Why Real Experience Matters

      • Removes the high consultancy fees
      • Mitigates the risks of IR35
      • Brings back experience into the Industry

      Real Experience Matters are the only genuine Interim Management Specialist that provides this unique solution.

      Our HR and Recruitment experts offer an extensive qualification, search and assessment process, underpinned by our Technical Authorities and discipline experts.

      Real Experience Matters offer an unique approach in response to the updated IR35 legislation, whereby you don’t lose intellectual capital in the form of your current long term contractors or consultants no longer being able to provide their services.

      We are increasing the gene pool by working with highly experienced candidates who were forced to retire earlier than planned or moved to work elsewhere due to the downturn in the oil industry.

      We are enabling those people who want to work part time or as Interim specialists to come back into the industry through our innovative interim, rotational and job share working models.

      All candidates are vetted by recognised Technical Authorities and discipline specialists.

      Interim Management v Consultants

      • Interim Managers are powerful alternatives to management Consultants
      • Interim Managers are cheaper than Consultants – Consultants typically charge 20%+ margins.
      • They carry no baggage in terms of doing things ‘the Consultancy Way’
      • No upselling of Consultancy Services
      • Flexible to do what you need, not restricted to doing things the way their consultancy prescribes

        Survey carried out by Institute of Interim Management (IIM) – 100 senior clients in the UK – 78% preferred Interim Managers over Consultants as there are clear advantages offered

          Interim Manager vs Permanent Employee

          A close look at the figures shows that an Interim Manager is cost effective compared to a Permanent Senior Employee. An executive on £100,000 annual salary actually costs more like £150,000. How did we work this out?

          • More than salary –  a permanent employee for a senior level role isn’t just paid a salary. They also potentially gain pension benefits, car allowances, medical insurance and other perks.
          • Holiday pay – a permanent employee will receive paid holiday, an interim won’t. There are at least 28 days a year when you’ll be paying a permanent employee but they won’t be working. If an interim isn’t working you don’t pay them!
          • Sick pay – permanent employees often qualify for sick pay. Interim’s don’t.
              • National insurance – employer’s national insurance, at around 13.8% of salary, is another significant cost to add on a permanent hire.
              • Bonus – senior employees often have some element of performance-related pay in their package. This may take the form of share options or a bonus. Normally, this will amount to around 20-25% of salary. In the interim management market bonuses are not normally expected. What’s expected is that the interim will deliver brilliantly for the day rate you’ve agreed; that’s what they’re there for.
              • Exit costs – if a senior permanent employee isn’t delivering or your business circumstances change it will take some time to exit them from your organisation. They may have a three months’ or more notice period.  During which time you will be incurring the cost of their salary but most likely they will be doing very little. In contrast, interims are typically on just a month’s notice.