Engagement Models
In our research, we found that organisations are leaning towards engaging interim resource on a Fixed-Term Contracts (FTC) basis. This particularly dominated those longer assignments (7–12 months), and the remuneration offered for these exceeded £120k per annum. Interim roles paying on a daily rate basis typically lasted 4–6 months, and were equally split between Inside and Outside IR35, with Outside IR35 commanding the premium day rates (£700 – 1,000+ per day).
Working Patterns
The increase in fractional work has proven conclusive as our respondents confirmed that those working in FTC roles required full-time commitment of 5 days per week (67%) while interim roles increasingly offer flexibility and operate on a fractional basis of 2–3 days per week (20% and 13% respectively), reflecting the popularity of hybrid delivery models and businesses close management of cost implications.
Pipeline Confidence
Most respondents (93%) had not secured their next assignment, underscoring market uncertainty and the need for proactivity across the interim HR space, including significant investment in building relationships with specialist talent agencies. 54% had secured their roles through agency relationships and introductions.
Market Implications: – The demand for high-caliber HR leaders remains strong. Flexibility and specialist expertise continue to drive premium rates, but the way in which talent is being engaged is increasingly via Fixed Term Contracts rather than the true interim nature of work.
If you’re navigating the HR Interim market—whether hiring or seeking your next role—now is the time to leverage your network and embrace flexibility.
