Belgian interim management market nearly doubles in ten years

Economic uncertainty, digital transformation and the rise of artificial intelligence are pushing organisations to bring in external expertise faster than ever before. This is highlighted in Federgon’s new white paper on interim management. One striking finding: the Belgian market has grown by no less than 96% since 2015. Interim management is therefore evolving from a temporary stopgap solution into a strategic tool for companies undergoing transformation.

According to Robert Walters, organisations are now showing a clear shift in the reasons why interim managers are being hired. “In the past, interim managers were mainly brought in to temporarily replace an absent manager. Today, companies are increasingly using them to accelerate transformation projects when they do not yet have the right expertise or capacity internally,” says Olivier van Outryve d’Ydewalle, Principal Interim Management at global talent solutions specialist Robert Walters.

Strong demand for finance and HR profiles

The white paper reveals that almost two thirds of all interim management assignments are currently concentrated within finance, administration & legal (65%). HR management now represents more than 12% of the market, followed by logistics & production (9%).

According to Olivier van Outryve d’Ydewalle, this perfectly reflects where organisations are facing their biggest challenges today. “Finance and HR teams are currently at the centre of many transformation projects. Think of stricter reporting requirements, digitalisation, ERP projects, reorganisations and the impact of AI on processes and talent management. As a result, companies need senior expertise that can deliver immediate value.”

Federgon also shows that companies are increasingly turning to interim management because permanent hiring has become more difficult. “The war for talent remains extremely competitive for senior profiles. Organisations do not want to delay projects while spending months searching for a permanent employee. An interim manager offers both speed and immediate impact,” Olivier explains.

AI is reshaping the role of the interim manager

According to the white paper, technology is playing an increasingly important role in interim management. Interim managers are no longer expected only to lead teams, but also to guide organisations through digitalisation, automation and artificial intelligence initiatives.

“Companies realise that AI is no longer a future discussion. However, organisations often lack the time, expertise or objectivity internally to implement these changes effectively,” says Olivier. “That is why we are seeing growing demand for interim managers who combine technological expertise with strong change management skills.”

According to Olivier, this is exactly where the added value of interim management lies: temporary leaders are often able to make difficult decisions more quickly because they bring a fresh external perspective. “An external interim manager is less influenced by internal politics or historical structures. This allows them to make decisions faster and drive change more effectively.”

Fast impact becomes essential

The need for immediate results is also reflected in figures from Robert Walters cited in the white paper. Nearly half of interim managers already create impact within the first month of an assignment. And this speed is becoming increasingly important in an uncertain economic climate.

“Companies want to remain flexible without postponing strategic projects. Interim management allows organisations to quickly bring in expertise without immediately committing to the long term,” Olivier explains.

At the same time, he emphasises that interim management is about more than speed alone. “The greatest added value often lies in the combination of expertise, independence and knowledge transfer."

The best interim managers do not just solve a problem. They leave behind stronger processes and stronger teams.

Interim management is becoming more structural

The white paper also challenges a persistent misconception: according to Federgon, interim management is no longer simply a temporary waiting room for professionals between permanent jobs.

“Many experienced leaders are now consciously choosing interim management because it allows them to combine impactful projects with variety and autonomy. This gives organisations access to an exceptionally strong network of senior expertise.”

“In the years ahead, organisations will need to adapt faster than ever before. In that context, interim management will no longer be the exception, but a permanent part of strategic workforce planning,” Olivier concludes.

More information

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