Interim HR Manager: How to Hire & Our Experience

Tsiala Jobava

Last updated on June 26, 2026 | 17 min read

GuideHiringRecruitment

• Discover how interim HR professionals provide immediate leadership, strategic direction, and stability during transitions, crises, or major HR initiatives.
• Learn the exact steps to find, evaluate, and onboard a high-impact Interim HR Manager, plus insights from DevsData LLC’s proven recruitment experience.

Introduction

Your HR leader resigns without warning. A merger is underway, but no one is managing the people’s side. A critical workforce restructuring lacks HR leadership to guide it through. In moments like these, every week without the right leadership costs you time, morale, and money.

That’s where an Interim HR Manager comes in. These are seasoned human resources professionals hired for a set period to step into critical leadership roles and drive urgent initiatives forward. Whether covering for a departing CHRO, navigating a merger, or leading a complete HR overhaul, they bring the experience and speed to deliver results, without the long-term commitment of a permanent hire.

The demand for interim HR leaders has surged in recent years. Between 2022 and 2023, demand for interim Chief HR Officers grew by 225% year-over-year, and that momentum continued through 2024 and 2025. This trend reflects broader instability at the CHRO level: the Talent Strategy Group reported that 30 new Chief HR Officers were appointed at Fortune 200 companies in 2024, representing a 15% turnover rate compared to 11% the prior year. Organizations increasingly value flexible HR expertise to navigate periods of change.

In this article, we explain what an Interim HR Manager is, the benefits and challenges of hiring one, how to effectively recruit an Interim HR Manager, and share DevsData LLC’s experience in this domain.

What is an Interim HR Manager?

An Interim HR Manager (or Interim HR Executive) is an experienced HR professional hired on a short-term or fixed-term basis to fulfill HR leadership functions. Essentially, it’s “HR on-demand” – a senior HR expert joins your team temporarily to cover a vacancy or spearhead important HR projects. The engagement can last anywhere from a few weeks to several months, depending on your needs. Companies enlist Interim HR Managers for many reasons, such as covering a maternity leave, navigating a merger or acquisition, implementing a new HRIS system, or driving a restructuring initiative. During their tenure, the interim manager assumes responsibility for critical HR tasks and strategic initiatives, ensuring business continuity and progress while a permanent solution is found or a project is completed.

“Organizations often underestimate the impact an interim HR executive can have, but with the right hire, you can gain six months of progress in half the time.” – ECA Partners, Executive Search Insights

One key distinction is that Interim HR Managers are typically highly experienced practitioners who have deliberately chosen interim work as a long-term career. Many are drawn to it for the variety, the challenge of stepping into high-stakes situations, and the opportunity to deliver visible impact without being tied to ongoing corporate politics. They are subject matter experts with a broad background in HR (or even a niche specialty like compensation, talent acquisition, or change management) and a track record of delivering results in multiple organizations. Many have sat “in the client’s seat” as HR leaders before, which means they understand the ins and outs of HR projects and can step into complex situations with minimal onboarding. Because they are not a permanent part of the company, they can provide an objective, outsider perspective on organizational issues and focus wholeheartedly on the task at hand.

While an outsider’s perspective can be invaluable for searching for blind spots and driving change, it also comes with a learning curve. Interim HR Managers must quickly understand company culture, informal decision-making dynamics, and historical context to be effective. Without the right onboarding and access to information, even the most seasoned interim can face setbacks.

Why hire an Interim HR Manager?

Hiring an Interim HR Manager can yield significant benefits, particularly when your business is undergoing change or lacks a critical HR leader. Here are some of the primary advantages and scenarios where an interim HR professional can add value:

Specialized expertise

Hand-pick an interim with experience in transformations, M&A integration, HRIS rollouts, or policy overhauls. Industry background matters too: organizations often select interims who have worked in similar companies, situations, or sectors such as manufacturing, healthcare, or technology. They’ve done it before and can apply best practices immediately.

Bridge gaps in leadership

Maintain HR continuity when a director leaves or goes on extended leave. Interims keep daily operations running and provide strategic guidance while you search for a permanent hire.

Rapid results

Self-starters who integrate quickly, focus on urgent priorities, and deliver quick wins within days, not months.

Cost-effective flexibility

Avoid long-term salary and benefits while still accessing senior-level talent. Pay only for the project duration, with no ongoing commitment.

Objective outside perspective

Unbiased insights from a professional not tied to company politics, often revealing issues insiders miss.

Immediate availability

Many interims can start within days, preventing leadership voids during high-stakes periods.

“Over 60% of companies undergoing transformation projects choose interim executives to lead change due to their speed, objectivity, and specialized expertise.” – Heidrick & Struggles, Global Executive Talent Trends

Interim HR Managers are commonly used when a company is undergoing significant restructuring or transformation, launching a new business unit, or facing a crisis that strains the HR department. In summary, an Interim HR Manager offers an experienced hand on deck during times of need, delivering expert guidance and swift execution for businesses in transition. The combination of deep expertise, speed, and flexibility is the core benefit that makes interim HR solutions increasingly popular.

The strengths and challenges

Interim HR Managers bring a unique combination of deep expertise, agility, and results-focused leadership. They are often seasoned professionals, former HR Directors, CHROs, or senior HR Business Partners, who have chosen interim work as a long-term career path. Unlike temporary replacements seeking full-time roles, true interim professionals are committed to short-term impact and organizational transformation without long-term entanglement in corporate politics.

They are particularly valuable in high-stakes situations, such as during periods of transition, crisis, or rapid change. Their ability to make quick, strategic decisions, often with limited onboarding, is one of their core strengths, but this also presents challenges. Understanding both the advantages and the difficulties of interim HR hires helps organizations better manage the relationship and maximize outcomes.

Key strengths of interim HR professionals

• Deep HR experience

Interims typically bring 10+ years of leading HR functions across multiple organizations. Many have managed full-cycle HR transformations, built compensation frameworks, or led workforce integrations during M&A. Industry-specific experience adds value: an interim from manufacturing understands union dynamics, while one from healthcare knows compliance pressures firsthand.

• Results-driven independence

Interim HR professionals operate without the political considerations that constrain permanent leaders. They focus on outcomes, take ownership of deliverables, and make impartial decisions about restructuring, terminations, or policy changes that internal leaders might delay.

• Rapid integration

Strong stakeholder awareness and business acumen allow them to assess HR operations quickly. Most interims become productive within the first week, maintaining continuity in payroll, benefits administration, and employee relations while addressing strategic priorities.

• Knowledge transfer mindset

Effective interims builds internal HR capacity rather than creating dependency. They document processes, mentor junior HR staff, and prepare the function for a smooth handoff to permanent leadership.

• Flexibility in engagement structure

Interim HR Managers adapt to your working model, whether on-site during a crisis, hybrid for ongoing projects, or remote for specific initiatives. Engagement length scales from weeks to months based on scope.

• Objective diagnostic ability

As outsiders, they identify gaps in HR policy, compliance risks, or cultural issues that internal teams have normalized. This perspective proves particularly valuable during audits, integration planning, or organizational redesign.

“More than 70% of interim managers are hired for roles involving organizational redesign, M&A, or urgent performance improvement.” – Frazer Jones, Interim HR Trends Report

Common challenges and how to address them

Despite their strengths, Interim HR Managers face unique obstacles that companies should prepare for in advance. The key to successful interim hiring lies in aligning expectations, integrating culture, and securing supportive collaboration from internal leadership.

Interim HR Managers are powerful agents of change. They deliver value through a combination of hands-on leadership, objective insight, and a commitment to tangible outcomes. However, to unlock that value fully, companies must treat the interim engagement as a strategic initiative, not a quick fix.

From setting clear expectations and supporting rapid integration to building a transition roadmap, small, intentional efforts by the organization go a long way. Leadership introduction matters significantly: when executives publicly endorse the interim’s role and communicate their mandate to the organization, employees accept change initiatives more readily. This visible support connects directly to change management success, as staff resistance often stems from uncertainty about who holds authority and why. With the right preparation and mindset, businesses can turn interim HR management from a stopgap solution into a high-impact, long-term advantage.

How to hire an Interim HR Manager

If you’ve decided an Interim HR Manager is the right solution, the next step is bringing one on board. But securing a temporary executive requires a slightly different approach than a standard leadership search. You need someone who can start quickly, integrate with minimal friction, and deliver on a clearly defined mandate. Here are the key steps and practical tips to help you find the right Interim HR leader:

1. Define the role and objectives

Start with a clear understanding of why you need an interim. Is it to cover a vacancy, lead a project, or support organizational change? Define the scope, goals, key responsibilities, and the expected timeframe. For instance: “Interim HR Manager needed for four months to implement a performance management system and oversee HR operations.” The more specific your description, the better your chances of finding the right match.

2. Source the right candidates

You can find interim professionals through:

• Professional networks

Reach out via LinkedIn or HR associations. Many interims operate independently and are open about their availability.

• Specialized recruitment agencies

These firms have vetted candidates ready to start immediately and can present a shortlist within days. They often offer replacement guarantees.

• Dedicated interim management firms

Some firms focus exclusively on interim placements and maintain pools of pre-screened executives ready for deployment. These providers often specialize by function or seniority level, offering deeper expertise in matching interim HR leaders to specific organizational needs.

• Online platforms

Executive marketplaces and portals can be useful, but always vet the candidates for experience and credibility.

Look for candidates with direct experience relevant to your current challenges. Industry familiarity can help, but it’s not essential if they’ve tackled similar issues before.

3. Evaluate track record and fit

Once you have candidates, act quickly but thoroughly:

• Conduct structured interviews focused on similar projects they’ve led.
• Ask how they approach trust-building, change management, and tight deadlines.
• Involve key stakeholders in a concise interview process.
• Look for proven outcomes like “reduced time-to-hire by 40%” or “led HRIS rollout across multiple countries.”

4. Check references

Don’t skip reference checks, especially for interim hires. Speak to past clients and ask about their impact, pressure handling, and communication style. Public recommendations and case studies also offer valuable insights into performance.

5. Set clear expectations and support

Agree on deliverables, KPIs, reporting structure, and decision-making authority before they begin. Clarify working hours, remote/on-site expectations, and resources available to them. Discuss the transition plan early: define how knowledge will transfer to a permanent hire or internal successor, what documentation the interim should produce, and how continuity will be maintained after the engagement ends. Regular check-ins, especially with a CEO or key executive, help maintain alignment throughout the assignment.

6. Onboard effectively

Even short-term leaders need proper onboarding. Provide access to systems, introduce them to key personnel, and share relevant background materials. Publicly communicate their role and mandate to the team to establish credibility and facilitate cooperation.

Partnering with an agency can significantly reduce time-to-hire. While traditional executive searches can take months, specialized firms recruiting interim leaders typically present a shortlist of vetted candidates within two to four weeks, with many placements finalized in just two to three weeks. Beyond speed, they provide market insights, help structure contracts, and offer backup options if a placement doesn’t work out. A quality agency acts as a strategic partner, not just a vendor, especially valuable when speed and accuracy are critical.

DevsData LLC – our experience

Website : www.devsdata.com
Company size : ~60 employees
Founding year : 2016
Headquarters : Brooklyn, NY, and Warsaw, Poland

At DevsData LLC, we have extensive experience helping companies fill critical roles, both technical and managerial, on short notice. DevsData LLC is a boutique human resource and IT staffing agency with over nine years in the market, serving clients across the US, Europe, Israel, and beyond.

DevsData LLC’s team comprises recruiters and specialists in the United States and internationally, providing us with a deep understanding of global hiring standards and business needs. We maintain a rigorously vetted database of over 95000 candidates across various industries. This includes not only software engineers and IT professionals, but also talented individuals in HR, finance, and other business functions. Every candidate goes through a rigorous interview process, which includes a 90-minute problem-solving challenge for selected roles.

Another aspect our clients value is our transparent, low-risk pricing model. DevsData LLC operates on a success-fee basis, meaning clients only pay when they successfully hire a candidate through us. We don’t charge upfront fees to start a search, and if, for some reason, no hire is made, there’s no recruitment fee. Moreover, DevsData LLC includes an extensive guarantee period with each hire. If a placement doesn’t work out within the guarantee window, we will replace the candidate at no additional cost to the client. This guarantee provides peace of mind, especially when engaging an interim manager or other critical hire.

Finally, clients can feel confident knowing that DevsData LLC holds an official, government-approved license for recruitment services. This reinforces our credibility and ensures compliance with legal and ethical standards in every market we serve.

We stand by the quality of our candidates, so we’re willing to shoulder the risk if a hire isn’t a perfect fit. Thanks to our commitment to quality and client satisfaction, DevsData LLC has earned a 5/5 client rating on Clutchand GoodFirms. We’re proud of maintaining 100% client satisfaction, and these testimonials reflect the trust companies place in our services.

For more information about our HR services, contact us at DevsData LLC via general@devsdata.com or visit our website www.devsdata.com.

Recruitment process for a demanding financial institution

One recent case study exemplifies our approach and success in rapid recruitment. We were approached by a London-based investment fund specializing in algorithmic cryptocurrency trading (a domain where both financial and technical skills are paramount). The client initially sought to hire one top-tier software engineer with strong algorithmic skills and ideally some financial industry experience – a very demanding requirement in a niche talent market.

We immediately allocated a dedicated team of three recruiters to the project and launched a multichannel sourcing campaign. Leveraging our global network, we simultaneously scouted talent across Asia, Europe, and the US, as the client was open to remote and international hires. Within just two weeks, we had identified several exceptional candidates who passed our internal screening and were presented to the client. The quality of candidates was so high that the client decided to expand their plan. Instead of one hire, they ended up hiring four of the engineers we found, effectively establishing a new engineering branch in Poland to accommodate this influx of talent.

In the client’s words, they were impressed not only by the caliber of each individual but by the speed and efficiency of the process. This example, although in the tech domain, shows how our methods can scale to urgent, high-stakes recruitment needs. We do not doubt that the same level of urgency and meticulous vetting would apply when finding an Interim HR Manager or any critical interim role. Still, the principles of finding great talent quickly remain the same.

Conclusion

Interim HR Managers provide a strategic solution for companies navigating change, growth, or temporary leadership gaps. With the right expertise, they can lead critical initiatives, stabilize operations, and provide the objective insight needed to move the organization forward, without long-term commitments.

At DevsData LLC, we’ve seen firsthand how impactful the right interim hire can be. With a structured recruitment process and global reach, we’ve helped companies, from startups to investment firms, quickly secure top-tier interim professionals who deliver results from day one. Whether you’re looking to fill a leadership void, implement a transformation project, or simply need a seasoned expert to stabilize your HR function, an Interim HR Manager can be a game-changing asset.

If you or your organization is considering hiring an Interim HR Manager, we’d recommend approaching it with the same rigor as a permanent hire: be clear on goals, insist on quality and fit, and don’t hesitate to use specialized recruiters or agencies as a force multiplier. The right Interim HR Manager can make an immediate positive impact on your business, steering your people strategy through transition and setting the stage for long-term success. And when you partner with an experienced staffing firm like DevsData LLC, you gain a trusted ally to navigate this hiring process, ensuring you land an interim HR leader who meets your needs and exceeds your expectations.

Discover how IT recruitment and staffing can address your talent needs. Explore trending regions like Poland, Portugal, Mexico, Brazil and more.

🗓️ Schedule a consultation

Read full bio

Tsiala Jobava Copywriter and Marketer

Tsiala Jobava is a talented marketing specialist. Tsiala holds a bachelor’s degree in International Relations and a master’s in Marketing and Communication from Barcelona Business School. She has built a diverse career, working as a Copywriter and in marketing and PR, before returning to her first passion – writing. Along the way, she has gained valuable experience in social media management, content creation, and brand development.

Read more about our IT staffing services

GuideHiringRecruitment