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.

Explore interim recruitment
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:

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.

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.

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.

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.

Make the business case for a permanent hire
Assess the role that needs to be filled and provide evidence that it is required

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.
Roles we typically recruit for include:
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.
Frequently asked questions from our clients
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
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.
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.
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.
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.
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.