What drives the rate
- Depth of responsibility. Pure project leadership without signing authority is valued differently from a mandate with power of attorney, bank authority or board office.
- Duration. Longer engagements with predictable utilisation are priced lower than short assignments with high set-up effort.
- Days per week. Five days a week over six months is not the same as two days a week over two years.
- Travel share. Permanent presence at distant or foreign locations costs more than working time alone.
- Complexity. A single entity under local GAAP is not comparable to a ten-entity group under IFRS with transfer pricing exposure.
After the free first conversation and a review of the key documents you receive a written offer with a fixed day rate, the number of days and the objective. Request a first conversation.
Compared with a permanent hire
A day rate looks high next to a monthly salary. The comparison only works when everything is on the table:
- Employer social contributions and pension costs
- Bonus, company car and other benefits
- Holiday, sick days and public holidays — paid, without output
- Recruitment cost, frequently a third of annual salary at CFO level
- Several months of onboarding before full effectiveness
- The risk of a bad hire and the cost of separating
None of that applies to an interim engagement. You pay for days delivered; the mandate ends on the agreed date without notice protection or severance.
When interim does not pay off
For a permanent need at a steady level, a permanent hire is cheaper — and that is worth saying openly. Interim management is for bounded situations: a vacancy, a project, a special case. Where a lasting solution is needed, a lasting appointment should be made. In those cases supporting the selection process and onboarding the permanent hire is often the more sensible brief.
Frequently asked
How is it billed?
On days actually worked, monthly. No payment for days not worked, no employer contributions, no severance entitlement.
Are travel costs extra?
Travel and accommodation are reimbursed against receipts or covered by a flat rate. Either way it is agreed in writing before the engagement starts.
Is there a minimum duration?
No. Three months is usually the sensible floor, because below that the onboarding effort outweighs the benefit. For clearly bounded special tasks shorter assignments are possible.