every assignment, there will be times when you find yourself between jobs. Don't be alarmed or let it shake your confidence; it's a normal part of the process, so there's no need to panic. 


4. Know your rate of pay: Interims can compartmentalise their skill set, and certain skills are worth more to organisations than others. If you think of your rate as a range, you will have more buying power and flexibility from one assignment to the next. 


What do you need to consider?

  • How long is the assignment?
  • How much do you want it?
  • What will the assignment do for your CV?
  • What new skills will you gain by taking on this assignment?


5. Be selective of the assignments you take on: Remember to think about what's in it for you - don't just jump from one role to another because a contract is ending. 

Think about each assignment on its own merit and consider what value taking on a specific assignment will add to your skill set and your CV.


Best Practices for a Smooth Transition

  • Define Clear Objectives: Clearly outline the goals and expectations for the interim manager to ensure you are aligned.
  • Effective Onboarding: Provide a comprehensive onboarding process that includes introductions to key team members, an overview of company culture, and access to necessary resources.
  • Regular Communication: Maintain open lines of communication to address any issues promptly and ensure that the interim manager is aligned with the company's evolving needs.
  • Leverage Their Expertise: Use the interim manager's expertise to address immediate challenges and mentor and develop existing staff.
  • Evaluate Performance: Regularly evaluate the interim manager's performance against predefined objectives to ensure that goals are being met.



Transitioning from permanent to interim management is a strategic move that offers numerous benefits. As the demand for interim management continues to rise, it presents an excellent opportunity for individuals and organisations alike to achieve their strategic goals.

For more information on how Oakwood Resources can assist with your interim management needs, please email us at or call 0203 0069603 / 01908 030200.