I have a favorite type of phone call. I must admit to feeling a high level of satisfaction when another smart human from the non-profit world calls and asks Turnkey for assistance or support. Quite often, these requests are about an urgent need to fill a vacancy on a leadership team due to a resignation or a RIF (reduction in force) by the organization.  

How to fill the gap is a critical decision. Sometimes, they need the perfect fit to sit in an interim role until they are ready to hire. Sometimes, they can allow the seat to sit vacant for a small amount of time while they find the perfect fit to take the position full-time. They frequently need help deciding which type of support will be the most effective. These vacancies never occur at an ideal time and there are many things to consider when deciding on a placement or an interim.  

Why Consider Interim Staff? 

Interim staffers can be an ideal answer for organizations that need to refocus, realign, and allow leadership teams time to strategically think about what is needed in the future. There are a host of benefits to using an interim placement. We regularly hear it is an opportunity to bring skills to the role while developing a strategy to move forward.  

Because they are experienced, interims aren't just parachuting into unfamiliar territory; they're landing with a map. They can hit the ground running, bypassing the lengthy onboarding usually required to reach cruising altitude in a new role. 

They bring with them the ability to adapt their tenure to suit the company’s needs, whether that’s leading a charge through a significant change, filling the gaps during times of transition, or anchoring a project that's adrift. 

Imagine having an advisor who isn't bogged down by company politics, or the way things have "always been done." That's part of the beauty of interim staff—they see the forest for the trees, providing clear, unbiased perspectives that might otherwise be missed by those who’ve grown accustomed to the landscape. 

And what do they leave in their wake when they depart? Knowledge—like a trove of treasure for the current crew. They're not just visiting but enriching the team with best practices and improved processes that outlive their temporary tenure. 

Finally, when it’s time to bring in a permanent leader, interims can help scout the landscape for the right full-time successor and ensure the handover is as seamless as possible. 

The Cost Equation 

There is a cost difference to using a 1099 in this way. While their expertise is top-tier, you might expect to see the same for their rates—at least at first glance. However, the short-term investment in interim talent often sidesteps the hefty price tag of long-term commitments associated with permanent positions, not to mention the added overheads.  

The cost difference between hiring a 1099 independent contractor and a full-time employee can vary significantly based on several factors. Our beloved clients have found value in filling the role but are realistic about the hours needed to complete the work at hand. Interim staff members are a bit like having a volume knob for your leadership needs, turned up when the chorus swells with a big project and dialed back during the verses of day-to-day operations. 

The staffing costs aren’t just about numbers on a paycheck; it's a complex equation involving everything from benefits to tax implications. Consultants aren’t just charging for their time; they're accounting for the absence of a corporate safety net. They weave together their own parachute, setting aside funds for when work is scarce, and they're between projects, not to mention covering their own health insurance and retirement. 

On the other hand, full-time employees often enjoy a host of benefits. We're talking health care plans, retirement funds, and paid time off. And let’s not forget the occasional cherry on top, like tuition help or gym memberships. Employers foot a significant bill to offer these benefits, padding the true cost of a full-time hire. 

Tax time tells its own tale. For full-time folks, organizations play a dual role—they both collect and contribute a variety of taxes, from Social Security to unemployment taxes, ensuring a safety net is firmly in place. Independent contractors must manage their taxes and benefits without the company setting the course. 

And there are also hidden cogs in the employment machine in the form of administrative tasks. Bringing on a full-timer means rolling out the red carpet—there’s onboarding, payroll to process, training sessions, and human resources to manage. Consultants cut through much of this tape, stepping into the picture with less fanfare and fewer formalities, often not even needing a desk or a company email. 

Finally, picture a tug-of-war between flexibility and control. On one end, being a full-time employee means that the employer decides the where and how of the work. This brings its own costs, like setting up a workspace. Conversely, consultants bring a rubber-band flexibility to the table, stretching to accommodate project-based work and often supplying their own gear, which can mean cost savings for the organization. 

Turnkey’s interim consultants perform some of our most important work. We see the story repeated over and over. They help level an organization during a critical time. They possess years of experience and knowledge that your organization could benefit from in fantastic ways.  

As with most things, timing is everything. What does yours look like?