The IT manager resigns. Unexpectedly. He’s gone in two weeks. Management looks around and asks: “Who’s doing IT now?”
This or something similar is how many of my assignments as an interim IT manager begin. But is an external IT chief on a temporary basis really the solution – or just an expensive stopgap?
What Does an Interim IT Manager Actually Do?
In short: Everything a permanent IT manager does – just without the onboarding time and the luxury of “settling in” first.
The typical tasks:
- Leading the IT team (if there is one)
- Point of contact for management and departments
- Strategic IT planning and budgeting
- Vendor management (service providers, licenses, contracts)
- Ensuring IT operations
- Crisis management when things go wrong
The difference from a permanent employee: An interim manager must deliver from day one. There’s no probation period, no grace period. Either it works – or it doesn’t.
When Does Interim IT Management Make Sense?
From my experience, there are six classic situations:
1. The Unexpected Departure
The IT manager leaves, but succession isn’t sorted. Recruiting takes months, operations continue. An interim bridges the gap.
2. Strategic Realignment
The company wants to modernize IT, digitalize, restructure. The internal team is tied up operationally. An interim brings fresh perspective and capacity.
3. The Critical Project Phase
ERP implementation, cloud migration, merger – large projects sometimes need more management power temporarily than what’s available.
4. The Leadership Gap
The IT manager is on long-term sick leave or parental leave. The team needs leadership, but permanent employment doesn’t make sense.
5. The First IT Leadership Role
The company has grown, IT was done “on the side.” Now structure is needed – but you don’t yet know exactly what kind of IT chief you’re looking for.
6. Restructuring
IT department needs to be downsized, merged, or outsourced. Difficult topic – sometimes a neutral external is the better messenger.
What Does an Interim IT Manager Cost?
Honest answer: More than a permanent employee – on paper.
The typical daily rate range for IT interim management is EUR 800 to 1,500, depending on:
- Company size and complexity
- Required availability
- Special requirements (security, M&A, etc.)
- Region and market conditions
The calculation often forgotten:
| Item | Permanent Employment | Interim |
|---|---|---|
| Salary/Fee | EUR 120,000/year | EUR 150,000/year |
| Recruiting | EUR 30,000 | EUR 0 |
| Onboarding | 3-6 months productivity loss | 1-2 weeks |
| Additional costs | +30% | EUR 0 |
| Notice period | 6 months | 4 weeks |
| Severance if wrong hire | EUR 50,000+ | EUR 0 |
Suddenly the “expensive” interim solution doesn’t look so expensive anymore.
The Most Common Concerns – And My Experience
“They won’t understand our industry." → Good IT leadership is industry-independent. The processes are similar, so are the systems. What counts: quick comprehension and the right questions.
“They’ll be gone soon anyway." → That can actually be an advantage. An interim has no career plans in the company. They can speak uncomfortable truths and make unpopular decisions.
“The team won’t accept them." → In my experience, this is rarely a problem. Teams appreciate clear leadership, especially during transitions. And: The interim is no threat to internal careers.
“We’ll lose know-how when they leave." → That’s why knowledge transfer is a core task. Documentation, training the successor, clean handover.
What Should You Look for When Selecting?
- Proven experience – not just as an IT expert, but as a leader
- References – who can you talk to?
- Quick availability – an interim who can only start in three months doesn’t help now
- Cultural fit – even temporarily, the chemistry must be right
- Clear expectations – what should be achieved in the end?
My Conclusion After Many Interim Assignments
Interim IT management is neither a stopgap nor a cure-all. It’s a tool – the right one for certain situations.
If you need leadership at short notice, have a critical project coming up, or want to buy time for the right permanent hire: Then an interim can be the best ROI your IT has ever seen.
However, if you’re looking for someone to build up IT for the next ten years and grow deeply with the company: Then invest time in recruiting instead.
Facing one of these situations? Let’s talk – sometimes an open conversation helps find the right solution. And sometimes I’m honest enough to say: “You don’t need an interim for this.”