Interim Manager or Contractor required?

This guide explains the main differences between an Interim Manager and a Contractor.

Companies which identify a need for additional temporary human resources are often confused by what category of individual they should be looking for. As a result we often receive phone calls from companies who think they need an interim manager when in fact what they want is a fixed term contractor.

Interim Managers are usually sensibly over-qualified individuals who take up senior management roles within a client organisation. They are ‘doers’ and take on an active executive role. This is often what also differentiates Interims from Consultants, as Consultants tend to be technical advisors without taking on the management responsibilities.

Interim Managers are typically used when a business is going through transition, turnaround, the current management team lacks specific experience or when additional management resource is required to support a particular project or when the business is going through significant growth.

Each Interim Manager operates through their own limited company and will normally provide their own ‘business tools’ such as telephone, laptop etc. An Interim Manager will invoice on a day rate basis.

A company would normally engage a Contractor on a temporary basis in order to provide a specialist skill or service. Contractors would normally report directly to a manager or director. Contractors are often used on topics such as IT projects or to cover fixed term periods such as maternity breaks.

Contractors do not normally operate at the executive level of an Interim Manager in an organisation and therefore it is not uncommon for them to receive pro-rata remuneration.