Identify the work that cannot wait

A temporary engagement should have a clear reason and scope. Describe the work to deliver, the decisions the person can make and the dependency that makes it time-sensitive. A project needing specialist implementation differs from an interim leadership gap. Agree the expected outcome before choosing the title or engagement length.

Distinguish delivery from leadership

A contract engineer may own defined technical work while an interim leader may need authority over people, priorities or delivery. Explain the reporting line and which decisions require approval. If several responsibilities are combined, acknowledge that in the brief rather than assuming one person can absorb every unresolved problem.

Agree the engagement responsibilities

Establish who engages and pays the person, which working arrangements apply and who handles access, equipment, confidentiality and handover. Corellia offers contract and interim recruitment, with arrangements agreed individually. Do not assume payroll, classification or cross-border responsibilities are identical across different engagements; obtain the appropriate advice for the arrangement.

Assess evidence against the assignment

Ask for examples relevant to the scope and constraints. Explore how the person enters an existing team, finds missing context and communicates trade-offs. Discuss the practical conditions for starting, including access to systems and decision-makers. Avoid requesting confidential material from previous assignments.

Plan the handover at the start

Define what the team should be able to operate after the engagement ends. Include documentation, ownership of unfinished work and the people who need knowledge transferred. If the scope changes, revisit responsibilities and expectations rather than quietly extending the original brief.

Choose the recruitment model separately

Permanent, contract and interim describe the engagement need; contingent, exclusive and retained describe the search relationship. Discuss both with Josh. Agree scope, fees and responsibilities before work starts, including what happens if the assignment or hiring decision changes.

Check the compensation assumptions.

Our salary guide separates advertised pay, disclosed equity and bonus from planning estimates. Compare the role, location and company context before using a figure in a decision.

Explore the evidence and compensation planner

Questions founders ask

Does Corellia offer contract recruitment?

Yes. Permanent, contract and interim recruitment are offered, with the engagement structure and responsibilities agreed before the search.

Is interim recruitment only for executives?

An interim brief should identify the temporary responsibility and authority required. Discuss the actual mandate rather than assuming a title defines the arrangement.

Can Corellia arrange different engagement structures?

Different structures can be discussed. Confirm who engages and pays the person and which responsibilities each party accepts before proceeding.

Does the salary guide show contract day rates?

The advertised salary guide does not establish contract-rate benchmarks. A contract brief needs its own comparison and commercial discussion.

What should be in the brief?

Include outcomes, expected duration, working arrangements, decision authority, required experience and handover responsibilities.

Can the assignment become permanent?

Discuss that possibility and the relevant terms explicitly. Do not assume a temporary engagement automatically includes a permanent transfer arrangement.