Hiring an interim professional may seem complex, but in reality, it can be a streamlined, fast, and cost-effective solution for businesses needing immediate expertise. Unlike permanent hires, interim professionals are brought in for a defined period, making the recruitment process quicker and more flexible. In this guide, we break down each stage of hiring and onboarding an interim professional into your team. Unlike permanent roles, interim positions have a clear start and end date, so the responsibilities are often more focused and project-based.

Why Might You Need to Hire an Interim?

There are several reasons why a business might need interim support, including:

• Maternity or paternity leave cover
• Bridging the gap between a team member leaving and the next hire's notice period
• Covering long-term sickness
• Support during a transformation project
• Managing a marketing product launch or increased workload
• Navigating mergers, acquisitions, or significant business change

These projects vary widely and may require different skill sets, from transformation expertise to operational management—getting the right fit is key!

What to Consider Before Starting the Search

Determining the scope of the work the interim will be responsible for is crucial. Consider the following factors. The term ‘interim’ implies that professionals will be stepping into existing roles or taking on a short-term role that has been created on a temporary basis, such as an interim CMO, Corporate Affairs Director, CFO, or Mat Leave cover. Interim professionals tend to provide stability and expertise during periods of transformation, crisis or change.

However, interim roles are often on fixed-term contracts (FTCs), meaning "interim" and "FTC" can be considered interchangeable. The key distinction is whether the role falls inside or outside of IR35:

When an interim role is inside IR35, it is typically treated as payroll employment. Usually in this instance, companies will put the professional on payroll themselves for the duration of the contract. This means they’ll be entitled to employee benefits from day one, and will accrue employee rights immediately. However, if they’re on an agency or umbrella payroll, the benefits may differ.

When it is outside IR35, it is more likely to be a day-rate contract, often referred to as an FTC.

Contract Length

Interim contracts typically range from 1 month to 12 months, depending on business needs. Contracts can be extended or ended early as required, providing additional flexibility.

Day Rate

How you pay your interim is important to consider—will they be on your payroll or invoicing you? While an interim’s day rate is typically 10-30% higher than a permanent salary, hiring an interim (on a FTC) can be more cost-effective in the long run. Interims are typically paid on a day rate basis, and businesses are not responsible for benefits such as holiday pay, sick leave, or redundancy fees if the contract ends early.

Timesheet Sign-Off

Interims usually submit weekly or monthly timesheets that require manager approval to ensure prompt payment. If they are on your payroll, they will be paid like other employees. If they invoice you directly or through a recruitment agency, payments are typically handled weekly or monthly.

The Interim Hiring Process

Interim recruitment differs from hiring permanent employees in both speed and approach. The process is fast-moving, with roles often filled within days rather than weeks. It’s important not to procrastinate, or you risk missing out on top talent!

Finding the Right Talent

Recruitment agencies specialising in interim professionals have extensive talent networks and can quickly provide pre-vetted, available candidates. This is particularly useful for urgent or confidential hires where discretion is required. At The Work Crowd, our specialist interim team supports you throughout the process, ensuring you secure the right person at the right rate.

When reviewing an interim CV, expect:

• Gaps between contracts – Career interims frequently take breaks between projects, which is normal.
• Shorter personal statements – Interim CVs focus on skills and deliverables.
• Experience across multiple industries – Many interims work across sectors, bringing diverse expertise.
• Short stints of work – This is the nature of interim work, not a sign of job-hopping!

Interviewing an Interim

The interview process for interims is far quicker than for permanent hires. Often, a single-stage interview is sufficient, and the process can be completed within a couple of days if the right candidate is available.

The interim market is highly network-driven, meaning simply advertising a role may not be enough to secure the best talent—you may also be flooded with irrelevant CVs. Many interims find their roles through trusted recruitment agencies or personal networks.

Onboarding an Interim Professional

Bringing an interim into the business is a quick and efficient process, with minimal paperwork compared to a permanent hire. Key steps include:

Compliance & Paperwork

A recruitment agency can handle all necessary compliance checks before the interim starts, including:

• Right-to-work documentation
• Reference checks from previous interim roles
• Contract agreements
• Any additional industry-specific compliance (e.g., financial background checks, NDAs, security clearance)

Getting Started

Unlike permanent hires, interims don’t require extensive onboarding. They are experienced professionals who can hit the ground running, adapting quickly and delivering results without the need for additional training.

How The Work Crowd & Ben Mitchell Can Help

At The Work Crowd, we specialise in matching businesses with top-tier interim talent, leveraging deep industry knowledge and an extensive network. Our Head of Interim, Ben Mitchell, has over 20 years of experience in journalism, media relations, and corporate communications, bringing a unique perspective to the recruitment process. Having worked in high-pressure roles across public sector, financial services, and legal industries, Ben understands the importance of securing the right talent, fast.

What sets us apart?

• Fast & targeted hiring: Shortlists delivered in 48 hours (barring any mitigating circumstances).
• Deep industry expertise: A specialist interim team that understands your sector and hiring needs.
• Trusted recruitment partnerships: We work closely with our sister company, Hanson Search, for an integrated approach across interim and permanent hiring.

Need Interim Talent? Let’s Talk.

Get in touch with Ben Mitchell, Head of Interim at The Work Crowd, today. Let’s find the right talent to keep your business moving forward.

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