Becoming a Professional Interim - how we can help
Have you ever considered becoming a professional Interim, but are unsure what is involved, what the benefits are, and where to start? At True North Talent, we specialise in food and drink manufacturing recruitment and we have a very successful Interim division. Here are some of the benefits of becoming an interim:
Flexibility
You can decide when you want to take time out and have a greater degree of control around when you work. Roles vary in length, allowing you the flexibility to pick and choose when you work.
Experience
Working for multiple organisations provides with a breadth of experience you might not face in a long-term permanent job. All food businesses work differently and so you will broaden your expertise and skills, gain exposure to multiple processes, technology and teams. This will in turn mean you will excel at adapting to various cultures, teams and management styles.
Expanding you network
It is an ideal form of networking, as you experience many different organisations - offering potential opportunities now and in the future. Every Interim opportunity you take will allow you to meet new people and build your network within the industry.
Earning Potential
Interim professionals are usually paid a day rate. They can command a higher pay rate due to the urgent need for their expertise and the transient nature of their work.
How can True North Talent Help?
We can help you set up your limited company; we can introduce you and your manufacturing expertise to a wealth of relevant clients; we can provide advice and guidance on pay rates; we ALWAYS pay you on time - regardless if we are awaiting payment from our clients.
We’ll also be brutally honest about the downsides to being an interim, it’s not all positive!
If you are considering taking the leap into the Interim world, call our interim team today on 0161 399 1575 for a confidential discussion.
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Fiona McDonald
Business Operations Manager
Fiona McDonald is an experienced recruitment professional with a degree in Hospitality Management. With more than 25 years' recruitment industry experience, having worked across temporary and permanent agency recruitment, in-house and executive search, she has supported businesses and senior professionals across Food & Drink Manufacturing recruitment, Engineering, HVAC, Fire & Security, Commercial and Hospitality.
Latest Insights
Explore our latest market insights on all things food and drink manufacturing.
How specialist recruiters reduce downtime across critical site leads and technical roles
Your Engineering Manager resigns on a Friday afternoon. By Monday you've briefed three agencies. By Wednesday you're looking at twenty-two CVs, and eighteen of them have never set foot in a food environment. You've now lost most of a week and you're no closer to filling the role. The line is still running, the planned maintenance schedule is already slipping, and your Operations Manager has picked up a second job on top of their own. This is the point where the difference between a generalist agency and a specialist recruiter stops being a procurement preference and starts costing you output.
The true cost of a bad hire and why Food Manufacturers are struggling to hire middle-management roles
A new Shift Manager starts in March. By June the pattern is clear. Changeovers are taking longer than they used to, the paperwork lands late more often than not, and two of your stronger line leaders have started asking about roles at the site down the road. Nobody has done anything obviously wrong. The operation is just running worse than it was. That's what a bad hire in middle management usually looks like. It rarely announces itself, and it almost never shows up as a single event you can point at. It gets worse over time, and by the time you've named the problem you've lost six months.
When to Hire Permanent vs. Interim in Food Manufacturing
Your Technical Manager hands in their notice on a Monday morning. There's a BRCGS audit eight weeks out, a customer visit before that, and a quality management system only one person on site properly understands. By Monday afternoon, you're already behind. Production has its own version. A shift manager goes off sick with no return date. A supervisor steps up to cover, and three weeks later that supervisor is taking calls from an agency, because the extra responsibility arrived without the extra money. Both situations force the same decision. Do you run a permanent search and live with the gap, bring in an interim, or do both at once?
How specialist recruiters reduce downtime across critical site leads and technical roles
Your Engineering Manager resigns on a Friday afternoon. By Monday you've briefed three agencies. By Wednesday you're looking at twenty-two CVs, and eighteen of them have never set foot in a food environment. You've now lost most of a week and you're no closer to filling the role. The line is still running, the planned maintenance schedule is already slipping, and your Operations Manager has picked up a second job on top of their own. This is the point where the difference between a generalist agency and a specialist recruiter stops being a procurement preference and starts costing you output.
The true cost of a bad hire and why Food Manufacturers are struggling to hire middle-management roles
A new Shift Manager starts in March. By June the pattern is clear. Changeovers are taking longer than they used to, the paperwork lands late more often than not, and two of your stronger line leaders have started asking about roles at the site down the road. Nobody has done anything obviously wrong. The operation is just running worse than it was. That's what a bad hire in middle management usually looks like. It rarely announces itself, and it almost never shows up as a single event you can point at. It gets worse over time, and by the time you've named the problem you've lost six months.
When to Hire Permanent vs. Interim in Food Manufacturing
Your Technical Manager hands in their notice on a Monday morning. There's a BRCGS audit eight weeks out, a customer visit before that, and a quality management system only one person on site properly understands. By Monday afternoon, you're already behind. Production has its own version. A shift manager goes off sick with no return date. A supervisor steps up to cover, and three weeks later that supervisor is taking calls from an agency, because the extra responsibility arrived without the extra money. Both situations force the same decision. Do you run a permanent search and live with the gap, bring in an interim, or do both at once?
info@truenorthtalent.co.uk
0161 399 1575
100 Embankment,
Cathedral Approach,
Manchester,
M3 7FB
Company Registration: 14987603
VAT Number: 449301888
