The "Interim" Trap

Why "Acting" Roles Are Often Career Suicide

It usually starts with a compliment.

Your Zonal Head resigns unexpectedly, or perhaps they are promoted. There is a vacuum in leadership. The Vice President calls you into a cabin, shuts the door, and smiles.

"Vikram, we are in a tight spot. We need someone stable to hold the fort. We want you to step up and handle the Zone as the 'Acting Zonal Manager' until we sort out the HR formalities. Consider this a live audition. If you crush the numbers this quarter, the letter is yours in April."

It feels like a victory. You’ve been waiting for this break. You walk out of that cabin feeling like a hero.

Stop right there.

You haven’t just been promoted. You have likely just walked into the most common, profitable, and devastating trap in the pharmaceutical industry: The Interim Trap.

At PharmaSolution Placement, we see thousands of resumes every year. And a heartbreaking number of them belong to high-performing Area Managers (ABMs) and Regional Managers (RBMs) who spent 6, 12, or even 18 months "Acting" in a higher role—only to be passed over for an outsider.

Here is the hard truth about why companies do this, why you fall for it, and how to escape.

1. The Cold Corporate Math (Why They Do It)

First, remove the emotion. This isn’t about your potential; it is about their P&L (Profit & Loss) statement.

When a Zonal Head leaves, the company saves that salary instantly. Let’s say a Zonal Head costs the company ₹20-25 Lakhs per annum. If they ask you—an Area Manager earning ₹10 Lakhs—to do both jobs for six months, they aren’t just "testing" you. They are saving ₹10+ Lakhs in straight profit.

If you succeed? Great, they got Zonal-level results for ABM-level prices. If you fail? No problem, they didn't commit to a salary hike, so they can just send you back to your old role without legal issues.

To the Finance Department, an "Interim Manager" is the most cost-effective resource in the company. They have zero incentive to "formalize" your role quickly. In fact, the longer they delay, the more money they save.

2. The Psychology of the Trap (Why You Accept It)

Why do smart, experienced professionals agree to work for free? It comes down to three psychological triggers:

• The Ego Boost: Being the "Chosen One" feels good. It validates your belief that you are better than your peers. You want to save the day.
• The Fear of "No": You worry that if you decline the extra responsibility, you will be labeled as "unambitious" or "difficult," killing your future chances.
• The "Sunk Cost" Fallacy: Once you’ve done the job for 3 months, you think, "I've already put in this much effort; if I leave now, it was all for nothing. I better wait for the letter."

Companies know this. They weaponize your ambition against you.

3. The "Moving Goalpost" Strategy

So, you accept the challenge. You work 14-hour days. You manage your Area and the Zone. You handle the pressure, the cycle meetings, and the inventory issues. You hit the Q4 target.

April arrives. You knock on the VP's door.

Does the letter appear? Rarely. Instead, you get The Moving Goalpost.

• "Great job, Vikram! But with the merger/new policy/HR audit happening, we are freezing titles for 90 days. Just keep the momentum going."
• "You hit the sales number, but we need to see more 'Strategic Maturity' from you. Give us one more quarter."

This is a delay tactic. They are buying time.

4. The Ultimate Insult: "The Fresh Perspective"

This is the climax of the tragedy, and we see it happen constantly.

After 9 months of you holding the fort, an announcement email hits your inbox. The company has hired a new Zonal Head. It’s not you. It’s Rajiv, an external hire from a competitor.

The explanation? "Vikram, you are fantastic at execution, but we needed someone with 'Oncology Launch Experience' / 'Digital Transformation Skills' / 'Fresh Perspective' to lead the team."

And then comes the final blow: "Can you please help Rajiv settle in? Show him the ropes. You know the Zone best."

You are asked to train the person who took the job you earned.

5. How to Protect Yourself

Does this mean you should never accept an Interim role? No. It can be a genuine stepping stone if you handle it like a business transaction, not a favor.

Rule #1: Get it in Writing Verbal promises are mist. If they want you to act as Zonal Head, ask for an email detailing the duration (e.g., "Interim period of 3 months"). If they refuse to put it in an email, they are lying to you.

Rule #2: The "Acting Allowance" If you are doing more work, you deserve more pay. Ask for an "Acting Allowance" or a temporary stipend. If they say, "We can't do that due to policy," then you reply, "I understand. I will focus 100% on my current role then." If they won't pay you ₹20k extra, they don't value the ₹20 Lakhs responsibility they are giving you.

Rule #3: Set a Hard Deadline Agree to the role for 90 days. Make it clear that on Day 91, either the role is formalized with a contract, or you return to your previous duties.

6. The Pivot: Turning Betrayal into Leverage

If you are currently in this trap—or if you have just been replaced—do not despair. You have something valuable.

You have proven experience.

You have 9 months of functioning as a Zonal Head. You have managed the team, the strategy, and the crisis. You didn't get the title, but you got the skills.

This is where PharmaSolution Placement steps in.

We help candidates take that "Acting" experience and sell it to a competitor who will value it. You can walk into an interview and say: "I have already done this job successfully for a year. I don't need training; I need a contract."

Conclusion

Loyalty is a noble trait, but in the corporate world, it must be reciprocal. If you are working a job you aren't being paid for, you aren't an employee—you are a volunteer.

Stop auditioning for a role you have already earned. If your current employer won't print your name on the Offer Letter, find one who will.

Are you stuck in the "Interim" Trap? Let’s review your profile. We connect high-performing leaders with organizations that put promises in writing.

Submit your CV for a confidential review with our team.

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