Navigating Career Transitions – Moving from Interim to Permanent

For professionals who have spent years working as interim leaders, the idea of transitioning to a permanent role can feel both enticing and daunting. While moving from interim to permanent roles isn’t an overwhelmingly common trend, it has become a consideration for some, particularly with local government reorganisation and devolution on the horizon.

Shifts in flexibility and career priorities have prompted professionals to reassess their paths. In this article, I’ll be offering my own insights, as well as some from Richard Williams and Dawn Bettridge — two former interim candidates who have recently made the transition.

Understanding the Motivations

Richard had been working interim assignments since 2018 because he enjoyed the variety and challenges that contract work provided. For him, the idea of working with the newly formed East Midlands County Combined Authority (EMCCA) as their permanent Director of Resources (S73) was enough to make the switch. Working at EMCCA offers the same variety and challenge that an interim contract usually would; there was a real pull.

At EMCCA, Richard has the chance to create and mould a new, high-performing Resources department — including his current recruitment of a Director of Finance and a Director of HR. EMCCA had a distinct appeal that attracted Richard to commit his long-term future to the organisation.

Dawn had been working as Somerset’s Interim Director of Workforce for 18 months before she made the permanent transition. Similarly to Richard, she had been working interim assignments for several years, but the appeal of finishing the transformation journey with Somerset was too enticing to refuse. Dawn has built a fantastic HR team around her, and they have restructured the whole council, which led to savings of £34 million in the past year.

As well as completing the programme of change, she stated that a major motivator was working with the highly talented team created through the reorganisation of Somerset County and its districts.

Richard and Dawn made the transition because both projects offered the same challenges and variety that interim contracts typically provide. Beyond the job at hand, the culture within each organisation attracted them to commit their long-term futures.

If You’re Considering Making the Transition, Ask Yourself:

• Is this an organisation I can see myself at long term?
• Is the project at hand challenging and interesting, and will it continue to stimulate me beyond the interim contract period? Do I want to see it through, and will that take longer than my contract?
• How does transitioning to a permanent role align with my career and personal drivers?

Shifting Mindsets: Understanding the Brief, Not the Label

One of the most important adjustments in moving from interim to permanent work isn’t about changing who you are as a leader — it’s about understanding the nature of the brief.

Interim briefs are typically sharper in focus, often with clearly defined outcomes and shorter timeframes. You’re a custodian of a role, tasked with delivering against sponsor expectations and organisational needs.

In permanent roles, the brief is broader. You’re investing in a longer horizon, building your own vision, and shaping services with a wider lens — from people development and culture, to strategy and service evolution.

This isn’t to say that interims don’t think long-term or that permanent hires don’t need to deliver quickly. The skills of rapid assessment, early relationship-building, and clear outcomes are vital in both environments.

The key difference is often psychological. In a permanent role, the decisions you make are anchored in personal ownership. In an interim role, the same decisions may be made with a focus on continuity and accountability to the brief.

Building Credibility for a Permanent Role

For those looking to make the transition, demonstrating long-term value is key. Interims often have an advantage in how quickly they assimilate into new environments, build relationships, and deliver results.

If you’re already embedded in an organisation like Dawn, the case for permanency may feel natural — but it still requires a shift in framing.

What’s important is showing how your existing contributions align with long-term organisational objectives. How have you helped shape strategy? How are you supporting succession, workforce development, or long-term planning? These are the markers of leadership in a permanent role.

You also need to consider how your experience is presented. Is your CV telling the right story? If you left permanent employment at Director level but have delivered several Head of Service roles since, how are you positioning yourself to return at the level you want?

Are you evidencing CPD and continued skills development? Have you retained leadership dexterity — showing how you adapt your style and judgement across contexts — or have you been hired repeatedly for similar challenges with similar leadership expectations?

A frequent question we’re asked by clients relates to whether interims ‘jump around’ or ‘don’t stick around’. It’s worth addressing this head-on.

The nature of interim work is defined by fixed-term objectives — not a lack of commitment. The ability to see a job through is measured in outcomes, not years served. When applying for permanent roles, showing how you delivered results through to full implementation is crucial — as is articulating your desire for longer-term ownership.

Challenges and How to Overcome Them

Transitioning from interim to permanent leadership comes with its own set of considerations:

• Psychological Investment: Permanent roles require a different kind of emotional and strategic commitment. You’re not just supporting delivery — you’re creating the vision and shaping the future.
• Returning at the Right Level: If your interim roles have skewed the perception of your previous permanent level of seniority, be clear on how you’ve maintained strategic oversight and leadership influence.
• Continued Professional Development: How are you evidencing growth? Whether it’s through formal CPD, qualifications, or sector engagement — show that your development hasn’t paused.
• Leadership Dexterity: Can you demonstrate a range of leadership styles? If you’ve been doing the same type of brief repeatedly, how will you transition into a broader remit requiring different approaches?
• Perception and Narrative: Own your interim experience with confidence. Highlight the breadth of insight, adaptability, and high-level judgement that comes with working across diverse systems and structures. Don’t allow assumptions to shape your narrative — redefine it.

Final Thoughts & Advice

For professionals considering the shift, the first step is reflection. What do you want from your next role? What does fulfilment look like — and is it the nature of the role, the organisational mission, or your lifestyle that’s prompting the change?

Engage with recruitment specialists, peers, and mentors who have made the transition. Tile Hill works with professionals at this exact crossroads and can offer a candid view of what life in a permanent role looks like today — the opportunities, the trade-offs, and the reality on the ground.

Ultimately, this isn’t about being “interim” or “permanent.” It’s about understanding the nature of the role, aligning it with your values, and positioning yourself for success.

With the right preparation, mindset, and support, moving into a permanent leadership role can be an exciting and rewarding evolution of your career.