Interim leadership in local government is rising amid financial crises and workforce gaps. When treated as an organisational development and design (OD&D) intervention, it accelerates transformation, embeds cultural change, and builds capability. Strategic use includes acute risk, time-bound outcomes, and diagnosed gaps. Success depends on crisp contracting, benefits assurance, and planned exit, turning interims into catalysts for sustainable performance.

Councils spent £420m on senior interim roles in 2022–23, with costs projected to rise to £483m by 2026 due to inflation and reorganisation. Typical daily rates range from £600–£850 for Heads of Service, £750–£900 for Assistant Directors, £900–£1,200 for Executive Directors, and up to £1,500 for Chief Executives. Agency margins average 23%, adding significant cost. Nationally, margins could reach £111m annually, with recruiters earning £11m–£22m in commission.

Local government recruitment is broken, plagued by high agency spend, fragmented supply chains, and interim-heavy teams. Councils need a strategic partner to track spend, reduce off-contract costs, and support permanent recruitment. While NSPs offer breadth, only values-led MSPs deliver speed, quality, and transformation. Discover why MSPs like OPUS and Reed are reshaping recruitment in local authorities.

Local councils face major recruitment challenges, yet millions in apprenticeship levy funds go unspent. This blog urges councils to treat apprenticeships as strategic workforce tools, not compliance tasks. It outlines how to overcome barriers, align standards with roles, and embed apprenticeships into planning. With a 24-month expiry on levy funds, councils must act fast to unlock talent, boost retention, and support inclusive growth.

Neurodivergent professionals are underrepresented in UK boardrooms despite comprising 15–20% of the population. Boards miss out on strategic thinkers with unique strengths in governance, risk, and innovation. Inclusive NED recruitment boosts performance diverse boards deliver better decisions, more innovation, and stronger oversight. Neurodiversity isn’t just inclusive it’s transformative. Discover how to unlock boardroom potential through inclusive practices.

Interim recruitment in local government is fast-paced and often unclear. Success depends on understanding the process, asking smart questions, tailoring your CV, and acting with integrity. Exclusivity is rare always confirm it. Know how rates are set, be strategic, and value consistency over chasing high day rates. Be patient after submission, prepare thoroughly for interviews, and follow up professionally. Build trust, deliver value, and you’ll not just get roles, you’ll bui

Faced with mounting recruitment challenges, UK councils are increasingly using market supplements and golden handshakes to attract and retain talent in hard-to-fill roles. These financial incentives once rare are now central to workforce strategy, especially in social care, planning, and legal services. But their use raises ethical questions around pay equity, transparency, and sustainability. This blog explores how councils can deploy these tools strategically and responsibl

Local government faces a growing leadership challenge not just in attracting talent, but in how we recruit it. Drawing on Stuart Longbottom’s research, this blog explores why traditional e-recruitment methods often fail to deliver the right fit at executive level, and what councils can do differently. From prioritising character over credentials to rethinking candidate experience, it’s time to modernise how we hire.

As the recruitment market becomes increasingly saturated, and local authorities face mounting financial pressures, it is time to ask a...

Recruitment in local government is too often treated as a reactive, transactional process fill the vacancy, tick the box, move on. But...

In local government, recruitment is far more than a transactional process of filling vacancies. It is a strategic endeavour that shapes...

With the English Devolution White Paper advocating for universal coverage by strategic authorities and a strong governmental preference...

As local authorities across the UK continue to face acute and persistent skills shortages particularly in specialist professional roles...

Local government is not just a tier of administration - it is the living, breathing interface between democracy and daily life. It is...

In today’s rapidly evolving local government landscape, staying relevant isn’t just a professional advantage it’s a necessity. With financial pressures mounting, structural reforms underway, and expectations shifting, interim professionals must continuously adapt to remain impactful and in demand. In a recent episode of Truth About Local Government , Matthew Masters Business Director and host was interviewed by Olivia Treanor, a specialist in interim recruitment across the Mi

In today’s complex and fast-evolving public service landscape, local authorities are under increasing pressure to deliver more with less...

The world of interim management plays a vital, though often underappreciated, role in supporting the UK’s local government sector. Interim professionals are experienced leaders who step into organisations during times of change, uncertainty, or transition bringing with them not only expertise, but also the ability to deliver calm, clarity, and results under pressure. For senior professionals considering a move from permanent employment into interim work, the decision can feel

Over the past decade, I’ve worked closely with councils across the UK to place interim leaders in critical roles often during times of uncertainty, transformation, or urgent need. One myth I’ve seen steadily dismantled is the idea that interim executives are simply there to “hold the fort” until a permanent appointment is made. That couldn’t be further from the truth. Today, interim leaders are brought in to lead complex transitions, stabilise services, and deliver results of

Developing a Resourcing Strategy in Local Government A resourcing strategy in local government is far more than a recruitment plan. It is a comprehensive framework for building and sustaining a workforce that is agile, resilient, and aligned with the council’s long-term vision and service priorities. It encompasses how you attract, recruit, deploy, develop, and retain talent in a way that supports both day-to-day service delivery and broader organisational transformation. In

Working in local government has never been for the faint-hearted. It’s a space defined by complexity, scrutiny, and constant change. But...