Interim Management,
facts and common misconceptions.
We answer the most common concerns we meet when talking to our coming clients
01/05
It's expensive!
Actually, it's not. Our talents are only getting paid for their results from entry to exit, not for their lunch breaks, benefits, pensions, sick days etc. Some estimates even mention cost savings of up to 20% measured up against long-term contracts when you include both direct and indirect costs.
02/05
It will disrupt my team
Our talents are not only carefully screened for their professional skills and their track record, but also for their people skills, and most leave a lasting positive impact on their team after their exit.
03/05
A consultant is a better solution
Unlike an external consultant, our interim executives become an integral part of your organisation and your team and have the power to implement their strategies as well as mentoring your team
04/05
Interim executives are all old
That might have been the case in the past, but nowadays most interim executives are used proactively as a valuable, flexible resource for seeing through large-scale projects or strategic transitions. We prefer the term “experienced”, yet our Interim Executives are quite a diverse group with an average age of just above 50.
05/05
Onboarding a temporary resource takes too long
Our interim executives are both experienced and are not only used to change – they thrive in it. They provide the outside-in perspective without being stuck in old habits. Actually, several studies report more than 80% faster onboarding of executive interims vs. permanent hires, ensuring immediate impact.