INTERIM MANAGEMENT

Strong leadership is critical to your organisation’s success, now and in the future. Veredus specialises in placing senior and interim roles, where risks are higher and talent pools are smaller.

OUR RECRUITMENT SERVICES

Our team of industry specialists brings expertise in sourcing interim C‐Suite, Director level, and Senior Management candidates to the following sectors:

C-SUITE

For the very best interim candidates for any c-suite roles
CEO, CFO, CMO, COO, CTO, CIO​​ and more
CONTACT US

DIRECTOR AND SENIOR LEADERSHIP

For talented interim candidates at director and senior leadership level.CONTACT US

MANAGEMENT AND DEPARTMENT HEADS

For experienced interim management and department or function head candidates,
project and programme managers,
specialist technology talent, and senior supply chain roles.CONTACT US

OUR INTERIM PROCESS

THE BRIEF

A call or meeting to discuss the requirement with a specialist in your industry

SOURCING

We immediately approach our sector‐specific networks, use referrals and, where appropriate, advertise, to build a longlist of suitable candidates

SHORTLISTING

Candidates will be screened, approved and forwarded for the client to review

INTERVIEWS

We co‐ordinate for interview client‐selected candidates

REFERENCING

Evidence of professional experience and good character is collated

OFFER & TERMS

We negotiate the placement terms and assignment deliverables on our client’s behalf

ONBOARDING

Vetting and compliance, payroll, documentation‐gathering

POST-PLACEMENT

Follow‐up support, liaison and on‐site visit

Why Executive Interim?

There are multiple benefits to bringing in a highly talented and experienced temporary specialist to support your organisation, some of which are highlighted below:

 

  • To deliver organisational transformation, change and transition

     

  • For project management and delivery within a specified time period and budget

     

  • To caretake senior leadership roles whilst a substantive is sought or during a period of absence

     

  • For specialist expertise and knowledge brought in to establish a knowledge base or deliver a specific piece of work

     

  • For support for, endorsement of, mentoring or coaching existing leadership

     

  • To provide stability in times of organisational crisis


How will an Executive Interim benefit you?

 

  • Instant solutions and availability

     

  • Substantial market, process and sector knowledge and experience

     

  • Fully flexible, cost‐effective and dispensable resource with a specific skillset

     

  • Future planning and ongoing legacy

     

  • Independent and objective viewpoints

     

  • Results‐orientated, usually over‐qualified and with demonstrable success

     

  • Immediate impact with little guidance required


What Veredus do

Veredus Executive Interim Management provides executive, short‐term solutions to immediate problems. We look to support clients with the talent they need to transform organisational performance, deliver growth or improve profitability.

 

Strong partnerships with our clients are absolutely paramount. These, combined with exceptional sector knowledge, long‐established track records and experience, excellent networks of available, pre‐screened candidates, and fast, effective response to urgent requirements all contribute to successful delivery.

 

Whether we are facilitating change, overseeing vital projects, or temporarily filling a key management position, effective interim management combined with real‐time insight can provide you with skilled, performance‐driven executives with the relevant experience to make a genuine, lasting impact.

FIND OUT MORE

Need an interim manager whilst you seek a substantive?

Would you like to assess your existing team or potential new hires?

Looking to hire for
senior level roles?

OUR INSIGHTS AND SUCCESS STORIES

The role of data and insight in creating the workforce of the future

​Technology’s rapid advance into the workplace over the next five years has the potential to completely transform organisations and their workforces, the nature of work and how that work is done.In our Human to Hybrid research we found that, although recruitment teams want to use data and analytics more effectively, enabling them to make better decisions and offer candidates a quicker, more personalised experience, they’re struggling to achieve this. 45% of business leaders report that they’ve made the least progress in data and analytics, compared to just 27% who claim to have made the most progress in this area. In our white paper, The insight edge in talent acquisition: How data and insight can deliver the skills needed in a hybrid workforce, we examine the impact of data on talent acquisition and how this will evolve in the future, the barriers HR and recruitment leaders face to using data and insight more strategically, and what organisations should be doing to exploit the full power of their data.From instinct to insightThere’s no doubt that, as the workforce transforms, the skills people will need to thrive will change too. Organisations say they will be looking for specialist skills such as computer programming and data analytics, but softer skills such as agility, resilience, communication and creativity also play a crucial role. They’ll also need people who are curious about the world around them, passionate about learning and developing their career, and able to thrive in a constantly changing, uncertain environment.Our research reveals that organisations will need to use data more effectively if they’re to recruit the skills they’ll need for success – some of which don’t even exist yet. Now, almost half (46%) of organisations rely on ‘instinct and gut feel’ when it comes to assessing the both current skills and those they’ll need in the future. Recruitment and HR leaders are under no illusion about what is needed: 83% acknowledge that they must improve their use of data and insight within talent acquisition and 81% recognise they must achieve greater visibility of skills within the workforce.Focus on quality hiresNot everyone may use it, but HR and recruitment leaders are very clear on data’s potential value within talent acquisition – 83% say that it’s critical for their organisation to improve recruitment and talent acquisition. The biggest driver, against a backdrop of skills shortage and an intensifying war for talent, is to make better hiring decisions – 67% of HR and recruitment leaders say ‘quality of hire’ is becoming their key metric, and data is seen as the best means of driving improvements.76% of HR and recruitment leaders say data and employee insights are vital to building robust and extensive talent pools, while 44% say data-driven recruitment would give them better visibility of skills in the workplace and 41% think it would save them money.And the benefits of data and insight extend far beyond the recruitment process to employee engagement and retention, diversity and business agility. As high-quality talent and skills become a higher priority for organisations, the approach, structure and process of how they attract, recruit and retain talent will transform as they compete with one another to secure skilled, passionate people with the agility, mindset and ambition to learn and progress.If they use data and insight effectively, they’ll be able to bring the right people and skills into the workforce at the right time. At the same time, they’ll improve people’s engagement and performance, and drive better business outcomes.To find out more about how data and insight has the power to transform recruitment in a hybrid workforce, download The insight edge in talent acquisition: How data and insight can deliver the skills needed in a hybrid workforce.

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