Senior judgement for the company that is not yet big.
The business works and the team is good. What is missing is the senior judgement a company this size cannot yet carry on the payroll.
Why a permanent senior hire is premature
A permanent CFO or COO looks like the natural next hire. For a company this size the maths rarely holds:
Technology sets the price
Large technology employers decide what senior talent costs, and a small company cannot match it.
A wrong hire is slow to unwind
Unwinding a senior hire that did not work takes time and money a small company does not have.
The search competes with everyone
The same people are being recruited by far bigger names.
You need breadth, not a specialist
One person who reads the numbers, the team and the customer is worth more than three departments you cannot afford yet.
A fractional executive is a proven operator, part-time, who owns the result. Not an adviser who files a report and leaves. When the talent market is this tight, it is how a company your size gets one.
Who this is for, and who it is not
Best for
- Founders carrying a C-suite function themselves with no time left to lead
- Businesses that need senior capability two or three days a week, not five
- A specific gap in finance, operations, marketing, technology or people that is holding growth back
- Teams that cannot yet justify, or afford, a full-time executive salary
- Owners who want an operator accountable for outcomes, not a consultant with a deck
Not for
- A junior or purely execution role a full-time manager should own
- A one-off project an agency could deliver and hand back
- Businesses wanting a figurehead rather than someone who does the work
- A pre-revenue idea with no function yet to lead
Senior judgement, sized to the company
A smaller company gets senior judgement it could not hire against the big tech employers.
More than a match
We keep reviewing the work with you after the introduction, for the life of the engagement.
A second senior opinion
When nobody else in the company can challenge the executive, peers in the collective do.
A brief kept current
There is no reserve executive waiting. There is a current brief, and that is what makes a new search fast.
Used to small teams
We match on sector and on how a small team actually works day to day.
What an engagement looks like
From first call to an embedded operator in weeks, not months.
Discovery
We spend time understanding your business: challenges, goals, team dynamics, and what 'success' looks like in 90 days.
Match
We introduce the right fractional executive from our vetted collective. You meet them, ask hard questions, and confirm the fit.
Scoped engagement begins
The engagement launches with a defined scope, clear deliverables, and a structured cadence. Your fractional is embedded, not advisory.
Adapt and evolve
As your business changes, the engagement changes with it. Add hours, shift focus, introduce a second specialist, all without restructuring.
Which executive do you need first?
You do not need to know the answer before you call. Match the problem you feel most to the operator who owns it.
Each fractional role maps to a different SME challenge
Start with the gap that is costing you most, and the roles below show which leader owns it.
Backed by executives who have led at
