The skills gap that most companies (nine out of ten according to McKinsey) are anticipating over the next five years means that organisations will have to address their talent needs now through a variety of actions and initiatives: hiring interim, contract and freelance workers alongside the redeployment of existing employees into new roles.
It’s staggering to think that approximately 375 million workers globally might have to change their occupations in the next decade to meet companies’ needs and that automation could free employees to spend as much as 30 percent of their time on new types of work (McKinsey, 2020). It’s clear that workforce strategy needs to be front and centre of organisations if they are to successfully manage the shifts in operating practices taking place.
Choosing between interim and permanent hires isn’t always clear-cut.
As an executive or leader, hiring decisions are among the most critical choices you make — shaping not just team dynamics but your company’s future. One of the most common dilemmas? Deciding whether to fill a key role with a permanent employee or bring in an interim professional.
Do you commit long-term and build internal stability, or opt for short-term expertise to solve an immediate challenge? Each path offers distinct advantages, risks, and financial implications. The wrong move could delay key projects or disrupt company culture. So how do you decide?
Match the hiring type to your company’s needs.
To make an informed decision, you need to weigh the unique strengths and weaknesses of each type of professional – either interim or permanent. To help summarise, we’ve put together a breakdown to help you match the type of hire to the task at hand:
Interim professionals: agility and expertise on demand.
Interim hires are temporary, project-based professionals who deliver results fast. They’re ideal during transitions (such as digital transformations), crises, or for bridging skills gaps because they offer:
- The on-demand factor and rapid onboarding: They can quickly step into roles to minimise downtime.
- Flexibility: depending on the size of the project, you can flex the number of interims, level and contract lengths to suit your specific needs .
- Specialised skill sets: they bring specialist skills and experience into the organisation for short to mid-term projects.
- Short-term cost efficiency: You only pay for the work they do and their time on the job.
- Experience: they can bring a wealth of experience and leadership skills and upskill your permanent teams.
Permanent employees: stability, culture, and long-term value?
In comparison, permanent hires are a long-term investment, intended to support strategic goals and contribute consistently. Permanent hires are expected to bring:
- Commitment and loyalty: they’re invested in the company’s success.
- Cultural alignment: they help shape and maintain your organisational culture.
- Operational consistency: they should reduce turnover disruption and knowledge loss.
- Professional development: they should be worth the investment in training and mentorship.
Make confident, context-based hiring decisions.
The most successful executives don’t choose between interim and permanent hires based on preference — they choose based on need, timing, and strategic fit. Here’s how to guide your decision:
Ask yourself:
- Is the role addressing a long-term need or a temporary skills gap?
- Do you have the budget for benefits and training, or is cost flexibility one of your key considerations?
- Do you have time to recruit thoroughly, or is speed a priority?
- Does the role demand specialised knowledge, or company-wide integration?
By framing the decision as a strategic response to a specific business challenge, you’ll ensure your team gets the right support at the right time and the project or challenge gets optimally addressed or delivered.
One size doesn’t fit all, so choose what moves the business forward most effectively.
Whether you go interim or permanent, each hiring type serves a distinct purpose. The key is to align your decision with business objectives, time scales and capacity. Understand the problem you’re solving, choose the right hiring strategy to address it, and drive outcomes that support both short-term execution and long-term growth.
At The Siena Partnership, we work with our clients to recruit leading industry interim and permanent hires who can deliver real value for their businesses. If you’d like to continue the conversation with our Managing Partner & Founder, Roberto Del-Mashcio, contact him here: Roberto Del-Maschio