Executive Space

When a company turns to an interim manager, it usually does so with a clear objective: to tackle a specific business challenge within a defined timeframe. Whether it's to lead a transformation, face a crisis, temporarily replace a key figure, or launch a new line of business, the success of the mission depends not only on the skills of the interim manager but also on the context in which they will operate. And within that context, the team they will lead is a decisive factor for interim management.

In today's professional environment, negotiation stands as a crucial skill. Whether closing deals, resolving conflicts, or agreeing on contractual terms, the ability to negotiate effectively can be decisive for success. But how to act in the face of a particularly challenging negotiation style? Imagine this situation: you are in the final phase of a selection process for a key executive position. The company shows a clear interest in your incorporation, and you desire the position, but the negotiation of the compensation package, which includes salary and benefits, becomes a challenge. Your interlocutor's style is reminiscent of Donald Trump's: direct, unpredictable, and with a "win at all costs" mentality. How to approach this situation without yielding to all their demands or jeopardizing the negotiation?

In today's complex geopolitical landscape, talent management faces a growing challenge: the rise of tariffs. This situation introduces economic uncertainty that directly impacts talent attraction and the retention of professionals. Candidates, especially those with stable jobs, may show greater risk aversion and lower job mobility, fearing the potential negative repercussions on companies seeking professionals in the market.

What if retiring no longer meant ceasing to lead?

With the entry into force of Real Decreto-ley 11/2024, the pension system is adapting to an increasingly common reality: many people wish to continue contributing professional value after retirement. This reform regulates and facilitates three modalities – active, partial, and deferred retirement – which, together, open an unprecedented scenario for leveraging senior talent.

In this context, Interim Management not only fits in but is projected as the most effective and secure professional avenue to channel this continued employment.

Are you wasting valuable talent due to age?

Spain is in full economic recovery, with a general unemployment rate in decline (10.9% at the beginning of 2025, according to the INE). However, one of the major challenges of the current labor market remains age discrimination. Today, nearly 32% of unemployed people are over 50 years old, a figure that not only affects thousands of qualified professionals but also companies that miss opportunities to incorporate experience and strategic vision.

Eliminating ageism in selection processes is not just an ethical issue: it is a decision that directly impacts your company's productivity, innovation, and reputation.

Is your small business at risk due to rising costs?

According to recent data published by CEPYME, small companies (between 10 and 49 employees) are facing a challenging situation: labor costs increased by 4% in 2024, exceeding the general price increase (CPI of 2.8%). This limits their ability to compete, grow, and attract talent.

Why do small businesses have more difficulties than large ones?

This context highlights two distinct business realities. While large companies grew by 6.5% in employment last year, small ones barely reached 3.2%. This is because:

• They have less capacity to absorb costs and negotiate conditions with suppliers.
• They struggle to access specialized talent.
• Adapting to regulatory or market changes is slower.
  
  

The interim management market in Spain continues to grow, although it is still far from the consolidation seen in countries such as the United Kingdom, France, Germany, or the Netherlands. A relevant fact is that only 20% of interim management assignments are intermediated by specialized companies, known as service providers, while the majority are managed directly with freelance professionals within trusted contact networks.

While directly hiring an interim manager may seem faster or cheaper in the short term, the reality is that turning to a specialized interim management provider offers strategic advantages that optimize investment and minimize risks. We explain why.

The design of compensation packages is not just a matter of numbers. With an increasingly competitive talent market, finding the balance between stability and motivation is key to attracting and retaining top professionals. How can you achieve this? Through transparency, education, and a strategy aligned with talent expectations.

Negotiating a compensation package is one of the most critical stages in the recruitment process. At Servitalent, we refer to it as “the last mile”, the decisive moment when both the company and the candidate define the terms of their future professional relationship. Yet, it's also a stage where many mistakes tend to occur, which can hinder the hiring of qualified talent or create internal issues in the medium term.

Here’s a breakdown of the most frequent mistakes and how to avoid them to strengthen your talent acquisition and negotiation strategies.

Criminal compliance has evolved from a mere regulatory obligation into a key differentiator in business strategy. In an environment where corporate responsibility is paramount, implementing a robust criminal prevention system not only safeguards the company but also enhances its competitiveness and reputation.