Onboarding procurement interims can be a challenging process. These professionals are often brought in to deliver immediate results on high-pressure projects, but without the right structure in place, their effectiveness can be hindered. However, when onboarding is done correctly, interims can seamlessly transition into their roles and deliver real value from day one.

Based on my experience, I’ve identified five key steps to ensure that procurement interims can hit the ground running and make a measurable impact on your organisation. By following these best practices, you’ll not only set your interims up for success but also maximise the return on your investment in their expertise.

1. Set Clear Expectations

The foundation of a successful onboarding process is clarity. Before your procurement interim even starts, outline specific goals, deliverables, and timelines for their work. Avoid vague instructions like “optimise the supply chain” and instead provide clear, measurable objectives, such as “reduce supplier costs by 10%” or “negotiate a new contract with XYZ vendor within six weeks.”

When an interim understands exactly what’s expected, they can focus on achieving these goals without wasting time on guesswork. This clarity not only ensures productivity but also sets the tone for accountability and alignment from the outset.

Additionally, share any contextual information they might need to understand the bigger picture. For example, is this a short-term fix, part of a larger transformation project, or a response to a specific business challenge? Providing this context helps interims prioritise their efforts and align with organisational priorities.

2. Ensure Access to Resources

One of the biggest frustrations for interims is being unable to access the tools, systems, and information they need to do their jobs effectively. Before their start date, ensure that they have:

• Logins and access to relevant software platforms and databases.
• Key documentation, such as procurement policies, supplier contracts, and performance reports.
• An overview of organisational processes and workflows.
• A point of contact for IT support or any technical issues.

Without these resources in place, even the most skilled interim will struggle to deliver results. Preparation on your end minimises downtime and ensures they can dive into their work from day one.

3. Introduce Them to Key Staff

Procurement interims rarely work in isolation. Their success often depends on collaborating effectively with stakeholders across the business. To facilitate this, take the time to introduce them to key team members and decision-makers.

Schedule an initial meeting where the interim can meet:

• Line managers and team members they’ll work closely with.
• Key stakeholders in other departments, such as finance, operations, or legal.
• Suppliers or external partners they may need to engage with.

These introductions help interims establish relationships quickly and build rapport with the people they need to rely on. It also makes it easier for them to navigate the organisational landscape and gain buy-in for their initiatives.

4. Schedule Regular Check-ins

While procurement interims are typically self-starters who thrive in high-pressure environments, regular check-ins are still essential. These meetings allow you to:

• Monitor progress against agreed goals.
• Address any questions or concerns they might have.
• Provide feedback and guidance to ensure alignment with organisational expectations.

Weekly or bi-weekly check-ins can strike the right balance, offering enough oversight without micromanaging. These touchpoints also create an opportunity for two-way communication, allowing interims to flag potential issues or suggest improvements based on their expertise.

Encourage open dialogue during these meetings. For example, ask questions like: “Are there any obstacles you’re facing?” or “How can we support you better?” This not only fosters trust but also ensures problems are addressed early before they escalate.

5. Provide a Buddy System

Even experienced interims can benefit from having someone in the organisation to turn to for guidance. Assigning a “buddy”—a team member who knows the company’s inner workings—can be invaluable.

The buddy can help the interim:

• Navigate organisational processes and unwritten rules.
• Quickly locate important resources or information.
• Answer any ad hoc questions that arise during their onboarding.

This informal support system reduces the interim’s reliance on senior staff for day-to-day queries and accelerates their integration into the team. It also creates a sense of connection, helping the interim feel more engaged and supported in their role.

The Benefits of Effective Onboarding

Investing time and effort into onboarding procurement interims pays dividends in the long run. When interims are onboarded effectively, they can:

• Deliver results more quickly, saving time and resources.
• Integrate seamlessly into your organisation, fostering stronger collaboration.
• Provide fresh insights and solutions based on their external experience.

Conversely, poor onboarding can lead to frustration, misalignment, and lost productivity. By following these five steps, you can ensure a smooth and rewarding experience for both your organisation and the interim professional.



Final Thoughts

Procurement interims bring specialised skills and experience to tackle critical business challenges. However, their success often hinges on how well they’re onboarded. By setting clear expectations, providing the right resources, facilitating introductions, scheduling regular check-ins, and offering a buddy system, you can enable your interim to hit the ground running and make an immediate impact.

Ultimately, effective onboarding isn’t just about helping interims succeed—it’s about ensuring your organisation gets the maximum value from their expertise. Take the time to get it right, and you’ll reap the rewards of a highly productive and seamless partnership.