Whether managing sensitive transitions, implementing cutting-edge technologies, or driving business transformation, having access to specialised interim management experts at the right moment is essential. Having worked in interim HR management for over 11 years, I’ve seen first-hand how the right interim at the right time can transform organisations when they need it most. Additionally, knowing what to look for when you hire an interim can mean the difference between success and failure.

5 signs you need to hire an interim

It’s crucial to recognise the signs that it’s time to hire an interim and seize the opportunity to bring someone on board. Timing is key, and being proactive in identifying these signals can make all the difference.

1 – Major business changes

When navigating mergers, acquisitions, or restructures, interim support becomes vital. During a period of significant change, an interim might be involved in overseeing the change process, driving strategic initiatives, fostering cultural transformation, assessing and mitigating risks, or offering leadership to the team.

I recently worked with a family-owned business acquired by a private equity firm. The company were targeted to double turnover, which required the execution of several key HR initiatives. In this instance, an interim HR Change Consultant was fundamental to developing a comprehensive HR strategy and delivering on key projects such as a structural review, embedding a performance management process and streamlining compensation and benefits.

2 – Technology implementation

New technology often signals the need to bring in an interim who has specialised expertise, leadership, and project management skills to help ensure the successful adoption of new systems, software, or digital tools.

I recently worked with a retail client who was implementing a new learning management platform. They needed expertise, not just in the system itself, but also in the implementation process. Hiring an interim ensured a smooth rollout of the system and full integration with the existing platform, which would not have been possible otherwise.

Interims can then upskill the existing team on the new technology, but more importantly, they will help the business get the best value from their investment in new tech.

3 – Team overload

When teams become stretched beyond capacity and are unable to deliver deadlines, hiring an interim is an excellent solution. Within HR, this could mean hiring an interim to manage projects such as engagement, restructuring, or managing increased employee relations cases.Interims can often be given specific projects or take a more flexible approach, picking up various tasks to help wherever needed.

Without interim support, I have seen more strategic initiatives, such as those around training, engagement, or diversity and inclusion, get pushed aside. An interim can ensure immediate needs are met and long-term initiatives stay on track.

4 – Gaps in skillset

Organisations often encounter projects and tasks that demand specialised skills that may not be available within their existing team. For example, experience in organisational design, leadership development or change management, for example  M&A or TUPE. I have seen many cases where bringing in the right expertise will mitigate risk to the business and lead to successful business outcomes.

5 – Confidential projects

Using external consultants rather than existing employees can provide discretion for sensitive changes such as redundancies, team restructuring, or office relocations. In one recent example, a CPO who had been in the post for three months needed to evaluate their current HR team structure. The interim we placed worked exclusively with the CPO, operating outside the main office, to maintain discretion while providing expert guidance based on their understanding of the wider business.

In another case, a company needed someone to assess the HR implications of relocating operations from South to North. The interim provided expertise while maintaining strict confidentiality and working independently from the main business.

What to look for when choosing an interim

When selecting an interim, it’s essential to assess their technical expertise as well as the personal and professional qualities that enable them to deliver impactful results. Taking references from their most recent companies or projects can provide valuable insights into their track record and effectiveness in similar roles. Below are some of the critical traits to consider when choosing the right interim professional:

• Building relationships and trust: Interims must quickly establish strong relationships and trust to influence stakeholders effectively, enabling them to integrate and drive change.
• Adaptability and flexibility: Adapting to new industries, stakeholders, and business priorities is critical. Flexibility allows interims to pivot when plans or objectives shift.
• Problem solving and diagnostic skills: Often brought in to address undefined challenges, interims must be able to diagnose issues, identify pain points, and propose actionable solutions quickly.
• Strategic alignment: Interims should understand the broader business strategy and tailor their actions to align with the organisational goals and agendas of the leaders in the company.
• Emotional intelligence: This is essential for building trust and navigating complex stakeholder dynamics, especially in people-focused roles like HR.
• Delivering value: A good interim will leave the organisation in a better position than when they arrived, either by advancing key projects or providing actionable insights for future execution.
• Contextual awareness: Successful interims adapt their style and approach to fit the specific culture and needs of the organisation, whether it’s a regulated environment or a startup.

In conclusion, recognising the right moment to hire an interim by spotting key signs early and selecting the right expert can be essential for driving growth and success in today’s fast-paced business environment. At Eton Bridge Partners, our specialised interim teams are functionally aligned with in-depth, cross-industry networks that enable us to swiftly deliver the right solutions tailored to your needs.

Get in touch to discuss how interim management can help your business navigate its next challenge successfully.