What in-house legal teams get wrong about interim hiring – and how to get it right

Despite the growing popularity of interim hiring for in-house legal teams, many still hesitate to explore interim options—often because of persistent myths or outdated assumptions. But with pressure mounting on in-house functions to stay agile, cover absences, and manage cost, overlooking interim legal talent could mean missing out on a strategic advantage.

Here, we explore some of the most common misconceptions about interim legal hiring—and how to shift your thinking to make it work and provide value for your business.

Myth 1: Interim = junior

One of the most widespread myths is that interim Lawyers are less capable or perhaps at the more junior level. In reality, many interim professionals are seasoned in-house Lawyers who have made the considered decision to move into the interim market for a variety of reasons. These often include increased flexibility, ability to be opportunistic around the roles you’d like to take on or access to particular workstreams that will build their skillset (e.g. AI/payments/SaaS). Interim roles also mean that they can focus on the work, people, and company as opposed to being enveloped in the corporate hierarchy that permanent roles naturally lend themselves to.

We regularly place interim Lawyers with established sector knowledge, commercial acumen, and the ability to hit the ground running. They’re often the exact calibre you’d look for in a permanent hire, but available now, and ready to make an immediate impact.

Myth 2: You’ll spend more time managing them

Some in-house teams worry that interim hires will need extensive onboarding or hand-holding. But most interim Lawyers are used to stepping into complex environments with minimal ramp-up time. They bring a fresh perspective and are often skilled at identifying where processes, templates or risk controls can be improved.

A well-briefed interim legal professional will come prepared, adapt quickly to your systems and culture, and work independently while still being collaborative. The best of them act as true business partners from day one.

Myth 3: It’s just a stopgap

Yes, interim hiring can fill a gap, such as parental leave or a delayed permanent hire, but building a flexible legal team is increasingly being used as a strategic solution. Interim Lawyers are now commonly brought in to manage regulatory change, support transactions, or lead high-priority projects that require specialist expertise.

Some companies also use interim roles as part of a test-and-learn model—trialling a new headcount, team structure or reporting line before making a permanent decision. This kind of flexibility helps legal leaders stay responsive without being locked into long-term commitments.

Interim hiring is an equally successful way of hiring when you’re looking to hire your first Lawyer as a founder-led business or start-up. It’s a period in which you can get acquainted with each other’s working styles, and adapt to the ongoing needs of your business at any given stage of growth.

Myth 4: It’s too expensive

While day rates may appear higher on paper, interim hiring can often be more cost-effective than relying on external law firms. An interim Lawyer embedded in your team can deliver more integrated, commercially aligned advice—at a fraction of the cost of outsourcing.

You also avoid the hidden costs of delay, disruption, or overburdening your existing team, and have greater control over spend and outcomes as interim Lawyers will be working to a fixed term.

How to get interim hiring right

So, how can you make interim legal support work for your team? Here are a few principles we share with clients:

• Define the outcomes: Don’t just think about cover—think about what success looks like for the role. Are you trying to reduce turnaround times? Drive a regulatory project? Free up internal bandwidth?
• Look beyond the CV: Cultural fit and stakeholder skills are just as important as technical capability. A good recruiter will help assess these softer factors
• Plan ahead: Even if you’re not currently hiring, building relationships with interim professionals—and a trusted recruiter—puts you in a stronger position when the need arises
• Think flexibly: You don’t always need a full-time interim. Part-time or project-based options are increasingly popular and cost-effective

Real-world results

One global tech company recently engaged an interim legal counsel to cover a sudden resignation. Within five days, the Lawyer was in place—handling BAU contracts, supporting product development, and advising on data issues across three regions. The team avoided burnout, maintained service levels, and even identified process improvements that were instrumental long after the interim left.

Another client, a listed business in the energy sector, used an interim Lawyer to support a major procurement transformation. The assignment lasted four months and helped avoid six figures in external legal spend.

Rethinking ‘interim’ as a value-add

The perception of interim legal hiring has been changing—and rightly so. Far from being a last-minute fix, it’s fast becoming a vital tool for in-house teams that want to stay ahead of change, manage cost and protect continuity.

Whether you’re planning for parental leave, facing project pressure, or just want to future-proof your team, interim support offers an efficient, high-quality solution, if you know how to use it well.

To learn more about how interim legal hiring is evolving, get in touch.