Every April, the Institute of Interim Management (IIM) launches its annual survey, one of the most important barometers of the interim leadership market. For those working across public, private and not‑for‑profit sectors, it offers a unique opportunity to share real experiences and shape the future of the profession.
At GatenbySanderson, we have long championed the IIM’s work. In our previous article, “Interim Work: Why the IIM Survey Is More Important Than You Think,” we highlighted how the survey provides critical visibility into market dynamics, behaviours, and the challenges interim leaders face. Those insights became even more powerful through the 2025 survey results, which painted a stark picture of a market under pressure.
As we enter the 2026 cycle, the landscape is shifting again, and your feedback matters more than ever.
Looking Back: What the 2025 Survey Revealed
The 2025 IIM data confirmed what many senior interims felt on the ground throughout late 2024 and early 2025: a tougher, more competitive, and more volatile market.
Key findings included:
1. Reduced Demand & Shorter Assignments
Reduced demand became the number one challenge (53%).
Assignments shortened significantly, with many interims experiencing extended gaps between roles.
16% reported gaps of six months or more, the highest level on record.
2. Falling Public Sector Share & Widening Pay Gaps
Public sector representation fell to 22%, the lowest in survey history.
The pay gap widened, with public sector interims earning 38% less than private sector counterparts.
3. Rising Competition
Competition increased by 9%, with fewer opportunities and more leaders vying for each role.
Direct sourcing fell, while reliance on ISPs grew, underscoring the importance of trusted partnerships.
How GatenbySanderson Responded
We took these insights seriously. Over the last 12 months, we’ve focused on supporting our interim community through:
Greater transparency and communication
- Proactive updates, market insights, and clear expectation‑setting, directly addressing the highest‑rated
- negative behaviour from last year’s survey: “ISPs going silent.”
- Strengthening consultant–interim relationships
- More touchpoints, increased consultant availability, and quarterly interim events to help leaders stay visible and informed.
Championing fair pay and realistic expectations
- Using real‑time market data to inform clients and ensure key leadership roles remain appropriately valued.
- Helping interims adapt to longer search periods
- Providing guidance on market positioning, content creation, LinkedIn visibility, and portfolio career planning.
What We Expect the 2026 Survey to Show
While pressures remain, the early signs for 2026 indicate a cautiously improving landscape:
1. A Rebound in Interim Demand, But Uneven
Demand began to accelerate in late 2025, especially in transformation, strategy and operational stabilisation.
However, public sector recovery will lag due to localised deficits, reform pressures and fiscal restraint.
2. Strong Growth from Local Government Reorganisation
Significant restructuring (with plans to reduce 185 councils to new unitary authorities) is increasing demand for:
- Change & transformation leaders
- Programme directors
- Commercial and financial turnaround specialists
- Interim chief officers stabilising services during transition
3. Gradual improvement in confidence, without over‑optimism
Confidence will likely rise from 2025 levels but remain below pre‑2022 sentiment. Market realism, rather than optimism, will define 2026.
4. Continued shift toward FTC, fractional and hybrid leadership
Interims are increasingly blending:
- Interim-to-permanent paths
- Fixed-term contracts
- Fractional advisory roles
- Portfolio careers
This structural shift is likely to be reflected in this year’s results.
In Summary, Why the 2026 Survey Matters
This year’s survey is likely to highlight:
- Positive trends
- More interims on assignment
- Shorter gaps between roles
- Strengthened demand in transformation, finance, delivery
- Major uplift from LGR and decentralisation
- Continuing challenges
- Slow progress on gender diversity
- Public sector pay lag
- Complex hiring processes that deter candidates
- Structural evolution
- Rising fixed-term contracts
- More fractional leadership
- Increasing overlap between interim and consultancy models
The interim profession remains a powerful, meaningful career route, but understanding the shifts in demand, pay, confidence and opportunity is essential. The IIM Survey remains the most authoritative way to capture those realities.
Take Part, Your Feedback Shapes the Future!
- The 2026 IIM Interim Management Survey is now live
- Your insights are essential
- Your experiences will help shape a more transparent, stronger and fairer market
👉 Take the survey here: https://www.surveymonkey.com/r/IIMSurvey26_5
Thank you to every interim leader who takes the time to contribute. Your voice informs our work, guides the industry, and helps all of us better support the interim community.
We look forward to seeing this year’s results, and to continuing our commitment to a thriving, resilient interim leadership market.
GatenbySanderson are the leading Executive Search, Interim and Leadership Development Consultancy across public services, and one of the largest consultancy firms in the UK.
Contact Sally directly (Partner, Interim Leadership Practice) and discuss how she can provide support to your leadership teams: sally.wilson@www.gatenbysanderson.com.
Fill out the form below and one of our team will contact you to discuss your enquiry.