The perfect match: how to find the right executive interim manager for your company
There are a number of constants you can count on when hiring an executive interim manager: if you turn to Essensys, no matter who you pick, you can rest assured that they will be highly adaptable, with a drive to learn and make an impact, and outstanding strategic skills.
Beyond that, however, every project is unique and you need to make sure the interim manager you choose will be the right fit for your company and the challenges it faces. Here are a few key considerations that will help set you in the right direction.
The right baggage
Depending on the nature of the assignment, you may want to prioritize someone from a certain industry, or on the contrary someone with specific product expertise, or strike a balance somewhere in between. Ask yourself what type of past experience would best support your needs.
The answer to that question isn’t always so cut and dry: imagine, for example, that enabling a digital transition is central to the assignment. Perhaps you would like to focus solely on IT expertise, or maybe you would rather have someone with an intimate understanding of how IT processes interact with the human processes specific to your industry?
Where you need to go
Building on that point, it’s vital that you think about exactly what the assignment entails and match this with a skills profile: are you dealing with a crisis, or are you looking to overhaul a part of your business? What are the challenges to overcome, both inherent to the tasks themselves and within the specific context of your organization? Which specific skills does this call for? It may be helpful here to break down each goal into smaller objectives, and to repeat this thought process for each one.
The nitty gritty
It may seem obvious, but it’s also important to think about some basic practical details: what is the timeframe of the assignment, i.e. for how long will you need the executive interim manager on board? How many hours and days a week do you need them, and how soon do you need them to start?
Ultimately, you should always factor in a degree of unknown until you meet each candidate face-to-face. This person is going to be parachuted into your business and taking on key responsibilities: they will really be at the core of your organization. Whether or not you think they can gel with your teams and really “get” your company’s culture is therefore also a consideration not to overlook.