Interim Recruiting: extra capacity for a set period
Sometimes you need recruiting capacity for a few months. We bring in a recruiter on demand who runs several open roles in your name, works inside your tools, and hands everything back cleanly when the period ends. You pay for the work by time spent. You remain the employer and make every call yourself.
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When interim recruiting fits
Interim recruiting covers a clearly defined need: a recruiter on demand for a set period who adds extra capacity for as long as you need it.
There are four typical situations. A gap in your recruiting team, when your recruiter moves on or is out for a while and hiring still has to keep moving. Parental leave cover, when a permanent seat sits empty for a few months. Growth, when several roles are open at once and you need more pace than your team can supply right now. And a project or a new location with a contained need that runs for a few weeks or months.
The common thread is a capacity need with a finite duration. A specialist role stays open for eight to sixteen weeks on average, and longer for in-demand profiles. Interim gives you that capacity right away for this window, and it winds down when the period ends.
What we take on
A typical case: several roles are open at the same time and your team is already at capacity. We bring in a recruiter on demand who runs these roles in parallel, working directly in your applicant tracking system, your inbox, and your channels, in your name. Externally, it is your company that appears, and applications land straight with you. The result: your open roles start moving while your team stays focused.
In practice, that means sharpening role profiles, writing and posting ads, screening incoming applications, holding and documenting first conversations, coordinating interviews with your team, and handling rejections with care. Each week you receive a report showing how many profiles sit in which stage, what comes next, and how many hours went in.
Because we learn your systems and stay inside them, the knowledge builds up with you. Process, pipeline, and contacts belong to you and stay with you, including after the period ends.
The model: by time spent, winding down when the period ends
You pay by time spent, as an hourly rate or a fixed weekly retainer for the agreed period. We set the exact price in the first conversation, predictable and transparent. Beyond the agreed period there is no minimum term. When the period ends, that is it, or you extend, entirely as you need.
Costs follow the time invested and therefore your actual need. A well-paid position costs you the same in recruiting as any other, because billing tracks the work, not the salary. If the market simply has no one who fits a profile right now, we tell you so openly.
With several roles open at once, one capacity covers every vacancy. A senior hire typically runs to around 60 hours of work. So you know in advance what to plan for.
Where interim ends and how it fits in
You remain the employer. You make the selection and the hire, and the contract runs between you and the person. We run the recruiting process on behalf of and in the name of your company. The applications and all data sit with you.
Here is how this service sits alongside the others. Full-Cycle RPO is the ongoing outsourcing of your process with no fixed end date. Interim is time-limited capacity for a set period. If you only need the direct outreach, Active Sourcing is the right building block. If it is a single, hard-to-fill key role, the specialist and executive search is built for that. Tell us how many roles are open and how long you need capacity, and we will set the period.
To keep the process running well, a clear briefing and quick feedback from your team make all the difference. All candidate data stays with you. When the period ends, we hand over the pipeline and current status cleanly to your team.