Interim Talent Is No Longer a Stopgap. It's How Companies Win.

3,810 independent professionals. 20+ years of average experience. One conclusion that should change how you think about workforce strategy.

The 2026 Talent Lens Survey from Heidrick & Struggles — conducted through their on-demand talent arm, Business Talent Group — delivers the most comprehensive snapshot of the interim talent market we've seen. And the findings are clear: interim leaders are no longer a stopgap. They're a strategic advantage.

Here's what the data reveals.

The Numbers That Matter

Tenure is getting longer.

42% of projects now exceed 6 months — up from 27% in 2021. Sixteen percent extend beyond a year. For experienced independents, that number jumps to 55% running 12+ months.

This isn't temp work. It's embedded leadership.

The talent pool is growing — fast.

The percentage of newly independent professionals (less than one year of experience) jumped from 6% in 2020 to 15% in 2025. More leaders are choosing independence, not falling into it.

Rates are holding or rising.

30% of independents reported higher daily rates in 2025 compared to 2024. Another 50% maintained consistent rates. Only 20% saw declines.

The market rewards expertise. Good talent costs more, and companies are paying.

Why They Go Independent (It's Not What You Think)

The survey asked independents why they left traditional employment. The top three reasons across Europe and the Americas:

Variety of work
Ability to pick their own projects
Being their own boss / flexibility

Notice what's missing? "Couldn't find a full-time job" isn't on the list.

These are deliberate career choices from executives with 20+ years of experience at leading consultancies and corporations. They're not looking for work. They're selecting it.

AI Is Table Stakes

The survey asked independents about AI adoption. The results:

75% Actively upskilling in AI
39% Collaborating with AI specialists
44% Expect clients will require AI
11% Not using AI at all

The independents who aren't learning AI? They're becoming the minority. And clients notice.

For buyers evaluating interim talent solutions: ask how your provider is vetting AI capabilities. This isn't a nice-to-have anymore.

What Clients Are Getting

The survey asked organizations what value they're realizing from interim talent:

Benefit	% of Clients
Fill critical skill gaps	75%
Provide objective insights	63%
Accelerate key initiatives	61%

The top functions utilized? Strategic and operational planning, process improvement, business transformation, and firm-wide change initiatives.

Translation: companies aren't hiring interim talent to "hold the fort." They're deploying them on their most important work.

The Strategic Shift

Sunny Ackerman, Global Managing Partner at Heidrick & Struggles, summarized it:

"Interim leaders are no longer a stopgap; they are how forward-looking organizations turn volatility into advantage."

This is the core insight. The companies winning with interim talent aren't treating it as an emergency option. They're building it into their operating model.

Spotlight: Business Talent Group

The survey comes from Heidrick & Struggles, but the expertise behind it is Business Talent Group (BTG) — their on-demand talent platform acquired in 2021.

BTG is one of the leaders in this space. View their profile on Human Cloud.

Their verified customers include Logitech, Ulta Beauty, Albertsons, YMCA, Optum, and Astellas. Customer feedback consistently highlights competitive pricing, talent quality, and responsiveness.

Founded in 2007 in Los Angeles, BTG built their reputation on matching Fortune 500 companies with elite independent talent. The Heidrick acquisition expanded their reach into executive search and leadership consulting.

Their tagline — "Critical talent for critical moments" — captures what the survey data proves: this market has matured beyond contingency staffing into strategic capability.

The Bottom Line

The interim talent market isn't emerging anymore. It's arrived.

3,810 professionals surveyed. 42% on engagements over six months. 75% upskilling in AI. 80% of demand coming from small and mid-size companies.

The organizations treating on-demand leadership as a strategic capability — not an emergency measure — are the ones turning volatility into advantage.

The question isn't whether to use interim talent. It's how to find the right solution for your needs.

Compare interim & fractional talent solutions on Human Cloud

Data source: 2026 Talent Lens Survey, Heidrick & Struggles / Business Talent Group. Survey of 3,810 full-time independent professionals conducted August 2025.