Alan Daifuku is an Associate Director at IMfinity Services. He clarifies this relationship through 3 questions.
In a tight labor market, companies are increasingly struggling to find the perfect candidate. While the recruitment process lasts several months - between the screening of applications, interviews, negotiation and then the notice period - those who call upon an interim manager to replace a departing employee, for example, discover a professional who is immediately operational, an expert in his or her field and capable of producing very high quality deliverables. This is why some of them, at the end of the mission, may be tempted to offer the interim manager a permanent contract. This is a risk-free solution for both parties, who have had the time to get to know each other, to assess the situation and to evaluate whether a permanent collaboration would work.
This is primarily due to the profile of legal interim managers. Many of them dedicate their careers to interim management, passionate about new challenges and the discovery of different environments. In assignments related to the implementation of a well-defined project, some professionals do not envisage their role beyond the "build" phase: starting from scratch to set up a new branch, re-founding a structure, creating a project, etc. On the other hand, the "run" phase, once everything is deployed, sometimes corresponds less to their expectations and their taste for novelty. Moreover, this is not really the vocation of the interim manager: he is present in the company to deliver and not to negotiate his future hiring. A fundamental element that changes everything! The state of mind counts a lot, that's what makes the strength of interim management.
It is often a question of a meeting between a person and a team, a company and assignments that correspond to each other. In this case, the interim management contract includes a clause in case of permanent employment at the end of the assignment. Then, everything takes place between the company and the future employee, who negotiate the terms of their collaboration together. At the end of an assignment lasting several months, it is possible, for example, to shorten or even eliminate the trial period. In the end, it is a real gain of time and efficiency for both parties, but also a question of opportunities. I have in mind the example of a profile looking for a job, and who preferred to launch himself into an interim management mission rather than waiting to find the ideal job by staying at home. In addition to staying active, enriching his experience and enhancing his CV, the 3-month assignment finally had unexpected consequences... since it led to a permanent contract!
"Companies that call on an interim manager to replace a departing employee, for example, discover a professional who is immediately operational, expert in his or her field and capable of producing very high quality deliverables. "