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Companies today must respond faster than ever to changing market conditions. Digital transformation, increasing competitive pressure, skills shortages, and growing complexity across the value chain are pushing organizations to their limits. At the same time, expectations for efficiency, innovation, and agility continue to rise—often while resources remain scarce.

In this environment, interim management and project-based staffing solutions are becoming increasingly important. They enable companies to access qualified expertise at short notice, bridge personnel gaps, and keep critical projects on track. But the key questions remain: When exactly is interim management the right choice? And what benefits do these flexible staffing models offer compared to traditional recruiting approaches?

Immediate access to the expertise that matters

Many companies face challenges that require highly specialized knowledge or long-standing leadership experience—competencies that cannot always be sourced internally at short notice. Whether it’s a major digital transformation initiative, the introduction of a new ERP system, restructuring efforts or strategic optimization in functions such as Finance, HR, IT, or Supply Chain, interim managers are able to step in exactly when they are needed.

With extensive experience across industries and leadership roles, they are highly solution-oriented and fast to adapt. Their external perspective allows them to make unbiased decisions and identify issues that may remain unnoticed internally. This ability to make an immediate impact is one of the main reasons why organizations increasingly rely on interim professionals to close urgent knowledge and leadership gaps.

Bridging personnel gaps before they become a problem

Personnel bottlenecks have become an everyday reality: a key manager unexpectedly leaves, a critical role remains unfilled for months, or the organization is transitioning into a new leadership structure. Such gaps can quickly lead to operational challenges, stalled decision-making and productivity losses.

Interim managers ensure continuity in these critical situations. We support companies by providing qualified specialists and leaders at short notice—often within just a few days. Their immediate readiness to operate ensures that teams remain supported, processes run smoothly and strategic objectives continue to move forward without delay.

Ensuring projects stay on track

Many projects fail not because of a lack of ideas or resources, but because the right people are not available at the right time. Transformation programs, major implementation projects or seasonal peaks all require flexible staffing solutions that internal teams cannot always provide.

Project-based staffing solutions offer precisely this flexibility. Companies can bring in the exact specialists they need for a defined period—from initial planning and operational implementation to final handover. This enables more accurate budgeting, realistic timelines and a significantly higher likelihood of project success. The ability to scale project teams up or down as needed ensures that even complex environments remain manageable and efficient.

External perspective as a catalyst for change

In addition to technical and leadership expertise, interim managers bring another major advantage: independence from internal structures. In phases of change or reorganization, this neutral outside perspective can be crucial. External experts are not tied to internal dynamics and can therefore act more objectively, clearly and decisively.

Many companies deliberately use interim managers to prepare difficult decisions, optimize underperforming processes or drive transformation more consistently. Their role is often both operational and strategic: they initiate improvements, identify obstacles, and push forward implementation with a strong results-oriented mindset.

Speed and flexibility as key competitive advantages

The growing shortage of skilled professionals has significantly prolonged traditional recruiting processes. But many business-critical situations cannot wait for months until a new hire is found. Interim management and project-based staffing close exactly this gap: experts become available quickly and can assume responsibility immediately.

We maintain a large pool of qualified interim leaders and project specialists who can be matched to company needs quickly and efficiently. For organizations facing time-sensitive challenges, this speed becomes a decisive competitive advantage.

Cost-efficiency that convinces

One of the most underestimated advantages of interim and project-based staffing models is their financial transparency. Companies only pay for the actual duration of the assignment, avoid long-term commitments, and reduce the risks associated with mis-hires or staff absences. At the same time, the immediate impact of interim experts ensures faster progress and more effective resource utilization.

As a result, interim management not only offers flexibility but also a highly cost-effective way to strengthen resilience, performance and innovation.

Conclusion: A strategic tool for modern organizations

Interim management and project-based staffing have evolved far beyond emergency solutions. Today, they are strategic instruments that enable companies to remain agile, competitive, and resilient. Their use is particularly beneficial when:

• specialized expertise is required at short notice,

• leadership roles must be temporarily filled,

• major projects need to be executed professionally and without delay,

• external impulses accelerate transformation,

• speed, flexibility and cost transparency are critical success factors.

Organizations that use interim and project-based solutions strategically position themselves for long-term success—especially in times of uncertainty and rapid change.

How we support your success

We offer companies access to a broad pool of experienced interim managers and project specialists who are available at short notice and bring precisely the expertise required. With clear processes, personal consultation and tailored solutions, we ensure that our clients receive the right support—at the right time and in the right capacity.

Do you need to bridge a leadership vacancy or require immediate expertise for an important project?
Get in touch with us—we are happy to help.

Working from home or in hybrid models has long been part of everyday working life for many people. However, the freedom to work flexibly also brings challenges: less exercise, irregular breaks, constant availability, and the blurring of work and private life. At the same time, mobile working offers enormous opportunities to actively improve your health and remain productive in the long term.

In this article, you will learn how simple, everyday routines can help you stay healthy, focused and balanced – and why this is an important building block for professional success and a sustainable career.

Why healthy routines are so important in mobile working

When working from home, there is no commute, no walking between meeting rooms, and many people spend most of the day sitting down. This not only affects the body, but also concentration, energy levels and well-being.

Clear routines help you to create structure, reduce stress and increase your productivity. At the same time, they promote mental strength – a decisive advantage in modern working life.

1. Exercise as a source of energy: small impulses with a big impact

Sitting is considered the new smoking – that's why regular exercise is crucial.

Here's how to easily incorporate exercise into your day:

• Micro-breaks every 60–90 minutes: stand up briefly, stretch, roll your shoulders.

• Active meetings: conduct internal consultations as ‘walk & talk’ sessions.

• Mini workouts: 5 minutes of squats, climbing stairs or a short mobility video.

• Make your workplace varied: work standing up or change your seat from time to time.

Just a few minutes a day improves posture, circulation and concentration.

2. Healthy eating in the home office – without much effort

When working from home, it's easy to reach for quick snacks or eat irregular meals. With good preparation, you can avoid energy slumps.

Effective eating routines:

• Meal prep: Cook healthy meals in advance and prepare them for several days.

• Conscious lunch break: Eat away from your desk – this aids digestion and mental relaxation.

• Choose snacks wisely: nuts, fruit, yoghurt instead of chocolate & co.

• Drink enough: place a full glass of water at your workplace.

A balanced diet not only supports your health, but also your focus and performance.

3. Strengthen mental health: structure, breaks & boundaries

Mobile working often leads to blurred working hours. This makes mental stability and clear boundaries all the more important.

How to achieve mental balance:

• Fixed start and end times: Define when you start and finish work.

• Make conscious use of breaks: Go outside for a moment, open the window, breathe – take real micro-breaks.

• ‘Close your workplace’: Close your laptop, tidy up your workspace and turn off the lights when you finish work.

• Establish rituals: e.g. a short breathing exercise, making tea or a mini meditation.

These small routines signal to your brain when work begins – and when it ends.

4. Work ergonomically: small adjustments, big impact

An incorrect sitting position can lead to tension or back pain in the long term. With a few optimisations, you can make your workplace significantly healthier.

Tips for an ergonomic set-up:

• Screen at eye level

• Sit upright, shoulders relaxed

• Feet flat on the floor

• External keyboard and mouse instead of laptop touchpad

• Ergonomic accessories such as seat cushions, laptop stands or footrests, if necessary

Many employers provide ergonomic work equipment – ask them specifically about this.

5. Social connection despite distance: maintaining relationships in a hybrid everyday life

Good teamwork is also important when working from home.

Here's how to stay in touch:

• Regular team updates

• Virtual coffee breaks

• Open communication in the event of bottlenecks or uncertainties

• Take advantage of face-to-face meetings when you are on site

Good communication strengthens team spirit, trust and your long-term career success.

Conclusion: small routines, big impact

Healthy routines when working from home or in hybrid working models are not a luxury, but crucial for your performance, well-being and career. Exercise, clear structures, mental breaks and an ergonomic workplace create the basis for energy and focus – day after day.

If you want to actively shape your professional future, it's worth taking a look at our current job vacancies. There you will find positions that support flexible working models and fit your lifestyle. And with our CV designer, you can prepare your application professionally in just a few minutes.

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If you want to be successful in your professional life, you can't do everything on your own. Effective delegation and targeted requests for support are crucial skills for working on projects efficiently, reducing stress and advancing your career in the long term. Many professionals find it difficult to delegate tasks or ask for help – out of concern that they will appear incompetent or lose control. But the opposite is true: those who know when and how to ask for support come across as professional, organised and team-oriented.

In this article, you will learn how to delegate properly, when it makes sense to ask for help and how this can increase your performance at work.

Why delegating and asking for help is important

In everyday working life, there are always phases when the volume of tasks, responsibility or deadlines are high. Anyone who wants to do everything on their own in such situations risks overload and mistakes. Effective delegation helps to make optimal use of resources, promotes teamwork and gives you the opportunity to concentrate on your core tasks. Furthermore, the ability to ask for help is a sign of self-confidence and reflective ability – important factors for long-term career success.

When to delegate or ask for help

Not every task is suitable for delegation, and not every situation requires support. A few rules of thumb can help you make the decision:

• High priority & core tasks: Tasks that are strategically important or require your expertise should be done by you.

• Routine tasks: You can hand over tasks that are recurring but not very strategic.

• Complex tasks without sufficient resources: If you lack specialist knowledge, time or tools, it makes sense to ask for support.

• Overload: If the workload exceeds your capacity, delegate or seek advice in order to maintain quality and meet deadlines.

How to delegate tasks effectively

1. Define clear goals and expectations

Before you hand over tasks, think carefully about what the goal is and what results you expect. Communicate this clearly and comprehensibly.

2. Choose the right person

Choose someone who has the necessary skills or who can use the task as a learning opportunity. A realistic assessment of competencies prevents frustration on both sides.

3. Transfer responsibility, don't lose control

Give the other person enough leeway and trust to work on the task independently. Set clear deadlines and offer support if needed.

4. Give feedback

After the task is completed, feedback is important. It promotes further development, motivation and provides clarity about expectations in future projects.

How to ask for help without showing uncertainty

• Ask directly and specifically: Formulate your request precisely: What exactly do you need help with? By when? What information is already available?

• Provide a reason: Briefly explain why you need help, e.g. time pressure, lack of expertise or parallel projects. This signals professionalism and the ability to reflect.

• Show gratitude: A simple thank you is motivating and shows appreciation for the work of others.

Benefits for your career

Learning to delegate tasks sensibly and ask for support not only gives you more time and a better overview, but also strengthens teamwork. At the same time, this ability signals a sense of responsibility and self-management – qualities that have a positive impact on your career.

In addition, you can set your own priorities better, reduce stress and ensure your long-term performance – an important factor for sustainable career success.

Conclusion: Delegating and asking for help as a career booster

Delegation and requests for help are not weaknesses, but professional tools that make your everyday work easier and promote your career. Those who know when and how to delegate tasks or ask for support work more efficiently, strengthen team spirit and create space for strategic tasks.

Strengthen your position in your professional life by discovering our current job vacancies and preparing your application documents for the next step in your career with our CV designer.

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Trenkwalder has achieved first place in the staff leasing industry in the latest BEST RECRUITERS study – sending a clear signal in the recruitment market. This industry victory shows that our quality is recognised, our processes are convincing and our ongoing development makes the difference. In an environment that is becoming faster and more challenging, this result proves that we are not just keeping pace – we are actively shaping the future of temporary staffing.

What is BEST RECRUITERS?

BEST RECRUITERS is an independent benchmark study that examines the recruiting quality of companies and service providers. Typically, the candidate and client journey, communication quality, process organisation, speed and transparency are evaluated. The study thus provides a differentiated picture of how well applicants and customers experience the recruiting process – and highlights strengths and areas for improvement.

A success that reflects the entire team

Winning in our industry shows that the quality of our recruitment is recognised – and that it is the result of the interaction of all departments that work daily to offer applicants and companies a reliable, respectful and well-organised experience.

The award highlights how consistently we work together on clear processes, transparent communication and an attitude that takes people and their professional future seriously. At the same time, it confirms our commitment to continuous development and to not only meeting requirements, but also actively shaping them.

The award ceremony as an incentive – not as an end point

The award is a strong signal that we are on the right track. But it is not a title to rest on our laurels – on the contrary: it sets the bar for what we want to achieve in the future.

Right now, the job market is developing rapidly:

• demands are rising faster than ever before.

• Recruiting is becoming increasingly complex.

• Speed and quality must be guaranteed at the same time.

• Applicants expect transparent communication and genuine support.

Remaining successful in this environment means continuing to develop – professionally, personally and technologically.

Artificial intelligence as a driver of the future

While the industry is developing rapidly, we are moving forward deliberately. Our investments in AI, automation and modern process landscapes are already strengthening the quality of our services.

The goal is a candidate and customer experience that is faster, more precise and more individualised – while at the same time creating space for what remains: personal support, advice and genuine connection.

The award ceremony in Vienna – a special moment

On 12 November in the Lorely Hall in Vienna, the latest BEST RECRUITERS results were presented. Our colleagues were there to accept the award and gain exciting insights into the latest recruiting trends.

The evening impressively demonstrated how dynamically our market is developing – and that with our combination of quality, clear processes and innovative strength, we are exactly where modern temporary staffing needs to be today. Winning the industry award was not only a wonderful recognition, but also a moment that confirmed our ambition: we want to raise the bar in recruiting even higher.

Conclusion: A milestone – and a new beginning

The recognition in the BEST RECRUITERS study is valuable feedback: it confirms our strengths and at the same time points the way forward for the future. We see it as motivation to stay at the pulse of the market, to consistently improve our services and to bring people and companies together even better.

With this success behind us, we are taking the next step – as a reliable partner for companies, applicants and employees.

If you would like to learn more about how we combine quality and efficiency in human resources, please feel free to contact us — we are happy to share our experience and solutions with no obligation.

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Hybrid work has long been more than just a short-term trend – it has become a decisive competitive factor. Companies that strategically establish flexible working models benefit from greater employer attractiveness, more efficient processes and more satisfied employees. At the same time, the mix of on-site and remote work brings new challenges: from cultural development and leadership to technical infrastructure.

For hybrid working models to function in the long term, a human resources strategy is needed that enables flexibility, provides guidance and creates organisational stability.

What is a hybrid working model?

A hybrid working model combines working in the office and working at an external location – typically in a home office or on the move. The exact proportion varies depending on the company, team or individual agreement.

The aim is to leverage both the advantages of on-site collaboration and the efficiency and freedom of decentralised working. However, the model only works if roles, responsibilities and processes are clearly defined.

1. Strengthening corporate culture at a distance

When teams meet less frequently in person, culture must be consciously shaped. Challenges arise when information flows break down, a sense of belonging declines or unequal conditions arise for remote and office-based employees.

HR should therefore pay attention to the following elements:

• Transparent communication

• Shared rituals and digital meeting formats

• Clear guidelines for collaboration and availability

• Regular feedback loops

2. Rethinking leadership: trust, clarity, digital competence

Hybrid teams only work with leaders who:

• Evaluate results rather than presence

• create transparency

• are proficient in virtual communication

• involve remote teams in the same way as on-site employees

Many companies supplement internal training with external support – for example, by recruiting international specialists who are already accustomed to hybrid collaboration. Specialised recruiting services can be used to find suitable profiles at home and abroad.

3. Infrastructure & compliance: The basis for productive work

Hybrid work requires a stable foundation of technology, data security and clear processes. This includes:

• Modern collaboration tools

• Secure remote access

• Digitised HR processes

• Uniform rules for working hours, data protection and communication

Companies that integrate international teams into hybrid models also need compliance security. This is where an Employer of Record (EOR) model offers decisive advantages: the service provider takes on labour law, tax and administrative obligations, while the company retains operational management.

What does hybrid work mean for a modern HR strategy?

1. Redefining role profiles and competencies

Hybrid working models are changing tasks, responsibilities and requirements. A modern HR strategy should therefore clearly define which skills will be key in the future and how teams can be strengthened for hybrid collaboration.

Important levers include:

• updated role profiles that reflect hybrid working realities

• digital skills such as collaboration tools, process digitalisation and data literacy

• greater self-organisation to efficiently coordinate distributed work

• clear standards for virtual collaboration and communication

• Leadership skills that promote trust, orientation and team cohesion at a distance

2. Redesigning talent retention and employee experience

Hybrid work is not only changing where people work, but above all how employees experience their relationship with the company. A modern HR strategy must therefore focus more strongly on meaning, belonging and development.

Important levers are:

• Consistent onboarding that works remotely and on site

• Clear learning and development paths, even for employees who work predominantly remotely

• Regular touchpoints to keep an eye on motivation, engagement and stress levels

• A hybrid feedback and recognition culture that includes all employees

3. Digitise processes to reduce complexity

Decentralised work naturally generates more coordination. Digital HR processes reduce this complexity – for example, through online onboarding, automated document management or AI-based communication.

Companies looking to reduce their workload rely on services such as:

• digital communication solutions and translation AI

• automated workflows

• remote-enabled support teams

This keeps the organisation efficient, even when employees are spread across the globe.

How HR service providers strategically support hybrid work

HR service providers become important partners in hybrid models – not as a replacement, but as a complement to internal HR teams.

They provide support by:

• quickly providing skilled workers (nationally and internationally)

• building talent pools for hybrid roles

• Relieving the burden on HR teams on a project-by-project basis

• Employing international employees in a legally compliant manner via EOR

• Facilitating hybrid communication with digital solutions such as LLM

• Handling relocation and migration issues for international talent

This creates a personnel strategy that is flexible, resilient and globally compatible.

Conclusion: Hybrid work is an opportunity – if the personnel strategy grows with it

Whether temporary work or permanent employment is the better choice always depends on the individual Hybrid working models are changing the way companies manage, organise and collaborate. Investing now in culture, leadership, technology and flexible personnel structures not only strengthens your own competitiveness, but also creates a working environment that retains skilled workers in the long term.

Would you like to further develop your hybrid HR strategy? Then get in touch for a no-obligation consultation.

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