Interim and consultancy solutions

Our interim legal, risk and compliance recruitment teams are adept at finding proven interim specialists, quickly and efficiently, for law firms and businesses in every sector. 


Exceptional interim talent when you need it

Hiring interim talent allows you to resource your legal, risk or compliance team quickly.

Our interim professionals may be brought into your business on a temporary basis for a number of reasons, from maternity cover to managing specific projects and initiatives, covering staff absences or providing expertise during transitional periods such as mergers or restructuring.

  • Fixed term contract (FTC)
  • Day rate
  • PAYE
  • Limited company 

How you can benefit from hiring interim talent

Bringing in additional resource requires planning, internal discussions and budget sign-off. An interim hire helps tackle immediate challenges without a long-term commitment.

Some of the main reasons why we see businesses bringing in interim talent include: 

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Headcount and budget constraints

Address urgent needs without permanent costs. Contractors avoid payroll taxes, benefits and overheads. Taylor Root manages payroll, onboarding and referencing at no extra cost.

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Quick access to specialists and niche skills

Hire niche experts fast. Contractors bring specialist skills that may be hard to find in permanent hires, helping businesses complete projects efficiently and effectively.

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High degree of flexibility

Scale teams up or down with short-term contracts, whether on a day rate or fixed term. Ideal for managing workload peaks, project demands or business change.

Woman makes notes

Cover expected and unexpected absences

Fill gaps caused by resignations, leave or unexpected absences. Interims step in quickly to provide leadership, business transformation or operational support.

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Make the business case for a permanent hire

Assess the role that needs to be filled and provide evidence that it is required

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Access to experienced talent

Interim professionals bring fresh insights, identify areas for improvement and highlight both challenges and opportunities. They also help manage high workloads, knowledge transfer and business continuity.

Legal

  • General Counsel 
  • Head of Legal 
  • Partner
  • Legal Director
  • Legal Counsel 
  • Senior Legal Counsel 
  • Associate
  • Professional Support Lawyer
  • Document Review Paralegal
  • Patent Attorney
  • Contract Manager 

Compliance

  • Chief Compliance Officer
  • Head of Risk and Compliance
  • Compliance Manager
  • Compliance Director 
  • Compliance Analyst
  • Company Secretary

Risk

  • Chief Risk Officer
  • Risk Director 
  • Head of Operational Risk
  • Risk Quant Manager
  • Risk Business Partner

tell us your requirements

Submit your requirement details for a call back.

Meet the team

Interim resources

  • Career Advice

Six ways to navigate employment gaps

  • Posted January 9, 2025
Employment gaps can feel daunting, especially in the competitive world of in-house legal roles. Whether due to personal circumstances, economic shifts or company restructuring, these gaps are increasingly common and don’t have to hold you back. By addressing them head-on and using interim opportunities to your advantage, you can not only bridge the gap but […]
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  • Interim

Ultimate career guide for interim Lawyers

  • Posted December 16, 2024
Introduction The UK interim legal market has undergone remarkable growth and transformation in recent years. With an expanding talent pool and an increasingly high calibre of legal professionals, the opportunities available and the expectations of clients have also risen. Lawyers seeking interim legal roles or consultancy positions now need to be well-prepared to meet these […]
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  • Interim

Questions to expect from your interim job interview

  • Posted December 16, 2024
Job interviews for contract positions differ from permanent ones primarily in focus and objectives. Contract interviews centre on immediate needs and a candidate’s ability to deliver results quickly, often with minimal training or onboarding. Employers are likely to prioritise technical expertise, adaptability, and previous experience in similar roles. Questions often delve into how candidates manage […]
Two female employees walk in office
  • Interim

Breaking the mould: Why senior lawyers are embracing more junior interim roles

  • Posted December 16, 2024
In the contracting world, it’s not uncommon to see senior professionals taking on more junior interim roles, something that can seem surprising at first. However, there are several reasons why senior contractors make this choice, and it stems from their pragmatic approach to work rather than being tied to titles or status. Here are just a […]
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  • Interim

How to stand out on LinkedIn as a legal contractor

  • Posted December 16, 2024
In today’s digital age, LinkedIn has become an essential tool for legal contractors to showcase their expertise, connect with recruiters, potential clients and employers – and build their professional brand. Standing out on LinkedIn requires a strategic approach to profile optimisation, content sharing and networking. If you’re looking for an interim legal role, here’s a […]
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  • Interim

Understanding payment models for UK contractors

  • Posted December 16, 2024
Contractors in the UK typically work under one of four arrangements: PAYE, via an umbrella company, through a limited company or on a fixed-term contract basis. Each option has its own structure and benefits. Here, we explore these in brief. 1. PAYE day rate When contracting on a PAYE (Pay-As-You-Earn) basis, you are employed by […]
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  • Hiring advice

The rise of the interim attorney: a new era in legal practice

  • Posted November 14, 2024
In recent years, the legal landscape has experienced significant shifts driven by economic changes, technological advancements, and evolving client needs. Among these transformations, the emergence of the interim attorney has gained traction, reflecting a growing trend towards flexibility and efficiency in legal services. This article explores the rise of the interim attorney, examining its benefits, […]
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  • Hiring advice

Should you hire a fractional or interim General Counsel?

  • Posted November 14, 2024
We’ve already discussed the key considerations you should make before hiring a fractional General Counsel, but how do they weigh up against interim professionals? In today’s complex business landscape, companies face a myriad of legal challenges. Whether it is navigating regulatory requirements, managing contracts, or addressing potential litigation, having access to legal expertise is crucial. […]
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  • Career Advice

How to determine an interim market rate for in-house lawyers 

  • Posted October 22, 2024
Contents  If you’re contemplating interim legal opportunities for the first time in a while, you might be considering how to best calculate your market rate. The key to ensuring that you’re paid fairly depends on two factors:  1. Your years of experience or what your last assignment paid  2. The market rate of the job […]
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  • Career Advice

The rise of fractional General Counsel: Interview with Al Zucker

  • Posted September 9, 2024
As the world of business becomes increasingly complex and resourcing challenges increase alongside this, the chance to hire talent on a fractional basis has become more common. As part of our General Counsel interview series we spoke to Al Zucker, experienced corporate and commercial lawyer who is now a fractional GC. He now specialises working […]
  • General counsel

What to consider when hiring a fractional General Counsel: interview with John Cameron

  • Posted September 9, 2024
Whilst fractional ownership models are well-established in industries like aviation and hospitality: the fractional General Counsel concept is still relatively new. So, it’s natural for businesses to have lots of questions about how it works in practice and how this model can help them. As part of our fractional General Counsel interview series, Taylor Root […]
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  • Career Advice

The realities and benefits of a fractional General Counsel: Interview with Stephanie Dominy

  • Posted September 9, 2024
As part of our fractional General Counsel interview series, we spoke to Stephanie Dominy, an experienced fractional General Counsel, but now a full-time GC at Staffbase. How did you become a fractional General Counsel (FGC)? I fell into becoming a fractional GC by accident. I’d left a company where I’d been an in-house lawyer for […]
What is more cost-effective, hiring an interim professional on a daily rate or a fixed-term contract?

Generally speaking, hiring a daily rate consultant is more cost-effective for short-term projects requiring specialised expertise for a limited period. On the other hand, a fixed-term contractor may be more cost-effective for longer-term projects or positions that require a consistent level of support over an extended period, i.e., long-term projects, maternity/paternity cover or temporary positions that may lead to permanent opportunities. It’s important to consider the project’s requirements carefully, the budget available, and the market rates for the specific skills needed when deciding whether to hire a consultant on a daily rate or a fixed-term contractor.

To help you work out which route is best for your hire we have put together a simple tool.

Click here to find out more

What are the benefits of hiring a contractor?


Flexibility:
Employers can hire project-by-project contractors, giving them more flexibility in managing their workforce and adapting to changing business needs.

Cost savings and reduced administrative burden:
Hiring contractors can often be more cost-effective than hiring permanent employees, as employers do not have to pay for all benefits, payroll taxes, or other overhead costs associated with having a full-time employee. At Taylor Root, we manage the payroll, onboarding and referencing process. Most importantly, this is at no additional cost to our clients and is included in our end-to-end solution.

Specialised Skills:
Contractors often have specialised skills and experience that may be difficult or expensive to find in a full-time employee, which can help employers complete projects more efficiently and effectively.

Increased productivity:
Contractors are often highly motivated and focused on delivering results within a specific timeframe, leading to improved organisational productivity and efficiency.

Are most contractors ultimately looking to secure a permanent role?

Not all contractors are necessarily looking to secure a permanent role, as many may choose to offer consultancy solutions throughout their career. Many contractors prefer the flexibility and autonomy that contracting offers and the opportunity to work on various projects with different clients.
 
That being said, some contractors may have a goal of eventually securing a permanent role. For example, they may use contracting to gain experience and build their network in a specific industry, intending to transition to a permanent role later on. Other contractors may enjoy their work but be open to permanent opportunities if they align with their career goals and values. Each contractor has unique career goals and aspirations; recruiters and clients must understand and respect their preferences and motivations.

If an interim role sits inside IR35, who is responsible for calculating and covering the costs of National Insurance, holiday pay and pension contributions?

When an interim assignment sits inside IR35, the end client or the agency that engages the contractor takes on the responsibility for National Insurance (NI), holiday pay, and pension contributions. It’s crucial to seek professional advice and carefully review contract terms to understand obligations related to tax, NI, holiday pay, and pensions.

As a recruitment partner to our clients, we are able manage this process for you so you can be sure all regulatory requirements are meticulously met. We have a dedicated interim payroll and onboarding team who will ensure contractors receive the correct holiday pay and pension contributions in accordance with their employment status.

How quickly can a contractor start?

Typically, you can have your new interim hire start within two weeks. At Taylor Root we have pools of dedicated interim contractors specifically looking for interim opportunities and we work with them on a constant basis. We can therefore provide you with a shortlist of candidates within the first 24-48 hours. The interviews, contract negotiations and compliance can be completed within seven days allowing a hire to start very quickly following your meeting with them.

The process can take a bit longer in instances where the role requires very specific skills or experience or if your preferred candidate has any other short-term commitments which need to be completed before they start. However, in any of these instances we work with you to try to tie the process up as fast as possible.

What if I want to make a contractor permanent?

If the contractor would like to take your permanent offer the process is fairly straight forward. You will need to create an employment contract for the permanent role and be prepared for negotiations on things like salary and notice period. You may wish for this person to attend a more formal induction programme at your business if they did not receive this before. If you used a recruitment agency you should also ensure they are aware of the change and you are taking the person on as a permanent member of your team as there might be fees that you are required to pay.