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We've been working with top flight executive interims for as long as anyone in the business and longer than most. So it's no surprise that we have opinions on matters. Follow our thinking here.


Elmgrove Colts sponsorship by Holdsway continues for a second year

Continuing to build relationships within the community is important to the vision and values of Holdsway.

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Five tips to help clients get the best out of interim executives…

Read our latest blog to find out how you can optimise your relationship with your interim executive:

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Monday 2nd July, 2018

The 2018 Interim Management Survey results are out!

The eagerly-awaited results of the 2018 Interim Management Survey results were published today. These indicate that Holdsway is the leading gold service provider of interim executives in the United Kingdom!

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Thursday 3rd May, 2018

The 2018 Interim Management Survey

The annual Institute of Interim Management survey is now open, giving you the opportunity to vote for your preferred interim management providers!

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Monday 23rd April, 2018

Myth #5: Interim executives are just like management consultants.

In our latest blog, CEO and founder, Nick Diprose explains the key differences between management consultants and interim executives. Understanding the distinction between the two is critical for successful, sustainable and cost-effective change management.

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Thursday 8th March, 2018

Myth #4: Interim executives must have experience of our industry.

Continuing our popular series on misconceptions about Interims, this week's blog focuses on the false belief that an interim must have industry-specific experience. Nick Diprose, founder and CEO of Holdsway, outlines how breadth of experience in multiple sectors - a feature common in the CVs of the UK's most successful interims - brings originality and innovation into your business. In other words: being an interim executive takes all sorts!

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Thursday 15th February, 2018

Myth #3: Interim executives are too expensive.

In the third of our series of blogs regarding commonly-held misconceptions about Interims, Nick Diprose, founder and CEO of Holdsway, focuses on the perception that interims are expensive. Interims, with a wealth of experience and the capability to hit the ground running, represent incomparable value-for-money for challenging situations of change, crisis or transformation.

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Thursday 1st February, 2018

Myth #2: Immediate availability + some management experience = an interim.

In the second of his myth-busting series, Nick Diprose, founder and CEO of Holdsway, explains that not all 'interims' are equal. Genuine, senior-level interims are a rare breed, who provide experience and expertise in pressurised situations of crisis, change and transition.

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Tuesday 29th January, 2018

Selecting the right interim provider with 7 simple questions.

How do clients select the right interim management provider, when they need help managing change and transition in their organisations?

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Thursday 25th January, 2018

Myth #1: To get the best candidates, engage many interim providers.

In the first of a series of myth-busting, Holdsway Founder and CEO Nick Diprose explains the importance of developing unique interim-provider/client relationships as one of the best routes to engaging a successful interim.

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Friday 9th June 2017

Five Things You Should Know About Interim Executives

Interim managers and executives are experts in managing transition, change, uncertainty or crisis. They are suitably overqualified and used to being hired on an assignment basis to deliver. Here are five key things you should know about interim managers and executives.

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10th April 2017

Deloitte’s report underlines the need for proven interim executives.

Deloitte's report on contractors underlines the need to hire only proven, experienced interim executives when executing a change programme.

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Thursday 16th March 2017

The rise of the Headrenters. Experience is the difference.

The whole purpose of interim management is to facilitate the process of business change and to manage transition and crisis situations by importing specialist skills and experienced during the period. Or to put it more bluntly: bring in a heavyweight to shake things up and add a sense or urgency.

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27th September 2016

Engaging the right interim management firm in seven questions

Choosing the right interim management provider could ultimately make the difference between success and failure of a change situation. Hiring the right interim at the right time will provide crucial competitive difference for your business.

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14th March 2016

A successful interim is a mobile interim

The key to success in any interim assignment is to make sure an interim has the sensitivities and pragmatism to understand and turn cultural differences into business advantage.

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Friday 11th December 2016

You need something done? Ask an interim manager!

Interim management is the embodiment of what’s been called purpose-driven leadership. For true interim management is the deployment of a leader on an assignment basis to manage transition and accelerate change.

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Thursday 28th October 2015

The best interim managers are ‘rock stars’

Once hiring managers have identified top performers they should assess and profile them and then measure everyone else against them. Why change a successful formula? LinkedIn has launched the next generation of its recruiter product, designed for those executives who want to replicate standout or 'rock star' employees. But here's the rub. Finding the best talent is a contact sport.

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Wednesday 28th January 2015

What you should know about interim managers

Here are some plain-speaking answers to the questions clients and interim managers most frequently seem to ask. Interim management is one of the most transparent and direct ways to transfer knowledge, ideas and deliver business change. But there are some things you ought to know.

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Friday 21st November 2014

How much value do interim managers add?

How much value do interim managers add? Adding value is a key requirement of survival and success of an interim. I assess interim managers every day and each time my first questions are “Why were you hired?” and “What legacy did you leave in place?”

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