Finding the right fractional executive can make a big difference for your business. The right fit helps you hit your goals and brings a whole new energy to your business. But the search can be tricky. You might meet some great candidates but finding one who truly aligns with your culture and vision? That’s the real challenge.
To make your life a little easier, we’ve shortlisted the 13 best companies to hire experienced fractional executives, so you can find the perfect match without the stress.
13 Proven & Tested Sites To Hire A Fractional Executive
To help you find the best talent, here are 13 trusted fractional executive services where you can hire top-tier fractional leaders tailored to your business needs.
1. Genius
Genius specializes in connecting businesses with highly skilled fractional executives across various fields. We understand each client’s unique needs to offer a tailored match with candidates who align with specific company goals and culture. The best part is if you go through the process but don’t end up hiring anyone, you won’t be charged.
All our candidates undergo a thorough vetting process, where we assess candidates based on industry experience and proven track records. As a result, we select professionals with an average of 15 years of executive experience. We offer a simplified hiring process that reduces hiring costs by up to 80%.
Genius offers a 6-month guarantee on the talent you hire through us. This means if things don’t work out within that period, we’ll help you find a replacement at no extra cost. Plus, you can interview as many pre-vetted candidates as you need to, without paying until you’re ready to make a hire.
Employees: 25
Revenue: $1M – $2M
Year Founded: 2019
Pricing:
- 25% of the candidate’s first-year salary.
Time to Hire: 1-2 weeks
Industry Focus: Agencies, Tech Startups, and eCommerce companies.
Core Service Features:
- Marketing Leadership
- Chief Executive Officer
- Chief Financial Officer
- Chief Technical Officer
2. Toptal
With a 4.9 rating for their fractional talent, Toptal connects top companies and startups with the top 3% of leadership talent. It offers a highly vetted, scalable workforce for mission-critical projects, particularly in software development, design, finance, and project management. Its fast hiring process and ability to provide talent across multiple industries make it an ideal solution if you need immediate access to top experts.
Toptal can quickly adjust team size based on project needs. This flexibility helps clients control costs and handle changing project requirements without losing quality. The company provides services in over 100 countries and offers flexible engagement models like hourly, part-time, and full-time hiring options.
Employees: 6,155
Revenue: $500M – $1B
Year Founded: 2010
Pricing:
- Starts at $200 per hour
Time to Hire: 48 hours
Industry Focus: Software Development and Finance
Core Service Features:
- Interim CEO
- Fractional CFO
- Virtual CFO
3. Hire DNA
HireDNA is a great option if you’re looking to hire fractional executives, especially for SaaS sales leadership roles. Their standout feature is their data-driven process. The company uses AI matching and detailed skills assessments which ensure that the candidates they provide aren’t just qualified on paper but also a perfect fit for your business.
They offer full transparency throughout the hiring process. With features like the employer dashboard, you can easily track candidates, schedule interviews, and monitor progress. Weekly reporting and recruiting analytics keep you informed at every stage.
Employees: 51-200
Revenue: Not disclosed
Year Founded: 2018
Pricing:
- Starts at: $10,000+ per project
Time to Hire: 3-4 weeks
Industry Focus: SaaS and Accounting
Core Service Features
- Chief Revenue Officer
- Director of Sales
- Chief Sales Officer
4. Turnkeyzrg
TurnKey is a top choice for companies in sports, entertainment, and media seeking fractional executives. With over 25 years of experience and over 1,500 placements, they specialize in placing C-suite roles like CEO, Commissioner, and President.
Their deep industry expertise and focus on compliance, risk management, and diversity initiatives make them a trusted partner for high-level placements. They’ve worked with major clients like NASCAR, US Soccer, Live Nation, and the Boston Red Sox, which showcases their expertise in niche sectors.
Employees: 50-200
Revenue: Not disclosed
Year Founded: 1996
Pricing:
- 20-25% of the new hire’s annual salary
Time to Hire: 4-6 weeks
Industry Focus: IT, Marketing, and Communications
Core Service Features
- Head of Strategy
- Chief Executive Officer
- Chief Financial Officer
5. Betts Recruiting
Betts Recruiting is a leading option for hiring fractional executives in tech, sales, marketing, and customer success. Betts has built a strong network, offering quick access to pre-vetted talent through its Betts Connect platform. With its advanced systems, the company can fill roles 65% faster than typical in-house recruitment efforts.
Betts has also been recognized on the Inc. 5000 list as one of the fastest-growing private companies in America. This is a reflection of their consistent growth and influence in the recruitment industry.
Employees: 115
Revenue: $20M to $50M
Year Founded: 2009
Pricing:
- Lacks pricing transparency
Time to Hire: 2-6 weeks
Industry Focus: Sales, Marketing, and Leadership
Core Service Features
- VP of Business Development
- Head of Sales
- Marketing Leadership
6. ExecThread
ExecThread is a specialized platform for connecting fractional executives with exclusive, high-level job opportunities that are rarely advertised. What sets ExecThread apart is its focus on executive fractional leadership roles, including part-time or interim executive positions, across multiple industries like finance, technology, and healthcare.
The platform gives you access to its vast, crowdsourced network of more than 200,000 executives. There are over 16,000 curated job listings shared by top-tier companies globally. ExecThread’s streamlined process ensures the quick placement of a highly qualified fractional leader without the traditional recruitment hurdles.
Employees: 18
Revenue: $2.5M-$5M
Year Founded: 2015
Pricing:
- Free to post jobs
Time to Hire: 1-3 months
Industry Focus: Marketing and Communication, Finance, and Healthcare
Core Service Features
- Executive Vice President
- Chief Marketing Officer
- Marketing Leadership
7. Robert Walters
Robert Walters is a standout in executive search recruitment, with a proven track record of over 38 years. They specialize in securing top-tier talent across various industries like finance, technology, and human resources. Thanks to their data-driven approach and global reach, they have served over 11,000 organizations worldwide.
Their personalized approach connects businesses with leaders who align with their vision, creating a seamless hiring process. With access to over 43,000 executive professionals and a 90% repeat hiring rate, Robert Walters ensures you get the right leaders for your company’s future.
Employees: 5,500+
Revenue: $500M – $1B
Year Founded: 1985
Pricing:
- 15%-25% of a candidate’s first-year salary.
Time to Hire: 2-4 weeks
Industry Focus: Accounting & Finance, Technology, and Healthcare
Core Service Features
- Chief Technology Officer
- Chief Financial Officer
- Chief Executive Officer
8. Insight Global
Insight Global is a leading name in executive search. It has over 2 decades of expertise and boosts a vast network of 3,000+ recruiters. They’ve successfully placed more than 50,000 candidates – from CEOs to CIOs – for Fortune 1000 companies and others.
Known for their ability to deliver high-caliber executives without sacrificing quality for speed, they cover many industries like IT, healthcare, and financial services. Plus, they also offer leadership development and culture consulting through their Compass division. This approach makes them a reliable partner if you are looking to hire transformative executive talent.
Employees: 13,000+
Revenue: $500M – $1B
Year Founded: 2021
Pricing:
- 15%-25% of a candidate’s first-year salary
Time to Hire: 1-3 weeks
Industry Focus: Construction, Creative, and Administrative
Core Service Features
- Chief Executive Officer
- Chief Operating Officer
- Chief Marketing Officer
9. Coberon Chronos
Coberon Chronos excels in offering specialized fractional executive recruitment. Their global network spans over 70 countries and they cater to Fortune 500 companies with tailored solutions like RPO and international payroll.
They’re a strong choice for sourcing top-tier fractional executives, particularly in highly specialized sectors. What makes them appealing is their ability to handle global compliance, payroll, and onboarding. They ensure seamless integration of fractional talent into businesses and help companies grow while maintaining cost efficiency.
Employees: 1,001-5,000 employees with 73 associated members
Revenue: $20.5 Million
Year Founded: 1999
Pricing:
- 15%-25% of a candidate’s first-year salary
Time to Hire:
Industry Focus: Mining, Energy, Nuclear
Core Service Features
- Chief Technology Officer
- Chief Information Officer
- Chief Financial Officer
10. Chief Outsiders
Choosing Chief Outsiders means accessing top-tier fractional executives who have helped over 2,000 clients, including industry giants like Disney and MasterCard. With a rigorous selection process, they hire less than 5% of the applicants annually, ensuring only the best CMOs and CSOs join their team.
Their 120+ experienced fractional executives are experts in creating demand-generation frameworks, increasing sales velocity, and developing the company’s leadership team. Plus, their recent AI Maturity Assessment helps businesses find the best talent for their needs.
Employees: 120
Revenue: $39.2M
Year Founded: 2010
Pricing:
- $200-$300 per hour
Time to Hire: 2-4 weeks
Industry Focus: Private Equity, Healthcare, Technology, Marketing & Sales
Core Service Features
- Chief Managing Officer
- Chief Sales Officer
- Chief Operating Officer
11. Go Fractional
Go Fractional offers flexible and cost-effective solutions for companies looking to hire fractional executives. Through their platform, you can onboard top-tier talent without the heavy costs of full-time hires, making it a budget-friendly option.
Go Fractional helps you find the right match through hands-on, member-led workshops and team-wide meetings, including live demos. This platform’s flexibility is perfect for scaling teams based on project needs, making them a standout partner.
Employees: 2-10 employees with 43 associated members
Revenue: $2.5M-$5M
Year Founded: year 2021
Pricing:
- $100-$500 per hour
Time to Hire: 7 days
Industry Focus: Engineering, Marketing, and Finance
Core Service Features
- Fractional CTO
- Fractional CXO
- Fractional COO
12. Cerius Executives
Cerius Executives connects businesses with a vast network of seasoned executives ready for fractional, interim, or direct-hire roles. They deliver long-term results and provide candidates for operations, finance, sales, marketing, IT, engineering, and HR. Their clientele includes big names like Yelp, Starbucks, and Intuit.
Cerius is known for its fast placement process – executives can be onboarded within a week – allowing you to quickly tackle leadership gaps. They provide flexible arrangements with no long-term commitments for cost-effective executive support.
Employees: 2-10 employees with 27 associate members
Revenue: $5.8M
Year Founded: 2005
Pricing:
- Starts at $100 per hour
Time to Hire: 7 days
Industry Focus: Finance, Operations, Technology, and Marketing
Core Service Features
- President
- Virtual Chief Financial Officer
- Virtual Chief Operating Officer
13. Hire A Fractional
Hire A Fractional connects businesses with over 500 highly-vetted senior-level fractional executives, ranging from CFOs and CMOs to CTOs. With over 100 companies already using their services across the U.S. and Canada, they provide comprehensive solutions tailored to specific verticals.
What we love is their highly efficient recruitment process, which combines a user-friendly interface with detailed candidate profiles, ensuring an easy match. The financial flexibility makes it an ideal choice for startups looking for top-tier leadership without the burden of full-time costs.
Employees: 2-10 with 4 associated members
Revenue: $2.5M-$5M
Year Founded: 2023
Pricing:
- Starts from $99 per month
Time to Hire: 2-3 weeks
Industry Focus: Technology, Healthcare, and Capital-backed companies
Core Service Features
- Chief Managing Officer
- Chief Security Officer
- Chief Technology Officer
Fractional Executive Hiring Process: What You Should Know
When hiring a fractional executive, follow these steps to find the perfect fit.
Step 1: Identify Specific Business Challenges Or Leadership Gaps
The first step in hiring a fractional executive is figuring out what specific challenge or leadership gap your business faces. Identify the pain point. Is your company struggling with finances, operations, or scaling? This will narrow your search to someone with the right skills.
You can ask yourself:
- Are your company’s financial processes inefficient or mismanaged?
- Is your team lacking direction or struggling to meet goals?
- Are you trying to grow but hitting roadblocks?
Here are a few helpful ways you can figure out the pain points:
- Conduct Surveys: Gather feedback from your team to understand their challenges and frustrations.
- Analyze Performance Metrics: Review key performance indicators (KPIs) to pinpoint areas of underperformance.
- Hold Team Meetings: Encourage open dialogue about current challenges and needed leadership.
- Seek External Insights: Consult with mentors or industry experts who can provide an outside perspective on your business’s needs.
Step 2: Choose The Executive Role Needed Based On The Challenge
Once you’ve identified your challenge, it’s time to figure out the fractional executive role that can cure your business woes. Remember, each role comes with specialized expertise to handle the specific challenge at hand. So match the role to the issue to simplify the search.
Here are some examples to help guide your choice:
- Fractional Chief Financial Officer (CFO): If you lack financial oversight, a fractional CFO can manage budgeting, forecasting, and financial strategy. They’ll implement detailed budgeting systems, create cash flow projections, and prepare financial statements to attract investors or lenders.
- Fractional Chief Operating Officer (COO): For operational inefficiencies like production delays or miscommunication, a fractional COO can analyze processes, identify bottlenecks, and implement systems like Lean or Six Sigma. They can also introduce automation and improve team communication.
- Fractional Chief Marketing Officer (CMO): If you face scaling challenges and need to enhance marketing efforts, a fractional CMO can refine your growth strategy, expand your market presence, and identify new revenue streams.
- Fractional Chief Executive Officer (CEO): When leadership is lacking, a fractional CEO can drive growth and establish clear goals. They can implement performance-tracking systems and introduce OKRs (Objectives and Key Results) for accountability and improved results.
Step 3: Define The Strategic Objectives & Expected Outcomes
Before bringing in a fractional executive, you need to define clear, measurable objectives. These objectives will give the executive clear targets to achieve and help keep efforts aligned with your business goals. So whether it’s increasing revenue, improving team productivity, or expanding into new markets, having specific goals will make it easier to track progress.
For example, consider the following objectives:
- Boost revenue by 15% in the next 6 months through improved sales strategies.
- Improve team productivity by 20% by streamlining workflows and processes.
- Expand into 2 new markets within a year to increase brand presence.
- Reduce operational costs by 10% through better resource management.
- Enhance customer satisfaction scores by focusing on service improvements.
Step 4: Look For Candidates With Industry Expertise, Proven Leadership, & Adaptability
When searching for the right candidate, prioritize those with relevant industry expertise, a history of strong leadership, and the ability to adapt to your company’s specific needs. A combination of these traits will ensure that the executive you hire is effective from the start.
A candidate’s adaptability is as crucial as other traits, as they need to quickly understand and adapt to your business dynamics and start making an impact.
Here’s how you can do it:
- Ask candidates to give a mini-presentation on how they would grow or improve your business. This shows how well they understand your industry and how quickly they can generate strategic ideas.
- Give them a real-time business scenario or challenge you’re facing and ask for their immediate thoughts. This will show how adaptable and quick-thinking they are.
- Invite them to spend a day with your team. Watch how they engage with different departments, make decisions, and navigate your company’s culture.
- Ask specifically about a project that didn’t go as planned. See if they took responsibility, learned from it, and adapted their approach. This shows resilience and flexibility.
- Leadership is also about mentoring. Have them review a team member’s work or performance and provide feedback. This reveals both leadership style and adaptability to individual needs.
- Look for a history of shaking things up in a positive way. Ask how they’ve challenged conventional methods and brought fresh thinking to the table in their past roles.
- Ask what they think the biggest disruption in your industry will be in five years. How do they plan to prepare for it? This shows if they can adapt not just to your business now but to its future.
Step 5: Decide If You Need the Executive On A Part-Time, Project-Based, Or Interim Basis
Fractional executives can be hired in different capacities. It all depends on your needs. Decide if your business requires a part-time executive for ongoing leadership, a project-based role for specific initiatives, or interim executives to fill a temporary gap.
To help you make a better choice, here’s a clear breakdown of when each option makes sense:
i. Part-Time:
- Best For: Continuous, long-term support without the commitment of a full-time hire.
- When to Choose This: If your business needs ongoing leadership in areas like finance, operations, or marketing, but you don’t have enough workload to justify a full-time executive. A part-time fractional executive can provide strategic guidance, oversee key projects, and be available for regular consultations while still letting you maintain cost-effectiveness.
ii. Project-Based:
- Best For: Specific initiatives that require targeted expertise for a limited time.
- When to Choose This: If you’re launching a new product, undergoing a major reorganization, or need help with a marketing campaign, a project-based fractional executive can focus solely on that initiative. This approach ensures that you have the necessary skills for the project duration without retaining someone long-term.
iii. Interim:
- Best For: Filling a temporary leadership gap while searching for a full-time hire.
- When to Choose This: If your current executive has left unexpectedly or you’re in the midst of a transition, hiring an interim fractional executive can help maintain stability. They can step into the role immediately, ensuring operations continue smoothly while you take the time to find the right full-time candidate. This option is particularly valuable during periods of change or uncertainty.
Step 6: Establish a Budget Aligned With Market Rates
Fractional executive rates vary depending on experience, industry, and the role’s complexity. Research market rates to create a budget that’s competitive but also aligns with your company’s financial capacity. You’ll want to factor in the scope of the role and how long you’ll need them. Align your budget with these considerations to attract top talent without overspending.
Consider these factors:
- Think about the financial impact this fractional executive could have. If their expertise could generate significant revenue or cut costs, you might justify paying a premium for top talent.
- Factor in your company’s growth stage. A startup will prioritize flexibility and pay for short-term, high-impact projects, while a more established company can afford longer-term investments in leadership.
- If your industry requires niche knowledge, expect to pay more. It’s worth investing in someone who can handle complex regulations, technologies, or market challenges.
- Decide if you need them for ongoing leadership or just specific projects. This will help you figure out whether to budget for a retainer or pay for one-off deliverables.
- Weigh the cost of inaction. What happens if you don’t fill this role? Sometimes, the cost of delays or missed opportunities far outweighs the investment in a fractional executive.
- Consider offering part of their compensation tied to hitting certain milestones. This keeps your budget flexible and aligns their goals with your company’s success.
- If you see a potential for future collaboration, you might negotiate lower upfront rates in exchange for long-term involvement. This approach could help balance your budget while ensuring continuity.
Step 7: Assess Candidates Based On Experience, Cultural Fit, & Leadership Style
After narrowing down candidates, assess them based on more than just experience. Cultural fit and leadership style are just as important, especially for someone stepping into a temporary or part-time leadership role.
You want someone who can integrate well with your team and effectively lead without disrupting company culture. Choose someone who ticks all these boxes for better alignment and a more successful engagement.
Here’s how you can evaluate them for these traits:
- Ask them to walk through a real-life situation where they had to handle a tough conflict. Their response will show how they maintain culture while still leading through challenges.
- Ask for their “first 30 days” plan. This gives insight into their priorities, how quickly they can adapt, and if they align with your immediate needs.
- Put them in a room with some of your key team members and watch how they communicate and collaborate. Do they listen well? Can they bring out the best in others?
- Ask how they’ve persuaded hesitant teams or stakeholders in the past. You want someone who can bring people on board without causing disruption.
- Ask them about their biggest leadership mistake and what they learned from it. This shows if they’re reflective, adaptable, and open to growth.
- Throw an unexpected question or scenario into the interview and see how they handle it. Can they think on their feet and adapt quickly to changing situations?
- Ask about a time when they had to manage someone going through a tough personal situation. How they supported that person speaks volumes about their empathy and leadership style.
Step 8: Draft A Contract Outlining Scope, Duration, Compensation, and Key Deliverables
Before bringing a fractional executive on board, you need to formalize the agreement with a clear contract. A well-drafted contract provides clarity and protects both you and the executive throughout the engagement.
Your document should outline the scope of work, the engagement’s duration, compensation details, and key deliverables. When you have all the key information in writing, both parties will be on the same page. This helps avoid misunderstandings later on.
Here’s a sample contract you can use:
| FRACTIONAL EXECUTIVE AGREEMENT This Fractional Executive Agreement (“Agreement”) is made and entered into as of [Date], by and between [Company Name], a [State] corporation with a principal place of business at [Company Address] (“Company”), and [Executive Name], an individual residing at [Executive Address] (“Executive”). 1. Engagement of Services The Company hereby engages the Executive to provide fractional executive services in the capacity of [Role, e.g., Chief Financial Officer, Chief Marketing Officer, etc.] (the “Services”) on a part-time basis, as detailed in Section 3 of this Agreement. 2. Term This Agreement will commence on [Start Date] and shall continue until [End Date] or until terminated by either party as provided in Section 8 of this Agreement. 3. Scope of Services The Executive shall provide the following services: – [Specific duties and responsibilities, e.g., developing strategic plans, overseeing operations, leading team meetings, etc.] – [Any specific projects or initiatives they will oversee]- [Frequency of meetings, reports, or updates expected] 4. Compensation – Fees: The Company agrees to pay the Executive a fee of $[Amount] per [hour/week/month] for the Services rendered. – Payment Terms: Payments shall be made on a [weekly/monthly] basis, within [number of days] days of receipt of an invoice from the Executive. – Expenses: The Company agrees to reimburse the Executive for reasonable and necessary expenses incurred in connection with the performance of the Services, provided that such expenses are pre-approved by the Company. 5. Confidentiality The Executive agrees to keep all Company information confidential and shall not disclose any proprietary information without the prior written consent of the Company. This obligation shall survive the termination of this Agreement. 6. Intellectual Property Any work product, inventions, or developments created by the Executive during the term of this Agreement related to the Company’s business shall be the exclusive property of the Company. 7. Independent Contractor Status The Executive is an independent contractor and not an employee of the Company. Nothing in this Agreement shall be construed to create a partnership, joint venture, or employer-employee relationship. 8. Termination – Termination for Convenience: Either party may terminate this Agreement for any reason with [number of days, e.g., 30 days] written notice to the other party. – Termination for Cause: Either party may terminate this Agreement immediately upon written notice if the other party breaches any material term of this Agreement. 9. Indemnification The Executive agrees to indemnify and hold harmless the Company from any claims, losses, or damages arising out of the Executive’s gross negligence or willful misconduct in the performance of the Services. 10. Governing Law This Agreement shall be governed by and construed in accordance with the laws of the State of [State]. 11. Entire Agreement This Agreement constitutes the entire understanding between the parties and supersedes all prior agreements, representations, and negotiations, whether written or oral. IN WITNESS WHEREOF, the parties hereto have executed this Fractional Executive Agreement as of the date first above written. [Company Name] By: _________________________ Name: [Name] Title: [Title] Date: _______________________ [Executive Name] By: _________________________ Date: _______________________ |
Step 9: Integrate By Setting Clear Expectations & Aligning Them With Your Team
You are done hiring a fractional executive. Now it’s to time move on to the integration. For this, set clear expectations from the start. Align these expectations with your team to ensure smooth collaboration. Communicate their role, objectives, and how they’ll work with your team to avoid confusion and create a unified approach.
Here’s how to ensure smooth integration:
- Organize a kickoff meeting where the fractional executive can introduce themselves to the team. This sets a positive tone and lets everyone share their roles, fostering open communication right from the start.
- Sit down with the executive and clarify the goals they need to achieve in their role. Use SMART criteria to ensure everyone understands what success looks like.
- Develop a visual roadmap that outlines how the fractional executive will interact with your team. Include key touchpoints, like weekly check-ins or project milestones, so everyone knows when and how to engage.
- Decide on the primary tools and platforms your team will use to communicate with the executive. Whether it’s Slack, email, or project management software, make sure everyone is on the same page to avoid miscommunication.
- Create an environment where team members feel comfortable sharing their thoughts on the integration process. Regular feedback loops will help identify any hiccups early on and allow for quick adjustments.
- Pair the fractional executive with a key team member who can serve as a go-to resource. This buddy system can help the executive get up to speed with company culture and processes more quickly.
- Schedule regular check-ins after the initial integration period to discuss progress, challenges, and any necessary adjustments. This keeps the lines of communication open and shows that you value both the executive’s and the team’s input.
Conclusion
Whether you are a startup or own a mid-tiered company, hiring a fractional executive to fill in the leadership gaps can be the smartest move you will make to drive growth and efficiency. Sure, you want to pay attention to what the candidate can do, but partnering with a good agency can really make a big difference.
Genius is the ideal choice if you’re looking for a reliable platform to hire top-tier fractional executives. We source highly skilled executives worldwide through a rigorous vetting process, ensuring you receive the best leadership talent. Whether you need part-time or specialized expertise, we help you save up to 80% on salaries without compromising on quality.
Get in touch with us today to build your high-performing fractional executive team.
FAQs
What are the benefits of hiring a fractional executive over a full-time executive?
Hiring a fractional executive provides specialized expertise tailored to specific projects or interim roles at a fraction of the cost of a full-time executive. It allows businesses to access high-level leadership without a long-term commitment. This makes the whole scenario ideal for small to medium-sized businesses needing flexibility.
How can a fractional chief financial officer (CFO) help my small or medium-sized business?
A fractional CFO offers strategic financial guidance. From cash flow management and budgeting to helping your business navigate market challenges, a fractional CFO manages it all. This flexible leadership role ensures you get expert financial advice without the cost of a full-time CFO.
What leadership gaps can fractional executives typically fill for growing companies?
Fractional executives can step in to fill leadership gaps in areas like operations, finance, or marketing. A fractional COO can streamline operations, while a fractional CMO helps craft effective marketing strategies to drive business growth.
Can fractional executives work across multiple companies at the same time, and how does that benefit my business?
Yes, fractional executives often work with multiple companies simultaneously, providing businesses with fresh perspectives and strategic insights gained from diverse industries. This flexible arrangement can allow you to benefit from their extensive experience without the cost of a full-time hire.
