Becoming an Interim Manager

An interim manager's career is challenging and rewarding.

At Energy 123, we work closely with our interim managers to ensure that they are well informed about the interim management market place and understand how we work as an interim management provider.

Making the transition from a permanent to interim career can be difficult.

One of the greatest challenges interim managers face is dealing with the loss of the 'corporate duvet'.

Much that is taken for granted during a permanent role, whether the corporate career path, financial and job security or the social environment, is no longer guaranteed.

We are keen to promote the interests of our interim managers.

We run regular seminars and events, and will contact our interim managers with any relevant industry news that we think they may find of interest.

Similarly, we encourage our interim managers to maintain regular contact with us, ensuring that we have all the necessary information - current CVs, for example, or availability updates - so that we are well placed to find the right candidate for the job opportunity.

Criteria for Selection

We have a strong, focused database of experienced interim executive management professionals and maintain a high degree of personal contact with our interim managers.

Candidates who are successful in joining our register of interim managers normally fulfil the following criteria:

They have worked at Board/Operating Board/Executive Committee level, or are a functional specialist, or senior management generalist.

Their background is multi-sector, although candidates with particularly strong CV’s focused in one or two industry areas are also accepted.

It is our preference to work with professional interim executives who have carried out a minimum of one assignment.

We will only consider applications from candidates new to interim management where they can demonstrate a clear commitment to pursuing an interim career.

We do not register candidates who are actively seeking a permanent role.

CV Format Guidance

An interim manager's CV must be clear and concise and include all relevant information

We have put together some guidelines that we ask our interim managers to follow when presenting a CV to us:

• Format CV's should be an email attachment, in simple Word format.
• Please do not send us your CV as a PDF file, and avoid using formatting such as tables, columns, photographs, spreadsheets, images etc.
• Length  No more than 4 pages.

Layout

Key details  

The rest of your CV should include clear details of the following:

• The name and description of your employer
• Dates of employment
• Your role
• Reporting relationships
• Key responsibilities, including budgets and headcounts
• Key achievements, which should be quantified
• Qualifications, languages (where fluent), personal interests and references

Registering your details with Energy 123 Interim Management

We ask that all CV applications are submitted through the website.

If you would like to send us your CV or send us an update, please complete our candidate form.

All CV's are carefully reviewed by our Consultants.

We aim to respond to all CV's within two weeks but, due to the high volume of applications received, it may take longer than this.

We are very keen that all applications are properly assessed and hope that candidates will understand if they do not receive an immediate response.

All acceptances are provisional and subject to our accreditation process, which will involve a telephone interview or meeting at our offices.

Any assignment offer made is subject to our taking up three satisfactory professional references.
 
Next steps

We confirm by email whether or not candidates have been accepted onto our database.

If we feel we cannot register your details, we will refer you to further sources of information and advice on interim management.

If your application is accepted, we will request a meeting with you in due course with one of our experienced Consultants.

We regret that we cannot give individual feedback to candidates whom we are unable to register.

We look forward to receiving your CV and will be in touch as soon as your details have been reviewed.

Overseas Applicants

We have a wide network of international offices.

If you are particularly interested in opportunities outside of the UK, we ask that you to visit where you will be able to send your CV to one of our global practices.

If you are not based in the UK or do not have substantial experience of working within the UK, we may direct your application to the nearest practice to your place of residence.
 
We ask that all CV applications are submitted through the website.

Interim Rates

The rate for an interim placement depends upon:

• The full-time equivalent salary (as a rough guide the daily interim rate = the full-time base salary/115)
• The state of the market
• The number of interim managers available with the particular skillset required
• The size and reputation of the company
• Any risks attached to the role

We are directed by candidates on the daily rate they wish to achieve for their interim placement

An approximate guide to interim daily interim rates

• Interim CEO, MD, Functional Executive Director of a large multi-national £1,000+
• Interim CEO, MD, Functional Executive Director of a medium/large multinational £ 750+
• Interim General Manager, Divisional MD, MD, Functional Head  £ 650+
• Interim Head of a medium-sized national/international business £ 650+
• Interim General Manager, Functional Head of a small business £ 550+
• Interim Senior Manager £ 500+

Typically an interim provider will add a percentage mark-up on to these daily rates. Energy 123 rates are highly competitive and transparent to both client and candidate upon entering a contract.

Working on Assignment

Before you apply to join our experienced pool of interim managers, it is important that you understand how we work as an organisation to ensure that we will meet your expectations.

We will offer you support and guidance throughout the assignment process, from the moment an interim manager registers with us, through to contract management once an interim manager has been placed on an assignment.

We firmly believe that an ongoing, two-way relationship with our interim managers gives an added value to the service and support we offer our clients.

Limited Company Administration

The Conduct of Employment Agencies and Employment Business Regulations 2003

In April 2004 new regulations regarding the status of temporary workers were introduced, awarding them new rights relating to sick pay, holiday pay and pension allowances. Interim managers are classified as temporary workers under the legislation and entitled to claim these benefits.

It is our recommendation, however, that interim managers opt-out of the regulations as, for executives working at this level, they blur the lines between permanent and interim appointments.

Our interim managers add value because they are objective in their views, distanced from corporate politics and interested only in providing the best solution for the client.

One of the prime advantages of using an interim manager is to gain the input of a highly qualified senior executive without committing to the obligations of a permanent appointment when this may not be appropriate or necessary.

Opting-out of the EAA regulations

If working as a representative of a limited company, interim managers can exempt themselves from the regulations.

Distinguishes our interim managers from PAYE candidates who are often in-between jobs and are focused on seeking permanent roles rather than on providing a quality solution to our clients.

Demonstrates to us and our clients that our interim managers have made a conscious decision to operate with the maximum level of professionalism and are committed to their interim contracts .

By opting-out of the EAA regulations, we believe that interim managers will also reinforce their protection against IR35.

For more detailed guidelines on The Conduct of Employment Agencies and Employment Business Regulations 2003, please refer to the REC website at http://www.rec.uk.com/.

Most interim managers work through a limited company

As most interim managers work through a limited company, they need to have adequate professional indemnity insurance to protect them against professional negligence claims.

As part of our service level agreement with our clients, we insist that all interim managers placed on assignment have adequate professional indemnity insurance cover from £250k upwards.

• Current Assignments
• Interim Links
• Case Studies
• Types of Interim Management Roles
• Contact us

How to apply to become part of our pool of interim managers

We ask that all CV applications are submitted through the website:

New Registration   

If you would like to register your details with us, please complete our new candidate registration form. Click here to fill the online registration form.

CV Updates

If you are one of our existing Interim Managers and would like to update your details, you can do so through the CV Update section of the website. Click here to upload your new details.

General Update  

If your circumstances have changed and you would like to send us a general update, please do this through our CV Update section and upload your updated CV. Click here to upload your CV.

(Please note that new CV applications will not be accepted through this upload tool.)