Executive Space

Today, mergers and acquisitions (M&A) have become a key strategic tool for companies seeking to grow, expand or adapt to market changes. These processes, while full of potential, also present significant challenges. Integrating corporate cultures, optimizing operations and retaining talent are just some of the complexities that companies face.

How can companies successfully address these operations?

This is where Interim Management emerges as a strategic ally, capable of making the difference between success and failure.

After years of experience, and taking a respectful license for the simile used in this case, we dare with some cases to avoid, in a roundabout way, if you hire an Interim Manager for your company.

As we often explain to our clients, in the world of Interim Management, where agility and the ability to make an impact are the key to success, we often focus on what a good professional must do to be successful. But what about mistakes? Knowing the possible "sins" to commit, which can cause a mission to fail, is as important as mastering the best practices and goodness of these professionals.

At Servitalent, we know that experience and strategy are fundamental in talent management. Therefore, we have identified the 7 most common mistakes that an Interim Manager must avoid at all costs to ensure a positive and lasting impact on theorganization and business leadership.

A company' s reputation is one of its most valuable intangible assets and, in the digital era, it can be quickly compromised. Knowing how to distinguish a setback from a true reputational crisis is crucial for business continuity and viability. When the trust of key stakeholders diminishes, negative conversation escalates in the media and social networks, directly impacting the bottom line and questioning the company's values and ethics, it is time to act decisively.

A clear example of how the loss of trust can be a missile against any project, whether political or business, can be seen in situations where credibility crumbles, demanding transparent and proactive management.

We are excited to introduce the latest edition of our Interim Management Guide 2025. This guide is more than just an update on data and trends; it's a strategic tool designed to empower business leadership and facilitate critical decision-making. In a business and geopolitical landscape where the only constant is change, having agility and specialized knowledge is crucial not only for survival but for thriving.

At Servitalent, as a specialized HR consultancy, we understand the challenges faced by boards of directors, CEOs, and human resources directors. The pressure to innovate, optimize, and adapt is relentless. That's why we created this guide several years ago: to offer a clear and practical roadmap on how interim management can be a catalyst for transformation and strategic growth

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.

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.

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.
  
  

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.

The mergers and acquisitions (M&A) market in Spain continues to rise, recording a 40% growth in 2024. Factors such as lower interest rates, increased private equity investment, and digitalization have fueled this trend. With a favorable financing environment, companies have greater opportunities to expand through strategic acquisitions, while sectors such as technology, energy, retail, and healthcare lead the volume of transactions.

However, success in M&A is not just about the acquisition itself but also about effective integration. This is where interim management becomes a key lever for business transition and consolidation, ensuring that operations deliver the expected value.

In Spain, the aging workforce is no longer a projection—it’s a reality. Recent studies reveal that by 2030, over 40% of the working-age population will be over 50 years old. This demographic shift presents unique challenges for the labor market: while accumulated experience becomes increasingly valuable, adapting to a fast-evolving technological landscape is now essential.