Interim management division

Afcon has extensive experience of operating in major corporate clients at Senior Interim Executive and Directors level.  Our strategic view and the ability to undertake roles at short notice we utilise our specialist experience to deliver practical results.

During a period of significant client change or undertaking a major project, Interim Managers can strengthen and increase senior management resources, bringing immediate benefit to an existing team. 

We have access to experienced executives across all main functional areas including Marketing, Sales, Finance and Operations. 

With its specialist credentials in the IT services sector, Afcon is particularly strong in terms of its Interim Management Network and is able to offer strategic leadership as well as practical support to an existing management team. 

AFCON executives are able to provide Interim Managers with: 

• proven capability and experience of delivering business change and specialist IT  programmes and experience across all the main business sectors
• expertise of business performance improvement and corporate recovery
• Interim knowledge of supporting organisations in both the Commercial and Public Sectors.

Our Network of Interim Managers also includes Senior Programme, Project and Operational Managers with industry experience in structuring and leading teams, responsible for specialist programmes and ensuring improved efficient every day business operations.

The utilisation of Interim Manager skills within a business, brings both business and commercial benefits, without client commitment to employing immediate permanent resources. Leaving the business to focus on your core business activities.  

Why & What are Interim Managers?

There is a growing Global need for Senior Interim managers bringing immediate business benefit to client situations.  These Talented individuals generally have at least 10 - 15 years of senior functional experience and/or specialist technical skills and experience. Where there is a special need or situation interim managers are to be found working with and alongside the existing management team. They provide additional senior management resources and specialist expertise through Afcon people solutions

Typical Interim Manager Characteristics:

• Expertise in significant area of activity e.g. finance, personnel, IT, sales, marketing, general management
• Background at board level or directly answerable to the board
• Able to take on high level responsibility at short notice and be effective immediately
• Flexible enough to extend an initial contract as long as necessary to complete the    project
• Possessing highly developed interpersonal skills and a strong independent and self-sufficient personality, so as to be able to lead, organise and motivate. Focused on completing the job against measurable results
• Enthusiasm for the role with the ability to adapt into different organisation cultures
• Expertise highlighted by previous responsibilities held, outcomes achieved, and range of roles undertaken, this may include multi-country exposure

Roles & areas of activity include

• Chairman or Executive Chairman & Chief Executives
• Company & Project "Trouble shooter"
• Change Program Director
• Financial Management & Accountants
• Human Resources Management
• IT Management
• Operations & Manufacturing Management
• Sales & Marketing Management
• Programme & Project Management
• Logistics - Supply Chain Management

Why Interim Managers?

As organisations have become streamlined, they no longer have available the management resources and expertise to deal with exceptional circumstances. Using an interim manager gives organisations the flexibility to handle these situations whilst still retaining their new, leaner structures & focus

• The role may be a stop gap position at a senior level and provide continuity, a strategic placement to develop the business or a project placement to achieve a specific aim
• Assignments vary in duration from as short as one day to as long as two years, these can be either full or part-time

Benefits of using Interim Managers

• Speed of recruitment gives an organisation the flexibility to respond to market forces and to implement key decisions rapidly (days versus months). Preventing other management being diverted
• Allows time to make a well-considered permanent appointment and reduce the risk of making an expensive hiring mistake
• Hands-on managers committed to delivering results, with considerable expertise able to transfer both specialised knowledge and ideas on best practice
• Also able to provide coaching in general management skills and happy to help the development of less experienced managers
• Objectivity and loyalty from having neither political baggage nor personal agenda for advancement within the client organisation.  Interim Managers are not seeking a permanent position, and do not pose a threat to the promotion prospects of others
• Since Interim Managers are selected for their interpersonal skills, they are skilled at gaining the co-operation and respect of colleagues and subordinates
• These are used within experienced start-up activities or new and exciting ventures and could be contracted for a fixed period, at a fixed cost

How AFCON Operate with Talented Interim Managers Prior to the appointment of an Interim Manager. AFCON ensure that the organisation is clear about the purpose and intended contribution of the interim manager.

Clarification of Requirements

• clearly define both the task and the position in the organisation, and the performance goals
• specify the expertise and personal attributes which you require of the interim manager
• match requirements and candidates’ with appropriate experience
• ensure clear channels of communication between yourself, AFCON and the interim manager at the outset, counteracts any potential negative impacts by clearly communicating, as appropriate, the role and the scope of activity of the interim manager to colleagues and staff
• prepare and support the relationship with the interim manager to ensure they have a good understanding of your business, its characteristics and needs

Outcome against Objectives/Requirements

• review the outcome of the assignment against the original requirement
• This is often done through an exit review to share the learning experience

Assignment Management

• ensuring that the interim manager has appropriate authority
• monitoring the progress of the assignment
• ensuring that the project is client-driven and not candidate-driven

Contractual details

• timescale and description of the project assignment
• if necessary, provisions for extending the assignment
• results criteria
• fee structure including payment terms, expenses and bonuses for achieving result
• arrangements for re-engagement / extension or move to a permanent engagement
• confidentiality requirements agreed