Interim

The quality and demand for executive interims remains high as businesses are being influenced by new technology and seek to future-proof themselves.

The themes we have seen across the interim market include:

  • Interim engagement model: There has been a clear and conscious effort to move to Fixed Term Contracts in light of the upcoming IR35 legislation changes. Fixed term contracts still offer the benefits of speed to hire and also allow for a smoother transition to a permanent role if required.
  • Increased Scrutiny on Leadership Qualities: as the appetite to leverage executive interim talent in line management roles continues, the need for strong leadership and stakeholder management skills remains. In addition, we are seeing executive interims being approved in senior positions by the regulator.
  • Interim to permanent: the appetite to hire senior leaders on an interim to permanent basis remains high especially across the more immature functions in a business, for example across; digital and data and analytics. Many firms have also used this as an opportunity to bring strong diverse talent into the organisation where perhaps a permanent role is not on offer or is being shaped.

The roles we have seen in demand across the interim business:

  • CIO/CTO: We have seen high demand for technical leaders with experience of adopting and leading SDLC transformation. An example of this would be the broad adoption of DevOps over more proprietary or open source Agile techniques as well as traditional waterfall methodologies.
  • COO: Due to the amount of M&A activity across the market, we have seen a number of clients reverting to hiring a COO profile with a strong transformation background and technology bias experience.
  • Chief Compliance Officer: The extension of SMCR has led to an increased demand for Interim Chief Compliance Officers who can review, assess and strengthen the Governance and Controls of an organisation.
  • Company Secretary: We have seen an increased demand for top talent within the Company Secretary market. Firms are looking to hire interim candidates who possess both strong technical skills and leadership qualities to ensure they are able to successfully operate at board level, whilst also adding value to the broader co-sec function and team.
  • Chief Digital Officers: There has been an increased demand for digital leaders who can deliver enterprise level digital strategy, execution and adoption.
  • Chief Data Officers/Chief Analytics Officers: There has been a heightened awareness within organisations that data is an asset, however as the CDO/CAO position has previously been relegated to a tactical role rather than strategic, there is an emerging skillset gap. Executive interim talent has been used to bridge this gap whilst the political question of reporting lines is discussed.

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