Within the technology employment scene, the sole constant appears to be change itself, with employment patterns shifting rapidly. My role as an executive recruiter specialising in interim roles has given me a front-row seat to this evolution. The move towards project-based or fixed-term work is not just a passing trend; it reflects significant transformations within the industry, driven by pace of technological progression.
Interim roles offer flexibility, allowing professionals to lead significant projects or navigate organisational changes without the long-term commitments tied to traditional roles. These positions are no longer gap-fillers but are important for driving innovation and helping organisations adjust quickly to new market conditions.
Recent instability at leading technology companies has led to a pivot towards more versatile employment options. This shift has prompted many senior executives to rethink their career strategies, increasingly turning to contract roles as both a safeguard and a proactive way to stay relevant in an inconstant industry.
The Draw of Interim Work
Many of my candidates share that the main draw of interim roles is flexibility. The ability to choose from a variety of assignments of different tenures allows them to develop broader skills. They also appreciate the potential for exposure to diverse industries and organisational cultures, which enriches their professional experience.
Flexibility and exposure are not the only perks of interim work. For interim positions, the roles are usually created with preset and well-defined mandates, which make it easier for the employee to understand and deliver upon them. The focus on delivery is clear, and usually unclouded by other distractions. Candidates have also shared that burnout and work-related stress seem to be less prevalent in their interim roles, thanks to a predefined endpoint they can work towards, if the job is not the right fit.
Making Oneself an Appealing Interim Candidate
The distinctions between the ideal full-time candidate and the ideal interim candidate are pronounced. Full-time hires often prioritise candidates who align well with the company culture and can contribute to long-term objectives. Interim hires tend to place stronger emphasis on the agility of the candidates to solve immediate problems, and their track record of delivering real value in short time frames.
Senior interim hires are typically brought in to spearhead change initiatives, resolve urgent technical issues, or bridge gaps in specialised knowledge. This requires them to lead teams, influence stakeholders, and push projects forward quickly, often without the benefit of established relationships within the organisation.
Contracting professionals must be able to communicate technical goals, project expectations, and constructive feedback clearly and effectively to all organisational levels. They often play a crucial role in mediating between technical staff and senior management, ensuring that there is alignment and that projects are driven to successful outcomes.
Self-management is also a critical skill. Lacking the job security associated with a permanent position, candidates must be comfortable and adept at navigating professional uncertainty and marketing themselves for subsequent opportunities. This includes maintaining a robust professional network and mastering personal branding techniques to secure continuous engagement in a highly competitive field.
By honing these skills and being prepared to showcase them effectively in interviews, technology professionals will position themselves as choice candidates for interim roles. Such preparation not only enhances their appeal for current opportunities but also sets the stage for sustained success in the changing technology landscape.
About the author
Sheralynn Tjioe is the Head of Interim and Contracting Solutions for Technology at Kerry Consulting, Singapore’s leading search and selection firm. Prior to joining Kerry Consulting, Sheralynn worked for an international recruitment firm where she established a successful cyber security practice. Before her career in recruitment, Sheralynn worked as an Analyst in J.P. Morgan’s Technology and Business Management department.
