{"id":108044,"date":"2025-08-15T15:39:36","date_gmt":"2025-08-15T15:39:36","guid":{"rendered":"https:\/\/www.taylorroot.com\/?p=108044"},"modified":"2026-02-25T13:33:59","modified_gmt":"2026-02-25T13:33:59","slug":"what-in-house-legal-teams-get-wrong-about-interim-hiring","status":"publish","type":"post","link":"https:\/\/srgroup.highrise.digital\/de\/market-insight\/in-house\/what-in-house-legal-teams-get-wrong-about-interim-hiring\/","title":{"rendered":"What in-house legal teams get wrong about interim hiring \u2013 and how to get it right"},"content":{"rendered":"\n
\n
\n
\"Business<\/figure>\n\n\n\n

Despite the growing popularity of interim hiring for in-house legal teams<\/a>, many still hesitate to explore interim options\u2014often because of persistent myths or outdated assumptions.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.<\/p>\n\n\n\n

Here, we explore some of the most common misconceptions about interim legal hiring\u2014and how to shift your thinking to make it work and provide value for your business.<\/p>\n\n\n\n

Myth 1: Interim = junior<\/h2>\n\n\n\n

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\u2019d 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.<\/p>\n\n\n\n

We regularly place interim Lawyers with established sector knowledge, commercial acumen, and the ability to hit the ground running. They\u2019re often the exact calibre you\u2019d look for in a permanent hire, but available now, and ready to make an immediate impact.<\/p>\n\n\n\n

Myth 2: You\u2019ll spend more time managing them<\/h2>\n\n\n\n

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.<\/p>\n\n\n\n

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.<\/p>\n\n\n\n

Myth 3: It\u2019s just a stopgap<\/h2>\n\n\n\n

Yes, interim hiring can fill a gap, such as parental leave or a delayed permanent hire, but building a flexible legal team<\/a> 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.<\/p>\n\n\n\n

Some companies also use interim roles as part of a test-and-learn model\u2014trialling 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.<\/p>\n\n\n\n

Interim hiring is an equally successful way of hiring when you\u2019re looking to hire your first Lawyer<\/a> as a founder-led business or start-up. It\u2019s a period in which you can get acquainted with each other\u2019s working styles, and adapt to the ongoing needs of your business at any given stage of growth.<\/p>\n\n\n\n

Myth 4: It\u2019s too expensive<\/h2>\n\n\n\n

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\u2014at a fraction of the cost of outsourcing.<\/p>\n\n\n\n

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.<\/p>\n\n\n\n

How to get interim hiring right<\/h2>\n\n\n\n

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