Interim Digital Project Management — Bridging the Gap Without the Risk

There’s a moment most leadership teams recognise.

Someone important leaves. Someone goes on maternity or long-term leave. A restructure lands mid-delivery. Suddenly there’s a gap, not just in headcount, but in clarity, momentum, and decision-making.

That’s where interim digital project management comes in. Not as a stopgap. Not as a gamble. But as a low-risk way to keep things moving while you work out the longer-term picture.

I’ve stepped into plenty of these situations over the years, and when interim is done properly, it can be one of the safest moves a business makes.

When interim support actually makes sense

Interim digital PM roles usually appear for a few common reasons:

• Maternity or parental leave

• Unexpected resignations

• Restructures or leadership changes

• Pauses while a permanent hire is being scoped

In all of these cases, the work doesn’t stop just because a role is temporarily empty. Projects still need steering. Teams still need direction. Clients still expect delivery.

What tends to go wrong is either:

• No one officially owns delivery, or

• The responsibility gets spread thin across people who already have full plates

Interim support gives the role a clear owner again — without forcing a rushed permanent hire.

According to the Project Management Institute, clear ownership and governance are critical to maintaining delivery during periods of change.

Immediate impact vs ramp-up time

One of the biggest advantages of an interim digital project manager is speed.

A good interim freelance or contract project manager isn’t learning how delivery works from scratch. They’re used to walking into live environments, picking things up mid-flow, and making sense of imperfect documentation, half-finished plans, and competing priorities.

The focus isn’t on reshaping everything. It’s on:

• Understanding what’s already in motion

• Spotting immediate risks

• Creating enough structure to stabilise delivery

In most interim roles I’ve taken on, I’m contributing meaningfully within the first week — sometimes the first few days. That’s the difference between interim and hiring someone permanently who might need months to fully bed in.

Harvard Business Review often points to interim leadership as a way to maintain momentum without forcing premature long-term decisions.

Interim vs freelance a subtle but important difference

People often use “freelance” and “interim” interchangeably, but they’re not quite the same.

Freelance client services and project management are often brought in for specific projects. Clear scope. Defined start and end. Deliver the thing, move on.

Interim roles are more about ownership. You’re effectively stepping into the seat that’s temporarily empty. That means:

• Representing the business internally

• Being accountable for delivery, not just outputs

• Holding context across multiple work streams

The mindset shifts from “supporting delivery” to “being responsible for it”, even if it’s only for a few months.

Low risk, high control

From a leadership point of view, interim support is one of the lowest-risk options available.

You’re not locked into a long-term contract. You’re not rushing a permanent hire just to fill a gap. And you’re buying time, time to assess the role properly, understand what’s actually needed, and make a calmer decision later on.

If things change, interim arrangements can adapt quickly. Extend, shorten, or wrap up cleanly. No drawn-out notice periods. No awkward mismatches.

That flexibility is especially valuable during restructures or periods of uncertainty, where committing too early can create more problems than it solves.

McKinsey highlights that unmanaged leadership gaps are one of the biggest risks during organisational change.

Typical engagement lengths and outcomes

Most interim digital PM roles sit somewhere between 3 and 9 months, though I’ve been involved in many shorter and longer ones depending on the situation.

The best outcomes usually look like this:

• Delivery stays stable (or improves) during the gap

• Teams feel supported rather than stretched

• Risks are managed instead of quietly building

• The handover back to a permanent hire is clean and well-documented

In some cases, the interim period also helps clarify whether the role needs to change shape entirely — which is a win in itself.

Why interim works when it’s done right

Interim digital project management isn’t about parachuting in and making noise. It’s about being calm, reliable, and focused on outcomes.

My job in interim roles is simple:

• Keep delivery moving

• Reduce uncertainty

• Leave things in better shape than I found them

If you’re facing a temporary gap in leadership or delivery, interim support isn’t a compromise. Done properly, it’s one of the most controlled, sensible ways to protect your projects — without adding unnecessary risk.

And as always please drop me a line if you need to discuss support for your team.