So, Just What Are the Differences Between Interim Management, Consultants and Temps?

One of many people's first questions about interim management is either:

"What's the difference between Temporary Managers and Interim Managers?" or...

"What's the difference between Interim Management and engaging 'Big Four' Consultants?".

Actually, there are some substantial differences.

Take a look at the table below.

**Comparing Interim Managers with Temporary Managers and "Big Four" Consultants**
Temporary Managers	Interim Management	"Big Four" Consultants
Often "in between" permanent roles.	Interim managers by career choice.	Consultants by career choice.
Advertisements attract candidates wanting to gain extra experience before their next permanent role.	Database searches of already experienced interim managers. Only proposed if they already have an impressive track-record of delivery.	Sold by highly credible Partners or Managing Consultants but often delivered by juniors trained in the methodology. Previous experience an advantage, but not essential.
Candidate short-lists often drawn up from CVs of those "in between" permanent roles - not unusually without even meeting the candidates.	Supply chain talent pool of hundreds already expert in specific disciplines and already known to Executive Interims - Supply Chain Practice.	Tens of young consultants usually supported part-time by specialists. A few larger practices e.g. within the "Big Four" can offer more specialist capabilities.
Equivalent to full-time salary plus agency mark-up.	£ 600 to £ 1,500 daily rates - 1% rule of thumb.	£ 1,200 to £ 3,000 per day - as much as perception of the consultancy's brand will allow.
IR35 risks aren't always understood by the temp or the agency.	Back to back contracts to mitigate the risk of five figure IR35 tax demands.	Not applicable.
Can be risky, if credibility is important.	Credibility established by clearly demonstrable expertise from day one.	Credibility from consultancy's brand image, training etc.
Greater risk of not delivering the targeted objectives.	Deliver objectives fast. No nonsense.	Deliver objectives - for a big price, with all the trimmings.
Interpersonal skills depend upon the candidate.	Sophisticated interpersonal skills are a pre-requisite.	Good training, but sometimes younger consultants lack tact/diplomacy.
Motivation varies: can be good if the potential of a permanent role at the end of the assignment.	Focused on delivering client satisfaction for the immediate assignment since usually reporting to and measured by Client's CEO or Board. Success and reputation brings higher utilisation, increased fees and therefore higher earnings.	Assignment specific targets are part of a broader range of objectives for consultants including: utilisation, sales, training courses taken, mentoring junior consultants, not risking the consultancy's brand ("staying out of trouble").
Often given full ownership.	Keen to have full accountability from cradle to grave, since it enhances their portfolio of experience and makes them more saleable in the future.	Will not usually take full ownership but pleased to support "client led implementation teams".
At client's risk.	Individual reputation is everything. Professional indemnity insurance for client's peace of mind.	Reputation of the consultancy brand is everything. Under performing consultants can be replaced and if something goes wrong, the "Big Four" can afford the best lawyers that money can buy.
OK for low risk roles e.g. filling in for a month or two at a middle or junior management level.	Best value for higher value / higher risk / higher profile assignments.	Useful for highly political assignments. "No-one got fired for choosing IBM".
Candidate will move on when a better permanent opportunity comes along - potentially even before the assignment is complete.	Professional hand-over at the end of an assignment, and then onto another assignment for another client.	Before the assignment is finished are focusing on selling another to the same client.

Interim Management Consultants

Because of the above differences there aren't many interim management agencies or "service providers" (as companies in the industry prefer to be known) that have historically used the term "Interim Management Consultants" to describe the individuals that they provide. However, clients seem to increasingly be using this terminology.