CORPORATES

Interim management (flexy management) is the temporary deployment of expert resources. Interim manager often work on short term assignments to manage a period of transformation, change or crisis within an organization. It is particularly common when internal member of staff are either unavailable or not appropriately skilled to fulfill the task.
• Rapid mobilisation – interim managers can often start within days of being selected, and their deep experience and skills mean they can get up to speed with a client’s problems immediately and start making a difference, when you need it

• Temporary investment – interim managers are assigned on a project by project basis and often deliver results quickly before moving on to their next assignment

• Expertise – interim managers are highly skilled and experienced resources, often over-qualified for the role they are taking on
• Interim Management recruitment is really no different to traditional recruitment. However, Flexy Managers is known to have one of the best interim recruitment approaches in the industry. At Flexy Managers, we ensure that you get access only to the best of candidates who have the right level of experience and attitude. These candidates have been personally vetted by us through either by meeting them personally, through telephonic conversation or over Skype. At an additional cost we can also provide professional background verification and psychometric test.

• Organisations get in touch with us with specific requirements i.e. JDs, deliverables, time frames and budgets. A list of the most appropriate candidates for the job is than sent to them. Once the organisations shortlists them and conduct relevant interviews, we communicate to the successful candidates through offer letters.

• We have lengthy discussions with our clients to understand the technical and soft skills they are looking for. We will then scrutinize our data base and arrange interviews you.
Through referrals, partner relationships and internet searches, we have been introduced to thousands of executives. We are pleased that most of our referrals come from executives already in our network referring a colleague. At Flexy Managers, we have two clients; the companies we provide the services for and the interim executives/management consultants.
You have numerous options for structuring how the executive works with you and your company. Whether you need them for a month or a year, there is a lot of flexibility getting started as well as on-going. Once the executive has a good understanding of what you need and how they can help, you can discuss what will fit best for your company and your budget.
As you consider engaging a management consultant, here are a few things to keep in mind that will help you with the initial framework.
Problem/Outcome
Are you clear on what the actual problem or need is and what you want the outcome of the assignment to be? For example, we often receive inquiries for sales experts. There is an issue with sales so of course, a sales expert is needed. After talking through the situations we find the actual problem that needs to be initially addressed is marketing or engineering/manufacturing. Something to consider – the best individual to help you figure out what the problem is and the expected outcomes may not always be the same person to solve that problem.
Strategy vs. Execution
Having a consultant in for a few days to help you layout the future of your company and that year’s strategic direction is very different than bringing in the specific management consultant expertise to help implement that plan. Some are great at one or the other, few (regardless of what anyone says) are great at both, especially given the range of expertise you may need for implementation. One thing to keep in mind is the old adage, “If you have a hammer, everything looks like a nail.” Make sure you are engaging a management consultant can keep an open mind and will help you formulate the right strategy for you and your company vs. the one that he/she is most comfortable with and most knowledgeable of. Budget
Besides determining how much you can afford, also factor in how long it will take to achieve the promised deliverables; which should in most cases pay for itself within a specified period of time. This is why measurable results are important. Everything you contract out to a management consultant should have a good return on investment (ROI).
This is always an option. LinkedIn has the largest database of professionals in the world. This can be both a benefit as well as a problem when looking for a management consultant. You will either end up with thousands of results or just a handful depending on how specific your parameters are. Some of the common challenges then become:
Figuring out the background and expertise you are looking for and narrowing the search criteria to the point of mostly getting just those individuals. Some of the problems that you might have to face are -
• Finding the individuals who are available for a consultant project. From our experience, many high quality management consultants do not label themselves as independent consultants on LinkedIn
. • A lot of good quality interim executives and consultants are not on LinkedIn so you won’t find them at all.
• Once you find someone, you still need to go through the process of verifying and vetting to determine if what the individuals list as their accomplishments are valid and can be replicated for you.
Once the requirements for a particular project are communicated to us, we envision the cost in consultation with the organisation. The compensation can be structured to carry both fixed and variable elements .We usually charge a search fee and if that person is to be appointed on our roll then an additional service fee is also to be paid. The charges are usually arrived on the basis complexity of the project and the level of expertise required. Following chart levels:
LEVELS Assignment Candidature
1.Execution Level Implementation Professionals (0-5 Years) Indicative Designations: Executive/Sr.Executive/Assistant Manager/Team Lead
2.Operational Level Supervision Professionals (Middle Management 6-15 Years) Indicative Designations: Manager/Sr. Manager/DGM
3.Leadership Level Conceptualizing from Design to execution and putting it into the process. Specialists (Top Management 16 Years and Above) Indicative Designations: General Manager and Above
Implementation Professionals (0-5 Years) Indicative Designations: Executive/Sr.Executive/Assistant Manager/Team Lead Supervision Professionals (Middle Management 6-15 Years) Indicative Designations: Manager/Sr. Manager/DGM Conceptualizing from Design to execution and putting it into the process. Specialists (Top Management 16 Years and Above) Indicative Designations: General Manager and Above
Yes, the professionals have to sign a non-disclosure agreement.
In order to protect business interests, clients can insist professionals to sign a non-compete agreement.
Our interim managers have extensive experience in their respective fields. Hence, they can immediately start delivering once they are appointed to the relevant post.
Once we have a good understanding of what you need, we start identifying executives in as little as a day. At that point it depends more on your availability for interviews as well as the executive’s schedule
Interim Managers and Management Consultants are often confused. Yet, they differ in the following ways:
• Interim Managers are hired on the basis of their reputation, skills and experience as opposed to Management Consultants, who generally find work off the back of their consultancy’s reputation and achievements
• An interim manager will implement solutions to a client’s problem whereas a Management Consultant is more likely to advise the customer how to do it
• An interim manager will report directly to the client. While Flexy Managers will provide advice and support throughout the assignment, the day-to-day management of interims will be provided by the client. Management Consultants, on the other hand, are managed by the consultancy that put them there
• Interim Managers are usually specialists in their fields who have completed similar projects and overcome similar challenges to those their client is facing. They can support the delivery of new organizational structures, strategic planning or operate a PMO. Management Consultants tend to have a more varied background and experience.
The term Interim Executive is most commonly used when an executive is brought in to fill a gap between the departure of one executive and the start date of the new executive. However, interim executives can also be used to carry out high-level projects or initiatives; such as M&A work, rebranding, increasing revenues or profits, new product development and international expansion, to name of few.