Call us: 01926 353 999

Interim Management


Sally Rowe

Ofsted worked with Hampton’s on a project to recruit 4 experienced candidates to undertake inspections... Read More

Suzanne King

Hampton's provided an excellent service.  I had an initial meeting with Simon Ray in London... Read More

Interim Management – Is the temporary provision of management resources and skills.

With over 25 years combined executive recruitment experience, Hampton’s Resourcing are specialists within the field of social care interim management. Our extensive networks - which include the majority of both senior managers and directors working within the social care sector nationally - twinned with our extensive database of candidates, allow us to guarantee we will always be able to supply you with a suitably qualified and experienced candidate that matches your requirements 100% accurately. 

Interim Management

The types of interim managers Hampton’s regularly supply are:

  • Directors (DCS / DASS / Corporate).
  • Assistant Directors / Heads of Service.
  • Service Manager / Team Managers.
  • Independent Reviewing Officers / CP Chairs / LADO Officers.
  • Registered Managers / Panel Advisors (Ofsted or CQC).
  • Commissioning / Business Development Managers.
  • Principal Social Workers / Auditors.
  • Programme Managers / Transformation Managers.
Why Recruit an Interim Manager?

Your organisation may be going through a period of change, and a specialist interim may be required to support and mentor your current team in a specific area where you have identified a gap in skill set or knowledge.

A short-term crisis or staffing shortage may have arisen within your organisation, and recruiting an experienced interim manager could offer the perfect solution and bring calm to the storm.

A re-structure may have left some staffing gaps within a service area and potentially left some current staff members feeling unsupported and frustrated. An interim could be needed to come on board to help reduce workloads and improve team morale.

Recruiting an individual who's not directly linked to the organisation or has no affilations to the current team means they will review any problems objectively, delivering quick and effective solutions.

Permanent recruitment campaigns can regularly take longer than anticipated, so hiring an interim manager can be a very effective short-term solution, which can also bring stability and leadership to a service while a long-term solution is found.

How Can Interim Candidates Add Value?

There are several factors that make the interim management offering increasingly popular and cost-effective to client organisations. These factors are characterised as a ‘value proposition’ that interim managers offer to their clients.

  • Return on investment: Interim managers add value by using their skills and expertise to help deliver an outcome, solution, service or mitigate risk that provides a meaningful ‘return on investment’ to a client. Interim managers are paid on the understanding of goals and objectives being performed and delivered, and not simply on the basis of attendance.
  • Speed: Interim managers can be in place within days as opposed to weeks or months, which is essential when time constraints are paramount. Being well-versed in engaging promptly with the situation, they become effective quickly upon joining a client organisation. Because of their experience and expertise, interim managers also conduct and complete assignments effectively and with due speed.
  • Expertise: Interim managers typically operate at a senior level in the client organisation, often being sensibly over-qualified for the roles they take on. They often bring skills and knowledge not otherwise in place, to address a specific skills gap or problem. Their experience and expertise enable them to be productive and make a noticeable impact from the outset, maximising the likelihood of success.
  • Objectivity: Unencumbered by company politics or culture, interim managers provide a fresh perspective and are able to concentrate on what's best for the business. Being independent operators, they are able to contribute honestly without constituting a threat to the incumbent management team. Not being part of a larger business, they are not pressured to unnecessarily extend their assignment.
  • Accountability: Rather than taking on a purely advisory role, interim managers are managers who will take responsibility for and manage a business or project in their own right. They expect to be held accountable for results and by being instrumental in an assignment’s successful delivery, they give clients the peace of mind that the interim manager has stewardship of the project in hand.
  • Effectiveness: Operating at or near board level gives interim managers the authority and credibility to effect significant change or transition within a company. Unlike a ‘temp’, they're not just there to ‘hold the fort’. They actively add value to the client organisation as a result of their expertise and approach, even when the work and the decisions to be made are difficult.
  • Commitment: Interim managers maintain high professional standards because their future work relies upon referrals and a successful track record. They therefore have a stake in the success of the assignments that they undertake. This contrasts favourably with other ‘temporary workers’ who may also be seeking ‘permanent employment’ or are simply motivated by a day rate or extending their tenure.
Interim Management Fee Structure

Our fee for recruiting for interim assignments is earned as a percentage margin of our charge rate. We will quote an all-in day rate which includes both our candidate’s rate and our agency fee.