Five roadblocks to recruiting interim legal expertise directly

Interim legal professionals play a critical role in maintaining business continuity during periods of transition, transformation, or increased workload. For General Counsels and Talent Partners, securing the right interim talent quickly can make the difference between seamless operations and significant disruption. However, when organisations opt for direct recruitment rather than partnering with a specialist, they often encounter unique challenges that can hinder the success of the process.

Below, we explore why direct recruitment for legal interim hires is not as straightforward as it may seem and the key pitfalls to avoid.

1. Limited access to talent: A reactive market

One of the biggest challenges with direct recruitment for interim roles is the limited reach into the talent pool. Interim professionals operate in a highly specialised market, and the best candidates are often not actively applying for roles. Instead, they rely on established networks and relationships with specialist recruiters who understand their availability and preferences.

When hiring directly, organisations typically attract a reactive market: those who happen to be looking at that moment or are already in an interim position. This excludes a large proportion of passive candidates, who may be open to opportunities but are not actively searching. These passive candidates often represent the most experienced and adaptable professionals, yet they remain invisible to direct advertising campaigns.

For General Counsels and Talent Partners, this means that relying solely on job boards or LinkedIn adverts can result in a narrow candidate pool, reducing the likelihood of finding someone with the right blend of technical expertise, cultural fit, and availability.

2. Speed is critical: Interim processes move faster

Unlike permanent recruitment, interim hiring operates on an accelerated timeline. Businesses typically need interim support immediately, whether to cover parental leave, manage a surge in workload or lead a critical project. This urgency means that the process must be streamlined and decisive.

Direct recruitment often struggles to keep pace with this speed. Internal processes—such as approvals, compliance checks and scheduling interviews—can introduce delays. Meanwhile, interim candidates expect rapid progression; they are accustomed to shortlisting, interviewing, and onboarding within days, not weeks. If your process stalls, the best candidates will move on to other opportunities.

By contrast, our interim team is built for this pace. We can deliver a curated shortlist in as little as two hours for short-term assignments, ensuring you can move quickly and secure top talent before the market shifts.

For General Counsels, this speed is critical: by the time you’ve completed internal steps, the candidate you wanted may already be gone. Interim professionals value efficiency, and organisations that cannot match this tempo risk losing out.

3. Identifying the right candidate quickly

The compressed timeline for interim recruitment amplifies the importance of getting it right the first time. Unlike permanent hires, where there is room for onboarding and development, interim professionals are expected to hit the ground running. They need to integrate seamlessly, deliver results immediately, and often operate with minimal supervision.

Direct recruitment can make it harder to assess these qualities quickly. Without specialist knowledge of the interim market, organisations may focus on CV credentials rather than proven adaptability and prior interim experience. This can lead to mismatches, such as hiring someone who looks strong on paper but lacks the agility required for short-term assignments.

Specialist recruiters mitigate this risk by pre-vetting candidates, understanding their track record in interim roles, and matching them to environments where they will thrive. Without this insight, direct recruitment becomes a gamble.

4. Compliance and contracting complexities

Interim hiring involves more than just finding the right person. There are compliance considerations, such as IR35 status, right-to-work checks, and insurance requirements, that must be handled correctly to avoid legal and financial exposure. For organisations unfamiliar with these nuances, direct recruitment can introduce unnecessary risk.

Specialist providers typically manage these complexities, offering clear guidance and compliant solutions. When hiring directly, Talent Partners must take on this responsibility themselves, which can be time-consuming and error-prone.

5. Opportunity cost and resource strain

Finally, consider the opportunity cost. Every hour spent advertising, screening, and negotiating with interim candidates is time diverted from strategic priorities. For lean legal teams, this strain can be significant. Partnering with a specialist allows General Counsels and Talent Partners to focus on core objectives while ensuring the interim process runs smoothly.

Why a specialist approach delivers better outcomes

Direct recruitment for interim hires may seem cost-effective at first glance, but the hidden challenges: limited access to talent, slower processes, compliance risks and resource strain, often outweigh the perceived savings. Interim recruitment is a niche market that demands speed, precision, and deep candidate insight.

For General Counsels and Talent Partners, the most effective way to secure high-calibre interim professionals is to leverage specialist expertise. Doing so ensures access to a broader talent pool, faster turnaround times, and a compliant stress-free process, allowing your legal function to remain agile and resilient in times of change.