Interim Job Search Tips
In an entrepreneurial investor backed business, interim and permanent executive roles can be very fluid. Where a portfolio company is within the investment cycle of a fund, might dictate whether the CFO, FD or FC is hired on an interim or permanent basis. The thing to remember is that it is not a different job. It is the same job, however if recruited on an interim basis it will require someone who is available immediately, and who does not need to be told what to do. It needs someone who can bring the right experience to the business at that specific time to either solve a problem or deliver an outcome.
Finding an interim opportunity can be stressful and all consuming. Here are some key steps to focus on, which should help:
Define your ‘Pitch’.
Write a sensible, easy to navigate CV.
Have a small, trusted network of interim recruiters.
Develop your networking strategy.
Approach companies of interest directly.
1. Defining your ‘Pitch’
This is probably the most important step in seeking out Interim work and it will change as your experience grows. Your CV will highlight the ‘reason for engagement’ for each of your assignments, but your Pitch is what will get you that call.
Your Pitch is what you would like people to think of you for (‘people’ - anyone in your network, including recruiters). You have an opportunity to influence the types of assignments you are approached about.
For this to work you need to be clear about what you are best at and what you love doing the most in your role. All the interim assignments I work on are situational briefs, in that there are key deliverables but also unknowns, plus cultural nuances. I am often looking for someone who has experience of being in a particular situation and delivering a successful outcome but that also has the emotional intelligence to fit quickly into a team of people that might feel awkward about having an outsider asking difficult questions.
For example, if I am working with an early-stage technology business that is burning through cash and they need someone to help them with a ‘Series B fundraise’, they really need someone that has been through that process before. They need someone to shape the narrative in the appropriate way but also anticipate investor questions. If you have done that before and enjoy the process, put it front and centre of your Pitch.
If you love fundraising, but are a Chartered Accountant from an Audit background with a strong technical grounding, do not talk about implementing IFRS 16 if you don’t enjoy it. If you do highlight it, that is probably all you will get called about!
2. Writing a sensible, easy to navigate CV
Your CV is a tool that you use to get noticed, so make sure that every word carries weight. Interim roles tend to be recruited quickly and are usually outcome focused. There are a few important points that need to stand out on your CV in order to be effective.
Context – I will look at the name of the businesses you have worked within, their size by revenues, ownership structure (Private, PE, VC, PLC).
Reason for engagement – All of the assignments I work on are situational briefs. The reasons that you were brought in for your previous roles are important. It may well be that after you have completed your initial discovery work that the assignment becomes something completely different, but that makes things even more interesting.
Outcomes and achievements – The context after the reason for engagement. This does not need to be more than three or four bullet-points, but it demonstrates the value that you brought. Outcomes do not always need to be positive, particularly in a volatile economy, they need to be honest.
Make sure that your CV is logical and methodical, written in chronological order. Include personal projects you have undertaken – if you have built a house, started your own business, rowed across the Atlantic - make sure it is in there! It makes you stand out, a real person. Remember, the people I spend time working with are entrepreneurs.
3. Having a small and trusted network of Interim recruiters
Whilst I am reasonably well known and have a good reputation in the finance recruitment market, I do not attract all the assignments (yet), so it is important to have a few connections that you know and trust. How you find these people should be through recommendation and referral via people you know and trust.
The job advertising boards are a good barometer as to what is happening generally in the recruitment market, however many of the more interesting roles will not be advertised.
4. Developing your networking strategy
I am always surprised at how many executives don’t leverage their own network contacts and rely mainly upon recruiters and LinkedIn.
Have a look at www.myexecloop.com, this method outlines what I believe to be a strong basis on which to develop your networking strategy.
5. Approaching companies you are interested in directly
This is not for everyone and the chances of success are relatively slim, however why not? If you put some thought into your approach and give it context then they will most likely be flattered.
Most people will not make direct approaches so giving your approach context is important. For example if you have just implemented a new process within a similar business that had a really positive impact and you feel would benefit them, think about who would benefit most from that help and make them your focus.
And finally, don’t forget to keep marketing yourself.
Remember when you are in an assignment, it is still important to make sure that people are thinking of you. Let your connections know that you are in an assignment and give them some timelines for when you will be available again. Book a Zoom/MS Teams meeting with them in 3/6mths time to stay front of mind.
I hope you have found this useful and I look forward to catching up soon.
