Many companies refrain from recruiting interim managers, limiting themselves to traditional solutions. However, in view of the changes taking place in the interim management profession, not to consider this flexible solution is tantamount to depriving ourselves of a generation of talent. Decoding the phenomenon.

The image of an executive at the end of his or her career, who has become undesirable in his or her company and who reconverts to interim management while waiting to retire, is outdated: interim managers today are on average 39 years old. These are highly-qualified men and women who have left the workforce after 10 or 20 years with successful companies. They are part of the movement of our time: to live rather than possess, to multiply experiences, to sacralize individual freedom, to undertake. A solid, long-term trend.

These managers not only bring their business expertise to the table, they also bring a fresh perspective, which is essential in today’s race to innovate. Free from power games, interim managers have the ability to more easily shake up habits that were no longer questioned. They are even trusted third parties with whom teams can unleash their energy, their initiatives and their vulnerability, too.

Although 60% of transition assignments in France are linked to a transformation phase, vacancies still account for 30% of situations. Sick leave, parental leave, transfers, promotions or frozen projects: Interim Management proves its relevance in each of these situations. And yet, many companies don’t consider this lever, believing that it’s costly, that the position will be filled anyway, or that the team will eventually be able to spread the workload. Very regrettable. The financial question must be considered in relation to the full cost of a permanent contract, including bonuses, profit-sharing, associated overheads, vacations and other non-productive time. The cost is then often not only lower than that of the employee, but also quickly amortized.

Moreover, a vacancy is never “too short”, nor is it easy to assimilate for teams that are already understaffed: our employment law imposes recruitment processes that can put the said team in difficulty. Among other things, Interim Management ensures that the business continues to operate. Even if the robustness and soul of our companies cannot be built without a majority of long-term employees, Interim Management could become more of a recruitment option.