Looking for your next opportunity?
Understanding the market
Before you think about moving roles, it helps to get a feel for what’s going on in the wider recruitment market. The landscape shifts constantly — by sector, seniority, and location — so understanding these dynamics first will help you make better decisions.
What’s the recruitment market like? How are you seeing things?
This is the cornerstone question. The market is always busy, and good people will always find jobs. The trick is knowing where to look. If recruiters are quiet it’s because people aren’t using recruiters, not that they aren’t recruiting!
Are companies hiring?
Always. What changes is the level of seniority and this flows with the ups and downs of the economy, deal activity and supply and demand.
What level are they hiring?
If you have a look at the top 20 roles being advertised on any ‘job-board’ you will get a sense of the ebb and flow of things. Recruitment tends to happen in waves. Senior levels usually coincide with a flurry of investment activity, which could be either acquisition or exit.
Is there a skills shortage?
Always! Because of the pace of change generally and the availability of information and data, people don’t have time to pause, reflect, reskill and adapt. We are always playing catch up, so prioritising what the most important skills for your business are, strategically, is essential. It’s probably cheaper to outsource bookkeeping and processing activity and invest in data analytics.
Industry sectors that are hiring?
This varies according to season and economic pressures. Growth, scale and expansion are the other side of the coin from turnaround and restructure, so there is usually a balance of both. At the moment natural resources and green tech are very busy. Fintech and AI are waning slightly. Given the geopolitical environment, anything in the defence and armaments supply chain is going to be white hot.
Busy locations – London/regional/hybrid/remote?
London and the South-East generally are quite busy, as are the main centres of Birmingham, Manchester and Leeds. Hybrid is still very much relevant, fully remote less so.
Is there regional salary variance?
Not in my experience for senior-level roles, particularly since Covid-19 and people moving out from the South-East. There is pressure to increase office time at the more junior level, and at the senior level people do miss the office environment, however don’t want to be forced back into full-time office.
Do you need to have sector experience?
My view is that sector experience is a nice-to-have but not necessarily essential. It will depend on the task at hand. If you need to review very complicated logistics and distribution long-tail contracts, then an awareness of their structure and revenue recognition would probably be helpful. As an interim you aren’t usually going into a business to build things from scratch.
Positioning yourself
Once you’ve understood the market, the next step is to make sure you’re presenting yourself in the best possible way. Your CV, story, and career choices all play a part in how others see you.
What do you think of my CV? Too long, too short? Too jumpy?
CVs are a story — a snapshot of your professional career journey. They will be full of twists and turns and reasons for doing things. People like stories, particularly if they are logical and have a direction. Make your CV as long as it needs to be and then work back from there to make it succinct.
Too short means you haven’t thought it through enough. Try again!
Too jumpy? Have reasons for doing things. If you have made a mistake, it’s okay! People make mistakes and can often relate to them. Not doing something about a mistake, blaming other people or getting grumpy is a problem.
If you have done lots of jobs, or gone into the contract market, make your assignments sound interesting. We can offer some CV guidance on this.
If I do a contract or interim role, does it look bad on my CV?
In my view as a recruiter, doing interesting things never looks bad — doing nothing looks worse. If you are committing to a short-term interesting piece of consultancy work this will be a positive thing.
Is a short-term contract bad or should I do a minimum of 6–12 months?
A good question. I think it largely depends on your financial position and appetite for risk. The market isn’t always kind so a bird in the hand etc. You could wait for a long period which might affect your confidence.
How much of a gap makes my CV look bad?
I would hope to be doing something quickly, usually within 3 months. I think a gap of 6 months probably needs a bit more explaining to a prospective employer.
Does doing a lesser short-term role disrupt my career?
Absolutely not! For interim positions I will look to find people that are beyond the level of the assignment to better place you and the client for success. You should be able to take the problem and hand it back fixed without having to be closely managed.
I have been in my role for three years — should I start to look for a new job?
There is a general rule of thumb that I have been aware of in corporate businesses. If after your third year you don’t have a natural next move presented to you, your next opportunity is outside of the business.
Usually you will spend:
• Year one – getting to know the role and business
• Year two – effecting the changes you have identified
• Year three – handing it over to your successor
If your natural next step isn’t in your current business and you have achieved all you can and your boss is going nowhere, then yes, it might be worth looking for your next challenge. Any good boss will know this and will help you.
Should I tell anyone that I am looking for a new job?
Keep your search discreet. If you have a brilliant and supportive boss and they know there is no next natural next step for you, they will help — usually via introductions to useful network contacts, CV advice etc.
Pay, Package and Conditions?
Compensation and working patterns matter — not just for what you earn, but for how your lifestyle and responsibilities fit with your next move.
Rates? Day rate, salary, contract?
This will depend on how the client is able to hire subject to IR35 rules.
A day rate will be figured out by benchmarking with a recruiter and is based on a few important considerations:
• Cash position of the business
• Length of assignment
• Are expenses in addition to day rate
• Will this be a usual day length or more intense
The salary will be the equivalent to the role’s worth plus a slight uplift for over-experience.
Contract will be the same as salary but inclusive of any benefits or bonus.
Is my salary expectation in line with market rates?
This will largely depend on how long you were in your role in your previous company for and what the market is currently comfortable paying for your level.
What things should I be looking for in a package? Bonus, options, shares or equity?
Basic salary plus pension and at least a discretionary bonus split between company and personal performance. Options, shares and equity are for senior management positions based on responsibilities, size of business and risk. An earlier-stage business might offer a participation scheme to make up for a sub-par salary or to retain employees. The flexible parts aren’t always a given and shouldn’t be expected. They are a nice-to-have. It’s also worth remembering that they are worth nothing unless they vest.
Is hybrid working the norm now? How many days in the office?
Hybrid working or flexible working is more the norm now, however there is lots of pressure for people to spend more time in the office. Currently it’s trending at three days in, two days from home.
Job Search Strategy
Once you’re clear on your positioning and expectations, it’s time to go to market. This stage is about knowing where and how to look — and who to speak with. Check out our E-Books in the helpful tools section.
What is the best method for job searching?
Firstly, be sure that you would like to move. Remember, it’s your career and if you want to change your mind you can.
Should I use job sites?
Job sites are a great barometer for what people are recruiting right now. They can also help you to identify recruiters that operate at the level of role you are looking for. Many of these will probably be new to you.
Should I talk to recruiters?
Definitely, but be selective and first speak to recruiters that have been recommended via people you trust. Look at their websites and social profiles. Does the content they produce resonate with you? Is there social validation and recommendations?
What’s the difference between a recruiter and a head-hunter?
A recruiter is someone that will fill a job when engaged and will largely rely on the candidate market that is active at any one point of time. Many of their roles are filled via adverts.
A head-hunter is someone that is established in their area of expertise and has spent time building trusted and valued relationships with people that might not necessarily be looking for a new role actively but are open to approach.
Do I need to pay for services?
As a candidate you should never have to pay for recruitment placement services — it will be the business that engages the recruiter that will pay for their services. There are companies that will charge for CV preparation, coaching or interview practice, however you will be made aware of this before you are charged.
A good recruiter, however, will offer all these services for free.
Should I attend networking events? If so, which do you recommend?
Networking events are great if they are thought-leadership or CPD-focused. If it’s a recruitment event you will largely be surrounded by other job seekers, which is good to make connections and improve your confidence but is largely a waste of time.
How many interviews is usual for a job process?
Usually, you should expect three. The first is a get-to-know-you, second is a more technical interview, and a third is meet-the-team or more informal.
What’s the best way to look for a new role?
Firstly, have a really clear idea of what a good role would be called, and what you will be doing. Secondly, be discreet and thirdly use your network extensively. It all begins with an idea. Maybe you want to launch a business. Maybe you want to turn a hobby into something more. Or maybe you have a creative project to share with the world. Whatever it is, the way you tell your story online can make all the difference.
Interview Preparation and Presentation
After all the groundwork, it comes down to how you show up. A bit of preparation and confidence makes all the difference.
Should I wear a suit to an interview?
Always check. The usual currently is smart casual, however I would look at the company website, ask your recruiter or if it’s a direct application ask HR.
Also, wear what you feel comfortable in. If fully suited is your thing, wear it.
What preparation should I do for an interview?
All the logistics — make sure you have the correct address. Check Google Maps if driving to make sure there aren’t adverse roadworks.
Look at whoever you are meeting discreetly on LinkedIn. Check the company accounts on LinkedIn and read them, plus any strategic commentary. Ask your recruiter for a ‘tearsheet’ of company data.
If they have an external investor, look at their portfolio and look at date of investment and average hold period.
Look into company competitors. It all begins with an idea. Maybe you want to launch a business. Maybe you want to turn a hobby into something more. Or maybe you have a creative project to share with the world. Whatever it is, the way you tell your story online can make all the difference.
Considering Interim Roles?
Understanding Interim Work
Before diving into the world of interim assignments, it helps to understand what they are, who hires for them and how they typically work in practice.
What is interim work?
Interim work varies with each assignment but usually comes about when a problem is identified within a company. They are usually ambiguous and don’t have a full job description or brief. They are usually short-term focussed assignments with three main phases:
Discovery phase – based on a situational brief, an interim with a relevant background or skillset is engaged to join the business and conduct some research around the business issue through talking to people, looking at systems and processes and putting together a course of action.
Execution phase – having defined the business issue, the interim will put together with the management a course of action, which will be signposted and have a clear end point.
Exit phase – this will be the successful conclusion of the interim assignment with the problem being fixed and handed over to the operational team, or an appropriate resource being engaged for the longer term. If there is a technical element to the assignment such as a model being built or a report to stakeholders being curated the handover will be comprehensive and everything left should be easily navigated/changed and amended. A legacy is left.
Who hires interims?
In each business this can differ. Usually, a board member with a material interest in the success of the company. We are approached by Chair, CEO, HR or investors and advisors. Our introduction is discreet and all conversations are usually under NDA.
Can I expect a job description?
Occasionally, however I wouldn’t expect this. The original discovery phase is a critical part of the interim hire and more often than not the root cause of the issues aren’t apparent and can be very different from the symptoms. If you are covering a period of planned absence, then there might be a comprehensive role brief.
How long should an interim role last?
Most interim roles in the eyes of the client will be for a three-month period of commitment. In reality, most will last for six months. Usually, you will have a much clearer idea after the discovery phase.
Suitability and Readiness
Many people wonder whether interim work suits them, what skills they need, and whether it might affect their long-term career plans. Here’s how to think about it.
I have never done an interim role before, will I get a role?
If you are motivated and have a clear message you stand as equal a chance as anyone of finding an assignment. Interim assignments in our view are about having experience of having been in a particular situation before and delivered a successful outcome. Often this will be navigating uncertainty with clarity and method.
Do I have a skill set that would work well in the interim market?
As our focus at Pitch Hill Partners is finance professionals, I would suggest that if you are a qualified accountant and have interesting experience of companies going through change you should have a skillset that would work well in the types of businesses we help.
Think about what you enjoy doing the most in your role and what you are best at — this will give you a ‘Reason for engagement’. What type of thing would people think about you for in a given situation? We have lots of examples of these on the www.PitchHillPartners.com website.
Will doing interim roles impact my permanent role search?
We often get asked this question. The best gauge of this is to put yourself in the client’s shoes. If on your way to finding the right next executive career role you carry out a business-critical project for a business, would YOU see this as a negative? In my view, doing something interesting and having a new story to tell, rather than sitting on the bench waiting for something to come to you, is infinitely more interesting and valuable.
Should I write a separate CV for interim work?
As the messaging is completely different, I would suggest having a separate CV for interim work. We can help you with the structure, but the most important things to include are reason for engagement and outcome.
After all the groundwork, it comes down to how you show up. A bit of preparation and confidence makes all the difference.
Should I wear a suit to an interview?
Always check. The usual currently is smart casual, however I would look at the company website, ask your recruiter or if it’s a direct application ask HR.
Also, wear what you feel comfortable in. If fully suited is your thing, wear it.
What preparation should I do for an interview?
All the logistics — make sure you have the correct address. Check Google Maps if driving to make sure there aren’t adverse roadworks.
Look at whoever you are meeting discreetly on LinkedIn. Check the company accounts on LinkedIn and read them, plus any strategic commentary. Ask your recruiter for a ‘tearsheet’ of company data.
If they have an external investor, look at their portfolio and look at date of investment and average hold period.
Look into company competitors. It all begins with an idea. Maybe you want to launch a business. Maybe you want to turn a hobby into something more. Or maybe you have a creative project to share with the world. Whatever it is, the way you tell your story online can make all the difference.
Pay and Practicalities
The commercial side of interim work can be confusing at first — from day rates to expectations — so it’s important to go in with a realistic mindset.
Is there an equation I can follow so that I get paid the same as my permanent package?
Unfortunately, things are never this simple! I have met lots of people that will tot up their basic salary, add bonus, pension and benefits and come up with a wonderful lofty day rate that they will usually never achieve. What you need to think about is the business. What can they afford? What are the board getting paid and is there a direct correlation between cost and value on appointment?
Finding an Interim Role
Knowing where to look, how to approach providers, and how to network effectively will make a big difference in how quickly you secure an assignment.
How do I find an interim role?
A brilliant question. Check the www.pitchhillpartners.com website and navigate to the networking link. Not everyone will call these roles interim and therefore the route to these assignments is wide and varied.
Are roles advertised?
Many contract and interim roles are advertised, although I would suggest approaching these with caution. Experienced interim providers will already know who their initial calls are going to be and therefore not advertise their opportunities. You can tap into these roles by getting to know them.
Recruitment providers that advertise their roles are usually doing this for marketing purposes, or don’t have a network of candidates on their books that they value. My advice would be to try and speak to these providers in the first instance and gauge whether they are real assignments that are live and current. I would also ask if they have been engaged exclusively for this role or if they are speculatively trying to win an assignment. If the latter, bow gracefully away.
Should I network with interim providers?
Definitely. The more experienced, the more valuable the relationship should be. I would avoid social functions as you will find yourself surrounded by people that are out of work, but regular chats and catch-up coffees I would definitely recommend. Our industry is based on trust and relationships.
What can I do to increase my chances of finding an interim role quickly?
Network, network, network. See our advice on how to network effectively.
How often should I stay in touch? Will you call me?
The simple answer to this is as often as you need to. A daily call is overkill; a monthly call is probably too little. You will be doing a range of networking activity to find an assignment, so checking in perhaps weekly or every ten days is a good way to share intel.
If I have an assignment to discuss I will be on the phone straight away!
After the Assignment
Once an assignment wraps up, how you manage the exit, feedback and references will set the tone for future opportunities.
Do I give feedback after an assignment to the client/interim provider?
This is a hard yes and I would suggest to both parties — perhaps the provider first to finesse how you provide feedback. It’s important to give feedback and receive feedback as, particularly if it is a fast-paced piece of work, there will be learning to be made.
Should I take a reference from the company?
You should gauge this carefully and possibly help with the narrative. Be gracious in your words, particularly if it is a turnaround situation. What you want future clients to hear is that you are calm of mind, have a logical approach to problems and communicate effectively. If you haven’t ticked these boxes, don’t ask for a reference.