The numbers tell a clear story. National insurance contributions have increased, making permanent hires roughly 15% more expensive than they were 12 months ago. Meanwhile, recruitment cycles are stretching longer as companies become more cautious about committing to permanent headcount. It’s no surprise that finance leaders are reconsidering their hiring strategies.
What is surprising is how quickly interim hiring has moved from a crisis response to a strategic choice. Finance teams are discovering that interim professionals offer something that permanent hires can’t: the ability to move fast, adapt quickly and deliver immediate impact without the long-term commitment.
If you’re weighing up your options for filling finance roles in 2025, here’s what you need to know about why interim is becoming the smart choice.
The New Economics of Finance Hiring
The number of people switching roles, moving sectors or entering new parts of the workforce has been sluggish for almost three years. There are a few things contributing to this, mainly as a hangover from the pandemic, which we chatted about with Neil Carberry recently.
So, as costs increase and demands from candidates change, companies are now finding themselves in extended recruitment cycles. What used to take 6-8 weeks now regularly stretches to 12-16 weeks as hiring managers demand more interviews, more references and more certainty before making permanent offers.
But that doesn’t change the fact that the work still needs to be done. Finance teams can’t pause month-end processes or delay year-end preparations because they’re waiting for the perfect permanent candidate. The hidden cost of unfilled roles often exceeds the rate of an interim professional.
Our interim recruitment specialist at Core3, Andy Hazel, has been monitoring these changes closely. “We’re seeing clients who never considered interim before coming to us because they need someone who can start within a week or two, not someone who might be available in three months’ time.”
The flexibility factor is equally compelling. Interim professionals typically work on one to two weeks’ notice, which means if you do find that perfect permanent candidate, you can transition smoothly without being locked into expensive contracts.
When Interim Makes Strategic Sense
The most successful interim placements are strategic decisions that give finance teams exactly what they need, when they need it.
Project-Driven Work
Some of the strongest interim opportunities come from specific projects with clear timelines. Whether it’s implementing a new ERP system, migrating to cloud-based accounting software or supporting a major acquisition, these projects require specialist skills for a defined period.
A client recently acquired three subsidiaries and needed someone to harmonise their financial processes and migrate data onto unified systems. Rather than hiring permanently and potentially over-staffing once the project finished, they brought in an interim professional who had done similar integrations multiple times before.
The project was completed on time and under budget. The interim professional then moved on to their next challenge. That meant the client could avoid the complexity of managing performance or finding new responsibilities for someone whose project-specific skills were no longer needed.
Leadership Coverage
Interim professionals are particularly valuable for senior finance roles where experience and immediate credibility matter enormously. Whether it’s maternity cover, long-term sickness or bridging the gap while searching for a permanent CFO, interim finance leaders can maintain momentum without missing a beat.
These professionals are used to walking into complex situations, understanding the business quickly and earning trust from stakeholders at all levels. They’re able to apply their proven experience from day one.
Capability Building
Perhaps most strategically, interim professionals can help build capabilities that your permanent team will inherit. If you’re implementing new financial controls, updating reporting processes or improving forecasting accuracy, an interim professional can design and embed these improvements while training your existing team to maintain them.
This approach gives you the best of both worlds: immediate expertise to drive change and knowledge transfer that builds long-term capability.
The Quality Question
One concern that clients sometimes have is whether interim professionals can match the quality and commitment of permanent hires. But, actually, we’ve seen time and again that interims often exceed it.
Interim professionals have to perform at the highest level consistently. Their reputation and their next opportunity depend on delivering excellent results quickly. They can’t afford to coast or take time to settle in because they’re being judged from week one.
At Core3, every interim professional goes through multiple interview rounds, reference checks and cultural assessments before being put forward to clients. “We only work with people we’ve met, either in our offices or on video calls. We understand their track record, their approach and the value they’ve delivered to previous clients,” explains Andy.
This vetting process is crucial because interim professionals need to integrate quickly with existing teams while delivering immediate value. The stakes are higher, so the bar for quality has to be higher, too.
Navigating IR35 and Compliance
Another area that sometimes causes hesitation is around the complexity of IR35 regulations. The rules around whether interim professionals should be considered inside or outside IR35 for tax purposes can seem daunting.
However, a specialist recruitment partner can help you navigate these requirements, ensuring compliance while maintaining the flexibility that makes interim hiring attractive in the first place. The key is working with agencies that understand both the technical requirements and the practical implications for your specific situation.
Many interim placements can be structured as fixed-term contracts, which offer some clarity around employment status while maintaining the flexibility that both parties value.
The Speed Advantage
Finance teams dealing with regulatory changes, system upgrades or unexpected departures simply can’t afford to leave positions unfilled for months while they search for permanent people.Â
So when speed matters more than perfection, an interim professional is ideal because they can typically start within one to two weeks of being selected. They’re experienced at onboarding quickly, they understand new systems and can build working relationships in no time. You may be wondering whether this speed comes at the cost of quality. That’s not the case. It’s actually enabled by experience.
On the one hand, you’ve got a three-month search for a permanent hire, followed by a three-month settling-in period. On the other you’ve got a two-week interim placement where someone is contributing meaningfully from week three.
Building Your Interim Strategy
Strategic finance leaders are building interim hiring into their workforce planning alongside permanent recruitment.
This might mean identifying roles that are naturally project-based or seasonal, where interim professionals make more sense than permanent hires. You could begin to build relationships with interim specialists before you need them, so you can move quickly when opportunities arise.
Some finance teams are even adopting a “try before you buy” approach to see whether interim staff might actually be right for permanent roles. This can reduce risk while offering both sides a realistic preview of what a long-term working relationship might look like.
The Market Reality
While permanent recruitment remains sluggish, the interim market is much more active. Experienced finance professionals who might not be willing to commit to permanent role changes are open to interim opportunities that offer variety, flexibility and the chance to make an immediate impact.
Quite often, the talent pool for interim roles includes professionals who wouldn’t be available for permanent positions, giving you access to skills and experience that might otherwise be out of reach.
For senior finance roles in particular, interim professionals bring exposure to multiple organisations, diverse challenges and proven solutions that can benefit your business well beyond the duration of their contract.
Making Interim Work for You
The current recruitment landscape is certainly creating more interest in interim hiring. Economic uncertainty, national insurance increases, technological change and evolving compliance requirements all favour flexible, responsive approaches to building finance teams.
To get the most from an interim professional, you should be clear about what you need and what that person can deliver. Interims are ideal when you need someone to hit the ground running, when the scope of work is clear and when their success can be measured relatively quickly.
Whether you’re dealing with an unexpected departure, planning a major project or simply want to understand your options before you need them, please reach out to Andy. His inbox is always open and he can walk you through the process and share insights from placing finance professionals across a range of industries and situations.
Get in touch with Andy Hazel ([email protected]) to get started.
