Benefits of Executive Interim Management Over Traditional Recruitment Methods in the Middle East

Today, I have the honor of speaking with CE Interim’s Advisor, Ms. Agata Jach, a distinguished Human Resources Executive based in Dubai, United Arab Emirates. Agata’s career reflects her expertise in Human Resources and Administration, with leadership roles across global organizations like InPost, AXA, Sanofi, TEVA Pharmaceuticals, Indesit, and Unilever.

Her extensive skills span mergers and acquisitions, team leadership, and strategic transformation, making her a versatile leader in navigating complex transformations in the pharmaceutical and finance industries. Agata, welcome on board, and let’s dive right in.

When is it beneficial for a company to engage an Executive Interim Manager in the Middle East?

Ms. Agata Jach: Engaging an Executive Interim Manager is especially beneficial for a company facing critical business challenges or leadership gaps that require immediate attention. This could include situations like market entry, internationalization, business transformation, mergers, or post-acquisition integration. The benefits of Executive Interim Management are evident as it provides specialized expertise right from the start, offering flexibility and speed.

Unlike traditional recruitment, the interim approach bypasses lengthy hiring processes, granting companies access to seasoned industry experts who are ready to deliver results from day one.

What are the differences between professional interim managers and regular permanent hires?

Ms. Agata Jach: Professional interim managers bring a unique approach compared to permanent hires. They focus on agile problem-solving and adapt quickly to organizational demands, aiming to achieve specific objectives within a limited timeframe.

This ensures they concentrate on delivering measurable outcomes swiftly. Interim managers are typically overqualified for the roles they fill, bringing seniority and extensive industry experience, which allows them to provide high-level strategic input.

In contrast, permanent hires often require a longer integration period to blend into the company culture and systems. Their role generally focuses on long-term growth beyond immediate projects or transformations.

Is there a reason why companies in the Middle East may be reluctant to consider professional interim managers and Interim Management Companies?

Ms. Agata Jach: Interim management is gradually gaining traction in the Middle East, although some companies are hesitant to adopt this model. Many organizations are accustomed to traditional recruitment and consulting practices, which can create resistance to change.

While the costs of senior interim managers might seem higher, the benefits of Executive Interim Management go beyond those of traditional consultants. Interim managers bring strategic insights and engage in day-to-day operations, ensuring that changes are effectively implemented.

This hands-on approach often leads to quicker results and smoother transitions during periods of change. As awareness grows, I believe more companies will see interim management as a valuable solution for their immediate leadership needs.

Based on your experience, what are the key benefits of cooperating with CE Interim?

Ms. Agata Jach: Collaborating with CE Interim offers significant advantages, including access to a global pool of over 60,000 interim managers and more than 10 years of experience. CE Interim is part of the Global Valtus Alliance network, which positions it dominantly in the global market. This extensive network allows companies to access a wide range of expertise and insights.

The depth of experience among CE Interim managers enables them to handle complex challenges effectively and implement strategic changes, driving impactful outcomes tailored to each company’s unique needs.

Additionally, CE Interim Partners actively participate in the assignment process. By closely monitoring and supporting both the managers and the client, they ensure that the agreed objectives are achieved efficiently. This layer of assurance and accountability guarantees the success of the interim solution.

Based on your experience in both Dubai and Europe, what are the key differences in working style?

Ms. Agata Jach: Dubai’s working style differs from Europe in various ways. Dubai has a less complex regulatory framework, albeit strict, which fosters an entrepreneurial mindset, quicker decision-making, and adaptability.

This enables businesses to respond more swiftly to market needs and client demands. Dubai’s rapid growth, openness to diverse cultures, and cross-cultural collaboration create a vibrant work environment that boosts creativity and innovation.

This multicultural approach allows teams to draw upon various perspectives and expertise, setting Dubai apart as a leading hub for businesses pursuing growth and transformation.

Thank you Agata for your valuable time and insights!