Pascale Desplentere is Associate Director of Management Resources, Contract Finance and Accounting and Accounting Operations.
Pascale brings nearly two decades of success in the recruitment world, and two decades of workplace trends knowledge. Starting in Belgium then moving to Sydney, she heads up the contract and interim division at Robert Half targeting senior finance positions. She also leads both permanent and contracting transactional teams who place roles like Accounts Payable, Receivable, Assistant Accountants and Payroll.
Oscar Wilde once said, “To expect the unexpected shows a thoroughly modern intellect.”
For business owners and leaders, complacency can be your downfall. Expecting the unexpected can be your superpower.
Consider this: everything seems to be ticking along nicely on the business front. Sales are up, and you’ve got your dream management team rolling out some new critical strategies. Suddenly, your CFO encounters a family emergency that requires them to exit immediately. There’s no time for a handover, and now there is a vacant desk where your capable and confident CFO once sat.
What should you do when you lose one of your most high-performing executives?
How can you keep business momentum while mitigating operational stress?
Hiring interim management executives to fill temporary executive roles can pay dividends.
As someone who works closely with clients across industries, I’ve seen firsthand how leveraging experienced interim talent can help businesses level up during periods of transition, crisis, or growth.
In my role at Robert Half, I lead the interim division, targeting senior finance positions. In my experience in the recruitment world, I know that agility is everything (especially when the unexpected strikes). Contrary to what you might think, sometimes the best solution to a leadership gap isn’t a permanent hire, but an interim executive.
In this blog, I’ll share the benefits of hiring interim management executives – why they work and why you can’t afford to write them off.
The cost of leadership gaps
From sudden departures to chronic sickness, operational stress to business growth, leadership gaps can strain leadership teams. Often, it can create a ripple effect across the business as well.
As someone who works closely with organisations navigating change, I’ve seen firsthand how costly it can be when a critical executive role is left vacant for too long.
Take it from me, it poses a significant risk to operational health, team morale, and revenue.
Let’s explore some of the costs that I see businesses face when they fail to address their leadership gaps.
1) Operational hurdles
Stalling and scrambling are among some of the biggest mistakes I see businesses make when a senior leader exits.
Often, they will aim to deploy a ‘divide and conquer approach’ or have another team member ‘step up and cover the role’.
Without a clear strategy, there is a noticeable operational drag. Decision making slows down, teams become uncertain and valuable time (and money) is lost in the process.
These environments are a breeding ground for decision fatigue, where crucial business decisions are deferred or overlooked due to a clear lack of ownership and accountability.
2) Revenue leakage from stalling critical decisions
Without a designated executive to take the reins, key decisions stall.
And, when key decisions stall, profits drain.
I’ve worked with companies where stalled leadership resulted in multiple revenue leakages. I’ve witnessed things like delayed product launches, missed contract renewals, and paused innovation initiatives.
Make no mistake, missed opportunities will add up quickly, making a noticeable dent in your bottom line.
3) Workforce implications
The human costs are often ignored when it comes to the implications of leadership gaps. In my experience, these gaps have resulted in greater uncertainty and reduced team morale.
These are perfect conditions for people to start questioning the direction of the business. Some might even start to look elsewhere for job opportunities, leaving you with more gaps than you anticipated.
In some instances, businesses have rejected the idea of interim management executives, instead opting for a ‘divide and conquer’ approach.
The issue I’ve observed in this scenario is that existing leaders often try to absorb the extra load, leading to overwork, underperformance, and a generally unhappy workforce.
Take it from me, asking leaders to do more until a vacant role is covered can be risky. Sure, you might save on some upfront cost, but you roll the dice on more attrition and resignations by pushing your team too hard.
4) Missing strategic windows
There are moments in business that require swift, confident decision-making.
These critical windows of opportunity are what we call ‘strategic windows’. When missed, they become yet another costly implication of leadership gaps.
While you’re busy trying to find a talent solution, markets shift, competitors move, and industry trends change.
What are the benefits of hiring interim management executives?
In my dealings with business owners and business leaders, I’ve observed that it can often be difficult for them to admit vulnerability or spotlight the perceived ‘weak points’ in their business.
As I always explain, action is far better than inaction when it comes to restoring control.
When I broach the concept of interim management executives, I’m often met with initial reservations. Some will leaders say, “they’re too expensive”, while others assume they are “less dedicated” than permanent staff.
As I explain to these leaders, it’s important to identify the misconceptions because, when you critically analyse the role of interim management executives, you’ll quickly discover they offer great bang for their buck.
For me, four key benefits come with engaging these unique professionals.
1. They aren’t a placeholder
One of the common questions I get about interim management executives is, “Aren’t they just a placeholder keeping the seat warm?”
Rest assured; they are not!
These seasoned leaders can solve problems, stabilise the company, and help it grow.
Bringing specific expertise to the organisation, they are skilled in navigating unexpected departures as well as things like restructures, mergers, takeovers, new systems, and change processes.
Their appointment might be temporary, but the impact of these professionals can be lasting.
As I’ve witnessed, interim management executives can be a catalyst for positive change within an organisation. Often this is due to their fresh perspectives, innovative strategies, and shared knowledge that can provide long-term value add.
2. They are true professionals
Unlike permanent hires who may require time to settle and onboard, interim management executives know how to hit the ground running, adapt quickly, and execute under pressure.
Due to their unique work arrangement, they are typically very dedicated to the success of the organisation they are working for. They only work on a project for a limited period, and they make their efforts count.
I can’t understate that these professionals are highly competent and deliver immediate value.
As I stress to businesses in need, interim managers understand the importance of delivering results on time. As a result, their work style is often unparalleled. They make swift decisions and deliver tangible outcomes in tight timeframes when stability and results are critical.
3. They are fast and flexible
We all want a quick return on investment, and with interim management executives, that’s exactly what you’ll get.
With fast onboarding and no long-term commitment, you can customise the contract to suit your business needs.
This flexibility has been a game-changer for my clients, allowing them to access high-level expertise when they need it most.
It’s a lean, flexible approach that keeps momentum moving without locking you into long-term overhead.
One of the major selling points for my clients is the value-for-money factor. Because interim managers are deployed flexibly for temporary assignments, companies only pay for the necessary time and work. When you break down the capital cost for this short period, it is a lot less than you might think, especially when there are no other employment benefits like annual leave and sick leave.
That’s a huge advantage when you consider the alternative - recruiting a permanent employee who turns out to be the wrong fit.
4. They are qualified (often overqualified)
Perhaps the biggest advantage of hiring interim management executives is that they are often overqualified for the role, by design.
My clients often express surprise at just how quickly these professionals can make an impact in their organisation.
The reality is, they have a proven track record of success in similar roles or industries. Their depth of experience means they can assess a situation swiftly and lead teams through complexity without the learning curve.
Interim management executives are one of my favourite types of talent to place because they can deliver an incredible level of expertise and experience (usually on day one).
Consider them the ‘one-stop shop of talent’. They get results quickly, and they eliminate the cost of recruiting and training permanent staff members.
Related: Biggest misconceptions about interim managers
Why they work
It is rare to encounter a client who hasn’t been satisfied with the interim management executives we have placed.
It’s proven to be a smart, agile way to close the leadership gap before it starts costing my clients more than they realise.
I’m a huge advocate for interim talent for a few reasons:
Competitive advantage – While other companies halt progress or teeter on the edge whilst looking for a perfect long-term hire, organisations that use interim executives can leverage superior expertise to keep things moving.
Crisis credentials - Interim management executives specialise in navigating high-pressure situations. They are exceptional problem-solvers, so if you’re worried about only deploying them in a crisis, don’t be. They can be used to reach strategic goals, lead change processes and add specific expertise to the organisation that may not yet be available.
Proven results - Interim managers are typically on the senior end of the talent spectrum. To be desired by a business, they need to have a proven record of high-quality work. Our interim management executives deliver value in the first 30-90 days, not after 6 months. Believe me, their reputation (and their future assignments) hinge on swift results.
Unmatched experience – When you’re seeking immediate experience, interim talent is often unparalleled. An agile solution boasting flexibility and objectivity, interim management executives are skilled in leaving the business in a better state than they entered it.
Facing a leadership vacancy?
Don’t wait for the perfect permanent hire to keep things moving.
Consider interim talent to bridge the gap between uncertainty and progress.
Why they’re worth it
Need to justify the prospect of interim talent to other business leaders?
I believe three key factors make them worth the investment:
1) Cost
It’s important to run a full cost comparison between interim management executives and full-time equivalents. Don’t let the higher hourly rates of interim managers put you off! These professionals can get results quicker than new, permanent staff, and they offer an element of reduced risk.
Don’t forget you only pay for the time and work that are necessary.
While permanent staff might seem like a cheaper option, consider all the associated costs like recruitment, training, and employee benefits. If an employee turns out to be a poor fit, it will certainly be more expensive than getting the perfect ‘plug and play’ solution immediately.
2) Inaction
In my opinion, the cost of inaction is far more detrimental to a company. When you consider that leadership gaps pose a significant risk to operational health, team morale, and revenue, it’s hard to dispute that interim executives are a strategic investment, not just a temporary fix. It’s a proven strategy to avoid operational hurdles, revenue leakage, workforce implications, and missed strategic windows.
3) Flexibility
Looking for flexibility without the long-term risk? As I emphasise to businesses, interim talent will deliver experienced leadership on your terms. It’s scalable, controllable, and accountable, meaning interim managers are highly motivated to achieve the company’s targets. They are only working on a project for a limited period, and they are passionate about adding value and making an impact.
While you can’t predict what will happen in your business, there are some scenarios you can plan for. If you’re staring down the barrel of departures, mergers, transitions or high stress periods, consider interim management executives.
As I’ve seen, these professionals can be the difference between gaining or losing momentum in your business when circumstances change. Rest assured, it’s not an admission of failure, nor is it reactive - it’s a strategic decision enacted by top leaders.
When it comes to leadership gaps, the stakes are too high not to act - trust me, your operational health, team morale, and revenue are all on the line.
Looking to find your next interim management executive? Contact our management resource team today to access our robust network of seasoned interim leaders across Australia.
Frequently Asked Questions (FAQs)
What is executive interim management?
Executive interim management involves placing a highly experienced executive on a short-term, contract basis to manage periods of significant change, transition, or crisis within an organisation.
What is the difference between an interim manager and an acting manager in Australia?
While both managers provide temporary leadership, it’s important to note that they serve different purposes. While interim managers bring external expertise for strategic change, acting managers help to maintain internal continuity.
Typically, an interim manager is an external hire who has expertise in navigating change, solving complex problems, or driving specific projects (i.e., transformation periods, such as restructures or mergers).
An acting manager is generally an internal employee who assumes the management role to cover for a manager who is on leave, unavailable, or exiting the business.
What makes a good interim manager in Australia?
A strong ability to hit the ground running.
Dedicated and motivated with a proven track record of success in similar roles/industries.
Ability to deliver long-term results in a short period.
Superior expertise (specialised skills and industry knowledge).
Strong ability to work under pressure.
Objective perspective.
Results-oriented.
Strong leadership skills.
Strong communication skills.
Adaptability to grasp culture and challenges.
How long does an interim position last in Australia?
In Australia, the duration of an "interim position" is not fixed and can vary. Typically, deployments range from three to twelve months.
When should my business consider hiring an interim executive in Australia?
In Australia, it’s worth considering interim executives when your business is facing:
A period of change (i.e., restructures, unforeseen leave, or mergers)
Leadership gaps.
Complex problems.
New projects.
New system implementations.
What are the benefits of hiring interim management executives in Australia?
They aren’t a placeholder.
They are true professionals.
They are qualified (often overqualified).
They are fast and flexible.
