Both exist to fix a business problem someone can't get to internally. They solve it in different ways — here's how to tell which one your situation actually needs.
An interim or fractional manager is a single, senior individual who joins your organization temporarily — often reporting into your board or leadership team — to steer a function or a turnaround from the inside. MyHR works differently: we take external ownership of a specific process, project, or problem under a contract, and deliver a result, without becoming part of your internal structure or headcount.
Neither approach is universally better. The right one depends on whether what's missing is leadership judgment inside the room, or hands-on delivery of a defined piece of work.
Do you need someone to sit in your leadership meetings and set direction — or do you need a specific process, project, or problem taken off your plate and delivered? The first points to an interim manager. The second points to MyHR.
| Interim / Fractional Manager | MyHR | |
|---|---|---|
| What you get | One senior individual, placed inside your organization | A team that takes external ownership of a defined scope |
| Best suited for | Leadership gaps, board-level direction, steering a function from the inside | A specific process, project, or problem that needs to be run or delivered end-to-end |
| Where they sit | Inside your org chart, usually reporting to your board or leadership | Outside your headcount, working against an agreed scope and milestones |
| Continuity risk | Tied to one individual's availability | Backed by a team, not a single point of failure |
| Engagement structure | Time-based placement, typically full-time for a set period | Scoped to the process, project, or problem — monthly contract or defined project |
| What ends the engagement | The placement term ends, or a permanent hire is made | The function is stable, the project is delivered, or the fix is implemented |
Sometimes, but not always. If the problem needs one senior voice sitting inside leadership meetings on an ongoing basis, an interim manager is usually the right tool. If the problem is a specific process, project, or fix that can be owned and delivered by a team under contract, MyHR is usually the better fit.
Both can start quickly. The difference is what happens after: an interim manager placement is an individual hire, with the usual matching and onboarding steps; a MyHR engagement is scoped directly against the process, project, or problem you describe.
Yes. It's common for an interim executive to set direction at leadership level while a dedicated team handles the operational delivery underneath them — the two roles solve different layers of the same situation.
An ongoing function, a defined project, or a business problem that needs a solution implemented — these are the three ways we take ownership.
Tell us what you're dealing with — we'll tell you honestly whether MyHR is the right fit, or whether you actually need something else.