Over the past six to nine months, we have seen a significant increase in demand for interim resource across commercial finance, projects and FP&A.

What might appear to be short term cover is actually strategic hiring.

In particular, we are seeing:

• A higher volume of interim Commercial Finance and FP&A professionals
• Project led appointments focused on finance transformation and ERP systems
• Increased demand for senior interims supporting funding rounds, exit readiness and transactions
• A notable rise in outside IR35 mandates.

 

1. Market context

This trend is reflected in wider labour market data.

The Recruitment and Employment Confederation (REC) reported that temporary billings have consistently held up better than permanent placements during periods of economic uncertainty. In its latest labour market reports, temporary hiring has remained more resilient than permanent recruitment throughout 2024 and into 2025.

According to LinkedIn’s Economic Graph, finance remains one of the most resilient professional functions in the UK labour market. Finance roles have maintained strong hiring demand compared to many other professional services disciplines, particularly in areas linked to commercial decision making and planning.

Market reports from Hays show that over 60% of UK employers used temporary or contract staff in the past year, with many citing project work, transformation initiatives and short-term capability gaps as key drivers.

Similarly, the Robert Walters UK Salary Survey notes that organisations are increasingly using interim finance professionals to support systems upgrades, transformation programmes and transaction activity, particularly within FP&A and commercial finance functions.

While the IR35 reforms reshaped the contract market, outside IR35 opportunities remain common for genuinely project based roles.

 

2. What is driving this?

There is a clear theme across the conversations we are having with CFOs and finance leaders.

Uncertainty in the macro environment is not leading to paralysis; it is instead leading to preparation.

Many businesses are looking to get ahead of the game by:

• Upgrading finance systems
• Improving financial planning capability
• Enhancing scenario modelling
• Strengthening reporting ahead of an investment or exit

 

Rather than waiting for clarity, leadership teams are investing in capability that improves visibility, control and agility.

Interim talent provides a way to move quickly on some of these initiatives without committing to permanent headcount too early.

 

3. Permanent vs interim hiring decisions

Another theme we are seeing in 2026 is a growing level of caution around permanent hiring.

The need for strong finance capability has not gone away, if anything it has increased. However some organisations are being more considered about committing to permanent headcount.

Part of this is driven by the broader economic environment, where businesses are still navigating cost pressures and fluctuating demand.

In addition, upcoming employment rights changes have created some uncertainty for employers around future workforce obligations.

While the full impact of these changes is still developing, some organisations are understandably taking a cautious approach to adding permanent headcount until there is greater clarity.

In many cases this has led to organisations using interim professionals to bridge capability gaps or deliver specific projects.

For CFOs this provides flexibility while still ensuring that critical initiatives continue to move forward.

 

4. Why interim professionals are attractive right now

For many organisations, experienced interim professionals offer three key advantages.

• Flexibility
  Businesses can scale resource quickly for defined projects or periods of change.
• Pace
  Experienced interims are used to entering environments with limited structure and evolving priorities. They can add value from day one.
• Breadth of experience
  Many have worked across multiple sectors and ownership structures, making them particularly valuable during transformation or transaction activity.

 

The expectation is clear. Deliver impact quickly.

 

5. Exit, funding and transaction support

Another strong theme this year has been exit readiness and first-time funding.

Finance teams are often stretched during due diligence and transaction processes, particularly when the CFO is focused on the deal itself.

Interims are frequently brought in to:

• Provide an additional senior pair of hands
• Lead specific workstreams
• Support financial modelling and reporting
• In some cases, run the process entirely where they have prior experience.

 

This has created demand at senior levels including Interim Commercial FDs and Directors of Strategic Finance. 

 

6. HW Finance Market Data – 2026 So Far