Both terms describe a time-limited leadership assignment, but they rest on different logic: the executive’s status, the assignment’s objective, and the billing method.

The comparison table

Criteria	Transition Management	Interim Management
Status	Assignment (company, umbrella employment)	Fixed-term employee
Objective	Defined transformation mandate	Fill the vacant position
Billing	Daily rate (time-and-materials) or fixed fee	Gross salary + contributions
Mobilization	A few days to 2 weeks	Standard HR contracting timeline

When to choose which

Choose interim management when a position simply needs to be filled while a permanent recruitment process runs its course, with no particular transformation stakes. Choose transition management when the situation calls for a clear change mandate (restructuring, turnaround, post-acquisition integration, or setting up a new organization) with a measurable objective and a set end date.

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