What the IIM survey doesn’t tell us: Insights from the interim community

Claire Lauder, Partner in our Interim Practice, reflects after reading this years’ Institute of Interim Management (IIM) survey*, and shares her personal insights from her day to day conversations with interim candidates.

Each year, IIM survey provides valuable insight into the state of the interim market. This year’s report confirms what many of the interim community is feeling – the market is tougher, more competitive, and shifting in structure, particularly in sectors like higher education and the wider public sector.

It’s full of useful data points:

• A drop in average billed days
• An increase in fixed-term contracts
• A growing number of interims experiencing time off assignment
• Minimal growth of women in interim management over recent years
• And cautious optimism about what’s next

But while the survey captures trends, numbers, and headline sentiment, it doesn’t always reflect the lived experience of the interim professionals I speak to every day. And those conversations, the side chats, the check-ins, the post-assignment reflections, reveal just as much about the state of the market as any statistic.

So, what’s going on beneath the surface?

The silence between assignments can be deafening:

What doesn’t show up in the data is how it feels to be in between roles right now. There’s a recurring theme of invisibility: candidates applying and hearing nothing, or being shortlisted and then left waiting for weeks with no update. The emotional impact of this, especially for seasoned professionals used to being in demand is real.

Wisdom: Keep your confidence intact. A slower response time doesn’t reflect your worth, it reflects the pressure clients are under and the clunky hiring infrastructure many are still using.

Urgency and pace still don’t always match:

We often hear that roles are “critical” or “business-essential.” But the reality is that internal processes, whether it’s IR35 checks, approvals, or scheduling panels can delay appointments by weeks. The result? The best interims move on, and roles go unfilled longer than they need to.

Wisdom: Clients who act decisively will secure the best talent. Interims who stay close to trusted recruiters and maintain availability conversations will be front of mind when timing aligns.

Fixed-term doesn’t mean fixed-impact:

One of the most helpful trends in this year’s report is the spotlight on FTCs, now more prevalent than ever. But there’s still confusion in the market about what FTC really means in an interim context. Just because it’s not a day rate doesn’t mean the role is less strategic or meaningful.

Wisdom: Whether it’s day rate, project fee, or FTC, what matters most is the scope of the work, not the structure of the contract. The best interim professionals focus on outcomes, not titles or types of engagement.

Interims are craving connection and clarity:

Many interims are re-evaluating what kind of work lights them up. This is a market of careful choices, not just by clients, but by candidates. People are seeking roles where they can deliver genuine impact, where there’s clarity of purpose, and where their experience will be fully used.

Wisdom: Now is the time to be intentional. Get clear on your value proposition, align with roles that match your style and strengths, and don’t be afraid to say no to the wrong fit.

The market may be cooling, but capability hasn’t:

Yes, it’s a challenging time. But the level of talent in the interim market right now is exceptional. I’ve never had so many conversations with thoughtful, motivated, highly skilled professionals who are ready to deliver real value.

Wisdom: For organisations open to engaging interims with speed and clarity, this is an incredible window of opportunity. The talent is there. The question is, are you ready to use it?

There’s a new wave of talent, and it’s getting crowded:

This year, the market is being flooded with highly capable professionals displaced by restructures, budget cuts, and voluntary severance programmes. Many are exploring interim work for the first time. (I’m mainly talking about Higher Education here)

Wisdom: This influx brings fresh energy, and some might say, more competition. For experienced interims, it’s a reminder to sharpen your value proposition. For clients, it’s an opportunity to access talent that may not have been available six months ago. The key is staying visible and specific about what you offer. Your value proposition. In a crowded market, relevance and reputation go a long way.

The brief behind the brief matters most:

The IIM survey tells us what roles are being filled, but not why. And that context makes all the difference. Is the organisation in crisis mode? Trying to steady the ship? Laying the groundwork for future transformation? Going through a restructure? The surface level job title rarely tells the full story, but for interims, understanding the real brief beneath the brief is essential to landing well and delivering impact.

Wisdom: Clients, be transparent. The best interims aren’t put off by challenge, they’re energised by it. But they need to know what they’re walking into. Honesty builds trust. And trust attracts talent that sticks.

The IIM survey is a brilliant resource, and it gives us important benchmarks. But it’s only part of the picture. If we really want to understand the state of the interim world, we also need to listen to the voices within it. What I’m hearing is not just frustration but resilience, reflection, and a desire to do meaningful work. And that, for me, is a sign of hope and an exciting interim market.

Claire is genuinely interested in how others interpret what they hear and see in the market, so please do get in touch if you’d like to share your thoughts and can create an interesting knowledge exchange on the trends in the interim market, no matter what sector you work in – claire.lauder@andersonquigley.com

* The 2025 IIM Survey Report