The interim market in The Netherlands experienced major shifts in 2024, with a solid decline in assignments and tenders. This article offers a comprehensive analysis based on Planet Interim data and external market developments. 

The number of interim assignments fell by -24% in 2024 compared to 2023, with the second chart showing that the decline continued harder in the second part of 2024 than in the first part. The decline is 15% compared to H2 2023 and the 21% decline is that of H2 compared to H1 2024. The number of interim managers and professionals oriented to a new assignment fell by about 21% in 2024 compared to 2023.

Number of assignments per year at Planet Interim

Number of assignments per half year on Planet Interim

This decline is largely due to economic uncertainty and the enforcement of laws and regulations, such as those of the DBA Act and the possible arrival of the VBAR Act. As a result, companies and governments are adopting a (too) cautious hiring policy, while some areas are showing resilience and specific function groups are actually increasing in value.

Analysis by discipline

IT

•  Number of interim assignments: -34,4% (2024 vs. 2023)
•  Average wish rate for interim professionals: -2,43% (2024 vs. 2023)
•  Average indicative rate by employers: +9,87% (2024 vs. 2023)

The IT market saw a sharp -34.4% drop in the number of interim assignments in 2024 compared to 2023. At the same time, the average indicative rate by employers increased by +9.87%, while the average wish rate of interimmers actually fell -2.43%. However, this does not mean that interimmers are actually getting higher rates. In practice, there remains a tension between what employers and intermediaries are willing to pay and what interimmers demand.

IT Application Management & Helpdesk experienced a -42.3% drop in the number of assignments, while the indicative rate by employers increased by +24.79%. However, interimmers lowered their wish rate by -2.43%. This means that although employers are paying slightly more than before, interimmers still had to lower their rates to get assignments.

The increase in indicative rates within IT is not universal and should be seen in the context of a market in which employers and intermediaries are actively trying to drive down rates. While some positions showed higher indicative rates, this does not automatically mean that interimmers are getting their desired rates.

Finance, Banking & Insurance

•  Number of interim assignments: -20,2% (2024 vs. 2023)
•  Average wish rate for interim professionals: -3,1% (2024 vs. 2023)
•  Average indicative rate by employers: +26,1% (2024 vs. 2023)

Finance saw a -20.2% decline in the number of interim assignments in 2024 compared to 2023. At the same time, the average indicative rate that employers gave rose by +26.1%, while interimmers' average desired rate decreased by -3.1%. However, this does not mean that interimmers actually received higher rates but rather that supply and demand came into better balance.

Treasury, ALM and Actuarial experienced a -19.35% drop in the number of assignments, while the indicative rate rose sharply. This does not seem to be an occasional outlier, but a structural development within this niche. The demand for highly specialised treasury and actuarial professionals is so high that firms have to offer significantly higher rates. However, with an indicative hourly rate of €86, this was as of yet far from the average desired rate of €105 in 2024. For the discipline as a whole, these rates were at around €80 and €109 per hour.

The rise in indicative rates within Finance is largely caused by a shift to specialist and senior roles, especially within Treasury, Finance consultancy and Compliance. This does not mean that all Finance interimmers can charge higher rates.

HR

•  Number of interim assignments: -24,3% (2024 vs. 2023)
•  Average wish rate for interim professionals: +1,9% (2024 vs. 2023)
•  Average indicative rate by employers: +13,1% (2024 vs. 2023)

The HR sector saw a -24.3% decline in the number of interim assignments in 2024 compared to 2023. At the same time, the average indicative rate by employers increased by +13.1%, while the average wish rate of HR interimmers only increased by +1.9%.

P&O / HR Business Partner experienced a -39.46% drop in the number of assignments, but employers increased their indicative rates by +11.23%. At the same time, interimmers made a modest increase in their wish rates of +0.76%.

The rise in indicative rates within HR is mainly driven by increasing demand for project-based and strategic HR functions. This does not mean that all HR interimmers are getting higher rates.

Marketing, Sales & Communication

•  Number of interim assignments: -38,2% (2024 vs. 2023)
•  Average wish rate for interim professionals: +5,67% (2024 vs. 2023)
•  Average indicative rate by employers: +20,69% (2024 vs. 2023)

The interim market within Marketing, Sales & Communication saw a sharp decline of -38.2% in the number of interim assignments in 2024 compared to 2023. At the same time, the average indicative rate by employers rose by +20.69%, while the average desired rate by interimmers increased by +5.67%.

Sales & Account management experienced a decrease of -30.26% in the number of assignments, while the indicative rate increased by +30.63%.

The increase in indicative rates within Marketing, Sales & Communication is mainly driven by selective growth in strategic and commercial roles.

Share of discipline in the market (2024)

Construction & Engineering

•  Number of interim assignments: -3,9% (2024 vs. 2023)
•  Average wish list rate for interim professionals: +7,75% (2024 vs. 2023)
•  Average indicative rate by employers: +2,98% (2024 vs. 2023)

The market for interim professionals within Construction & Engineering experienced a -3.9% decline in the number of assignments in 2024 compared to 2023. However, in the second half of 2024, the number of assignments increased by +11.76% compared to the first half of 2024, indicating a cautious recovery in the need for professionals in this discipline.

Purchasing & Logistics

•  Number of interim assignments: -11,3% (2024 vs. 2023)
•  Average wish rate for interim professionals: +4,7% (2024 vs. 2023)
•  Average indicative rate by employers: +6,5% (2024 vs. 2023)

The interim market within Procurement & Logistics saw a -11.3% decrease in number of interim assignments in 2024 compared to 2023. At the same time, the average indicative rate by employers increased by +6.5%, while interimmers increased their desired rate by +4.7%. This indicates a market in which companies are paying higher rates for strategic and specialised procurement and logistics functions.

Legal & Tax

•  Number of interim assignments: -13,1% (2024 vs. 2023)
•  Average wish rate for interim professionals: +6,8% (2024 vs. 2023)
•  Average indicative rate by employers: +8,1% (2024 vs. 2023)

The Legal & Tax sector saw a slight decrease of -13.1% in the number of assignments in 2024, while the indicative rate increased by +8.1%. The wish rate of interimmers increased by +6.8%, indicating a relatively balanced negotiation between supply and demand.

Social Domain

•  Number of interim assignments: -6,7% (2024 vs. 2023)
•  Average wish rate for interim professionals: +3,72% (2024 vs. 2023)
•  Average indicative rate by employers: +5,46% (2024 vs. 2023)

The interim market within the Social Domain experienced a sharp decline of about -6.7% in the number of assignments in 2024. Due to a reshuffling of assignments from Care & Medical and a split off of part of this to the new discipline Social Domain on Planet Interim, the years 2023 and 2024 for both Social Domain and Care & Medical are less comparable. However, the trend is correct. Apart from the drop in assignments, indicative rates for assignments rose by +5.46%, while interimmers increased their wish rates by +3.72%. This points to a market where policy and project expertise is still valued as of yet.

Healthcare & Medical

•  Number of interim assignments: -80,2% (2024 vs. 2023)
•  Average wish rate for interim professionals: +4,15% (2024 vs. 2023)
•  Average indicative rate by employers: +6,72% (2024 vs. 2023)

The interim market within Healthcare & Medical experienced a sharp decline of -80.2% in the number of assignments in 2024. The average indicative rate increased by +6.72%, while the desire rate of interimmers increased by +4.15%. This suggests that specialised healthcare professionals are still in demand as of yet while more operational healthcare roles fell sharply on Planet Interim. It should be noted that Planet Interim focuses mainly on higher-skilled interim managers and consultants and not on operational healthcare staff, for example.

Executive board & Strategy

•  Number of interim assignments: -21,9% (2024 vs. 2023)
•  Average wish rate for interim professionals: +6,2% (2024 vs. 2023)
•  Average indicative rate by employers: +9,34% (2024 vs. 2023)

The interim market within Executive Board & Strategy saw a decline of -21.9% in the number of assignments in 2024. At the same time, the indicative rate rose by +9.34%, while interimmers' desire rate increased by +6.2%. This indicates a selective rise in strategic advisory and programme management roles.

Conclusion

The interim market in 2024 was under pressure due to economic uncertainty, geopolitical tensions and tightened regulations for the self-employed. The number of assignments fell sharply, especially within IT, HR and Marketing, while Construction & Engineering showed signs of recovery in the second half of the year. Although indicative rates rose in some specialist disciplines, this does not automatically mean that interimmers realise these rates. The market remains heavily influenced by employers and intermediaries, who closely monitor margins and costs.

•  The sharpest declines in assignments were visible within IT (-34.4%), HR (-24.3%), (operational) Healthcare (-80%) and Marketing (-38.2%).
•  Within Finance, IT and Healthcare, indicative rates rose, but the increases were mainly for senior and specialist roles.
•  Construction & Engineering experienced a +11.76% recovery in the number of assignments in the second half of 2024.
•  The market is moving towards specialist and strategic interim roles, while operational and generic roles are under pressure.

Difference indicative and wish list by discipline 2024

Assignments decline by discipline 2024 vs. 2023

Outlook 2025

Based on Planet Interim data and recent market developments, the following trends can be expected for 2025:

•  Cautious hiring policy due to DBA Act enforcement:
  Due to the DBA Act enforcement from 1 January 2025 and the uncertainty over the VBAR Act, employers may remain reluctant to use self-employed workers.Due to the DBA Act enforcement from 1 January 2025 and the uncertainty over the VBAR Act, employers may remain reluctant to use self-employed workers.
•  More political attention for conscious self-employed people:
  Politicians increasingly recognise that self-employed people consciously choose to be entrepreneurs. VVD and NSC advocate a more lenient policy for self-employed people who are demonstrably self-employed. This could have a positive effect on the number of outstanding assignments
•  Rising rates for specialist interimmers:
  Demand for experienced professionals in Finance, Compliance and IT remains high, which may cause indicative rates to rise.
•  Recovery in Construction & Engineering:
  The sector already showed growth in the second half of 2024. This may continue in 2025, depending on investments in infrastructure and the construction sector.
•  Growing demand for strategic and transformational roles:
  Interim professionals with expertise in strategic management, project and programme management, digitalisation and ESG remain in demand.

Practical recommendations for interimmers and employers

For interimmers:

•  Focus on specialised and future-proof disciplines:
  Expertise in digitalisation, ESG and compliance remains in demand, especially within Finance and IT.
•  Prepare for tighter regulations:
  Make sure contracts are legally conclusive and be alert to the implications of the DBA Act and VBAR.
•  Increase your flexibility:
  Consider multiple contract forms or expand your focus to sectors where demand remains stable.

For employers:

•  Anticipeer op wet- en regelgeving:
  Adjust your hiring strategy in time and avoid legal risks. Hiring highly skilled self-employed workers remains a good option. Read here more about working with the self-employed from 2025.
•  Provide an attractive offer:
  To attract and retain specialist interimmers, market-based rates and clear contracts are essential.
•  Minimise risks around the DBA Act:
  Work with legally conclusive hiring models to avoid self-employed people being classified as employees afterwards.

Despite the challenges in 2024, 2025 offers opportunities for both interimmers and clients who position themselves well. Political and economic developments will determine the further movement of the interim market. Strategic choices and a flexible approach will become crucial to respond to the changing dynamics of supply and demand.