One of the most common questions I am asked as an executive recruiter is: how am I finding the market at the moment?
Over the past year, I’ve found myself having more and more conversations with both interims and hiring managers about how recruitment in local government is changing - not in the dramatic, headline-grabbing ways, but in the subtle changes that influence how roles are filled, who gets placed, and how long it all takes. These changes reflect deeper shifts in how councils are operating, particularly in the wake of ongoing financial pressures and the wider Local Government Reform. And while the landscape might be becoming more complex, it also creates new opportunities - especially for interims who can approach this evolving space with flexibility, patience, and understanding.
One of the most noticeable changes in interim recruitment recently is the pace of the decision-making process. Roles that might once have moved swiftly from briefing stage to offer and acceptance now often stall at various approval stages. This isn’t down to disinterest or inefficiency - it’s largely a symptom of financial strain. With budgets tighter than ever and scrutiny at every level, even urgent roles can be delayed while funding is sourced or internal signoffs are secured.
This can be challenging to navigate, especially for interims who are interested in the opportunity and are ready to step in and hit the ground running, and for recruiters who understand the value they bring. But we also know that the best outcomes often come from candidates and clients who stay engaged and communicative, even when things slow down. From a candidate’s perspective, staying in regular contact with your consultant might not speed the process up, but it does ensure that you’re front of mind the moment things move forward.
Another noticeable shift is the increase in councils wanting to gently test the market and put out feelers before certain interim requirements have been given the go ahead. This may be to gauge candidate availability or get a sense of what potential costs may look like or working through internal restructures or processes. Given the financial pressures facing the sector, this cautious approach is understandable. However, to ensure it remains productive, transparency about the likelihood of the role being approved, clear communication, and careful expectation management are essential.
For interims, this can sometimes add a layer of complexity, especially when you’re navigating multiple opportunities. But it also speaks to the wider uncertainty councils are facing right now, and the balancing act they’re performing between immediate needs and long-term planning. Having some patience and managing expectations is increasingly part of the process.
With the growing use of frameworks in local government recruitment, compliance & on boarding processes have somewhat shifted. The days of getting a verbal offer, turning around the contracts and starting within the week seem to be largely behind us. Now, onboarding process are under more scrutiny - and understandably so. Frameworks exist to centralise recruitment processes, save costs and protect both the organisation and the candidate, but they do add extra steps. What we’ve found is that the interims who stay prepared, with documents ready, references lined up, and ID checks completed quickly, are the ones who get through the process fastest. It’s a small thing that can make a big difference, and it helps avoid delays when the right opportunity finally lands.
This isn’t just a message for candidates. Hiring managers have a crucial role to play in navigating this new landscape, too. One of the most valuable things you can offer your recruitment partners is transparency, even when the update is “there is no update.” Silence, however well-intentioned, can cause uncertainty. And in a market where interims are often juggling several opportunities, uncertainty can lead to drop-offs. When we’re kept in the loop, we can keep candidates engaged, manage their expectations, and avoid losing them before hiring managers are ready to make a move. Ultimately, a transparent process leads to a better process for everyone involved.
There’s no denying that interim recruitment in local government is shifting. Things are moving more slowly, and there are more unknowns. But what remains constant is the incredible value that interim professionals bring - the flexibility, the insight, the ability to step into high-pressure environments and make things work. As we move through this period of reform and adjustment, the importance of collaboration between interims, hiring managers, and consultants only grows. With clear communication, realistic expectations, and a bit of patience, we can continue to deliver meaningful change for councils and communities alike.
Whether you're an interim professional seeking your next opportunity or a hiring manager looking to fill a key role, we’d love to hear from you. Our team is well-versed in navigating the evolving local government landscape and is ready to support you every step of the way. Get in touch with us today to start the conversation: interim@penna.com
Thomas Race – Senior Associate Consultant, Executive Interim
LinkedIn:Thomas Race
Email: Thomas.Race@Penna.com