Get lasting results in days, because you’re worth it.
Through rapid access to in-demand talent, I help your organization to accelerate change and move forward with speed, confidence and precision. Interim executives and professionals are a catalyst for accelerating change and ensuring your organization meets milestones and deadlines.
I’ll identify opportunities to modernize your workforce and pinpoint the right interim talent to drive transformation, innovation, growth and high-performance. Working with you, I enable your organization to achieve deadline-driven outcomes while minimizing risk in an unpredictable world.
Time is valuable, and you need a partner with access to the highest quality, proven talent ready to work for you today. Whether you need an interim CEO, director, or manager, I’ll help you to find the interim talent quickly.
Interim executives and professionals drive the outcomes you need urgently – today and tomorrow. They bring the value to the companies immediately. Nowadays, top performers are increasingly defining when, where and how they work. Many are choosing interim career to suit their lifestyle. If your organization needs an interim solution from short to long term or unplanned to strategic, I’m here to find the highest quality in-demand talent to fit your needs.
Benefits
There are several factors that make the interim management offering increasingly popular and cost-effective to client organizations. These factors are characterised as a value proposition that they offer to their clients. The benefits of hiring an interim talent comes for example from these factors:
- Critical timing: Interim talents can be in place within days as opposed to weeks or months, which is essential when time constraints are paramount. Being practiced in engaging promptly with the situation, they become effective quickly upon joining a client organization. Because of their experience and expertise, they also conduct and complete assignments effectively and with due speed.
- Key roles: Interim talents typically operate at a senior level in the client organization, often being sensibly over-qualified for the roles they take on. They often bring proven skills and knowledge not otherwise in place, to address a specific skills gap or problem. Their experience and expertise enable them to be productive and make a noticeable impact from the outset, maximising the likelihood of success.
- Specific expertise: Interim talents add value by using their skills and expertise to help deliver an outcome, solution, service or mitigate risk that provides a meaningful return on investment to a client. They are paid on the understanding of goals and objectives being performed and delivered, and not simply on the basis of attendance.
- High standard: Interim talents maintain high professional standards because their future work relies upon referrals and a successful track record. They therefore have a stake in the success of the assignments that they undertake. This contrasts favourably with other temporary workers who may also be seeking permanent employment or simply motivated by a day rate or extending their tenure.
- Critical thinking: Unencumbered by company politics or culture, interim talents provide a fresh perspective and are able to concentrate on what is best for the business. Being independent operators, they are able to contribute honestly without constituting a threat to the incumbent management team. Not being part of a larger business, they are not pressured to unnecessarily extend their assignment.
- Results: Rather than taking on a purely advisory role, interim talents are responsible managing a particular business or project. They are accountable for results.
- Change management: Operating at or near board-level gives interim talents the authority and credibility to effect significant change or transition within a company. They actively add value to the client organization as a result of their expertise and approach, even when the work and the decisions to be made are difficult.
- Projects or initiatives: Interim talents are available to work on a fractional or part-time basis. Especially in smaller organizations their skills may only be required for one or two days per week. They save companies money as they only pay for what they need.
Situations and lifecycle
There are a number of different business situations that could result in the need for an interim talent. Typically these could be situations such as crisis management, sudden departure, illness, death, change management, transition, start-up, sabbaticals, mergers and acquisitions, and project management. The functions of an interim talents are almost endless, thus the scope of their skill set is quite unique.
Interim assignments vary in scope and requirements, encompassing change management, gap assignments, project management and turnaround management. The assignment should include a plan for making resources available to meet the longer-term goals.
The early stages have much in common with consultancy as do later stages with project management, but the accountability and responsibility that interim talents have for successful analysis and delivery of a fitting solution, is what makes these stages uniquely typical of the interim management approach.
The typical lifecycle of an interim assignment in your organization could be as follows:
- 1st step: Entry
- 2nd step: Diagnosis
- 3rd step: Proposal
- 4th step: Implementation
- 5th step: Exit
The process
Now you know a little bit more about the Interim Solutions, and you probably would like to know about Valoon’s process as well. I use the same search method for an interim assignment as I do in Executive Search. Let me introduce the process by steps:
1st step: Start meeting
You and I will have a start meeting about your needs and expectations for the interim position. Then I’ll make a contract with your company.
2nd step: The search
After this, I look for a suitable person for your organization, so that you don’t have to worry about the recruitment process. The search and selection process includes, among other things, a survey of the available skills on the market and within my existing network from previous assignments, as well as an extensive search of different types of networks, in order to quickly find available interim talents on the market. I will also check references and background.
3rd step: The selection
I’ll present interim talents for you, so that you can interview and select a suitable person. I ensure that each candidate has the necessary experience and knowledge to manage the assignment.
4th step: The contract
I’ll make a contract with the interim talent. Then I’ll make sure that all the necessary information is available, and documents are in order.
5th step: The start
The interim talent starts at your organization at the agreed time, and makes sure, that your organization will succeed with the help of interim solutions. In other words, everybody is happy.
Pretty simple, and fast too. What do you think?