3: Example - Interim Procurement
Criteria: Interim roles example
Interim searches work differently from permanent role searches. You're not just looking for the right skills — you're looking for people who are actively available and already working in a flexible or independent capacity. TalentRiver has specific filters built for this.
The Interim filter in Advanced Criteria
Under Advanced Criteria, the Interim filter surfaces candidates who are currently operating in a non-permanent capacity. This includes people who list themselves as:
Interim manager or interim consultant
Freelancer or independent contractor
Fractional executive (e.g. Fractional CFO, Fractional CMO)
Running their own sole trader company or consulting firm
This is the most important filter for interim searches. Set it as a must have to restrict results only to people who are actively working this way. These candidates are already in the mindset of taking on assignments — you don't need to convince them that interim work is an option.
If you want a slightly broader pool, set it to nice to have. Candidates with interim experience will rank higher, but you'll also see permanent-track candidates who may be open to a temporary role.
Has current job: No
Found in the Filters panel, this setting uses the latest available data to surface candidates who do not currently hold an active role. For interim searches this is a strong signal — someone between assignments is likely available now or very soon.
Use this alongside the Interim filter rather than instead of it. A candidate who is currently between interim assignments is a very different profile from someone who has just been made redundant from a permanent role. The combination of both filters narrows to the right pool.
Be aware that this filter depends on data freshness. LinkedIn profiles are not always updated immediately, so treat it as a useful shortlist tool rather than a definitive availability check. Always confirm availability in the first outreach.
Skills and seniority
Interim candidates are typically brought in for a specific need, so be precise about what that need is. Set the core competency as a must have with relevant experience years — for a senior interim finance role, for example, 8+ years in a relevant function is a reasonable floor.
Avoid adding too many must-haves beyond the core skill. Interim candidates often have broad, cross-functional experience that doesn't always map neatly to a narrow criteria list. Let the close match and potential tiers show you profiles that are strong on the substance even if they don't match every subcriterion.
Industry and company type
For interim roles, industry experience is often more important than for permanent hires, because there's less time for onboarding. If the role requires someone who can start contributing in week one, set industry as a must have with timing set to within the last 3 years.
Company type can also be useful here. If you need someone who has operated at a certain scale — for example, led finance at a company with 200+ employees — add company size or company type to push those profiles higher.
Putting it together: an example build
For a senior interim CFO, available now:
Must have: CFO or Finance Director title, 8+ years relevant experience, Interim filter active
Filter: Has current job: No
Nice to have: Industry match, Big 4 or large firm background earlier in career, listed as Fractional or Freelance
Exclude: Candidates currently in long-term permanent contracts (use company type or employment type filters if available)
Run this, then check close matches carefully — many strong interim CFOs cycle between assignments and may have updated their profile slightly late, so you'll find good candidates just outside the full match tier.