How interim leaders can add value to your College

What is an interim college leader? An interim college leader is a highly experienced professional appointed for a defined period, typically one term to a full academic year to fulfil a specific leadership need. They may undertake academic or professional services roles, including Interim Principals, Vice Principals, CIO’s, COO’s, HR Directors/Chief People Officers, Directors of Finance and Directors of Estates. These leaders bring immediate expertise and capacity to colleges during times of transition or challenge, with minimal onboarding and maximum impact from day one.

Why might you appoint an interim leader?

There are several strategic reasons why Further Education Colleges choose to engage an interim college leader:

• Bridging a leadership gap caused by a late resignation or unplanned departure, while a permanent appointment is underway.
• Adding temporary leadership capacity where a team is stretched—such as during long-term staff absences or post-inspection recovery.
• Providing targeted expertise where a new or less experienced team may lack specific leadership skills.
• Stabilising a college after a poor Ofsted report, with a credible interim Principal/CEO bringing calm, clarity, and assurance.
• Supporting in periods of growth including providing strategic assessment of commercial opportunities and adding capacity during mergers.

What value do interim leaders bring?

Interim leaders offer substantial and immediate value, including:

• Proven experience and deep sector expertise, often gained over decades in Further Education as well as exposure to the wider education sector for corporate services roles, including Higher Education and Multi-Academy Trusts.
• A fresh, impartial perspective—unencumbered by internal dynamics or college politics.
• Strategic insight grounded in a deep understanding of both teaching & learning/curriculum excellence and commercial viability.
• Rapid impact—interims are ready to lead from week one, without lengthy onboarding.

Importantly, they are viewed as part of the college leadership team, not as external consultants. This integration supports trust and buy-in from staff, governors, and parents alike.

How do interim leaders differ from consultants?

Unlike consultants who typically advise from the outside, interim leaders take ownership and deliver from within. They are embedded into your leadership team, with defined responsibilities and accountability—making them more visible and trusted within the college community.

Are interim leaders cost-effective?

Yes, interim leadership is more accessible than many assume. While some work on a day-rate basis, many interims are happy to join on fixed-term contracts at salaries aligned with their permanent equivalents. Most engagements are structured inside IR35, giving reassurance around HMRC compliance. Reasonable travel or accommodation expenses may be agreed if the role requires relocation, but overall, this is a cost-effective solution when considering the value they bring.

Are full-time appointments the only option?

Not at all. Many career interims prefer part-time or flexible roles, especially if they’re also serving as Ofsted inspectors, college improvement partners, or sector consultants. This can give you access to up-to-date expertise without needing a full-time commitment.

Can’t I appoint from within my existing leadership team?

In some cases, yes and doing so can provide professional development opportunities. However, this approach may stretch your existing staff or leave other leadership gaps. If the need is urgent or requires specialist skills, an experienced interim is often the better option.

Who becomes an interim leader, and why?

Far from being candidates unable to secure permanent roles, most interims are highly accomplished former Principals, Vice Principals, or professional services leaders. They choose interim work to focus on the aspects of leadership they enjoy most—bringing stability, solving problems, and delivering rapid impact—without committing to another long-term post.

How are interims supported during their assignment?

At Anderson Quigley, we provide consistent support throughout each appointment:

• Week 1 check-in with both the interim and the college
• Mid-assignment review, including site visits where appropriate
• End-of-assignment review, to gather feedback and ensure continuous improvement

We also maintain close contact with the Chair of Governors, CEO/Principal, or designated senior lead throughout the process.

What about due diligence and safeguarding?

We take compliance seriously. For all fixed-term contracts, we conduct:

• Reference Checks
• Social media and digital presence checks
• Right-to-work verification

For day-rate engagements, we complete all relevant safeguarding and regulatory checks, so you can be confident that all standards are met.

Interim leaders offer Further Education Colleges a flexible, reliable, and strategic leadership solution, whether you’re facing transition, growth, challenge, or change. They bring calm in times of pressure, capacity in times of shortage, and clarity in times of uncertainty. For Further Education Colleges, they can be a vital part of maintaining excellence and continuity in leadership when it matters

Paul has been recruiting senior leaders in education since 2005. His experience extends across Further and Higher Education as well as schools and academies. With over 30 years’ experience recruiting in the education space as well as being a qualified secondary teacher, Paul has an in-depth knowledge of the sector, providing a professional, bespoke and honest service to both candidates and clients. You can email him at paul.horgan@andersonquigley.com or connect with him on LinkedIn.