Client Onboarding Guide #1
You've heard the fractional buzz. Maybe a founder friend raves about their part-time CMO, or you've seen LinkedIn flooded with "fractional this" and "fractional that." But before you jump on the bandwagon, let's get brutally honest: fractional leadership isn't right for every startup, every situation, or every founder.
The wrong fractional hire can be worse than no hire at all. The right one can be transformative. Here's how to figure out which camp you're in.
The fractional leadership reality check
Fractional leadership works when you need specific expertise to solve specific problems, not when you need a warm body to fill an org chart gap. It's surgical, not ceremonial.
Fractional leaders excel at:
- Diagnosing and solving known problems
- Building systems and processes from scratch
- Navigating complex, time-bound challenges
- Transferring knowledge to internal teams
- Providing an objective, outside perspective
Fractional leaders struggle with:
- Being available for every urgent decision
- Deep cultural integration (they're part-time, remember)
- Managing large teams day-to-day
- Politics-heavy environments requiring constant presence
- Situations requiring 24/7 availability
Six signs you're ready for fractional leadership
1. You're at a specific inflection point
Your startup is approaching or navigating a major milestone: launching a new product, entering a new market, preparing for a funding round, or scaling from 10 to 50 people. You need someone who's "been there before" to guide you through, not someone learning alongside you.
Example: A fintech startup preparing for Series A needs a fractional CFO to build financial models, prepare due diligence materials, and establish board reporting – specific, time-bound expertise.
2. You have a functional gap that's blocking growth
There's a clear area where a lack of expertise is creating bottlenecks. Maybe your growth has stalled because you've never built proper marketing systems, or you're hemorrhaging customers because you lack structured customer success processes.
The keyword here is "clear." Vague feelings of "we need help" don't make for successful fractional engagements.
3. You know what good looks like, but can't resource it
You understand the problem and roughly what the solution should involve, but you lack the bandwidth or specific skills to execute. This is different from needing someone to figure out what to do – fractional leaders are executors, not fortune tellers.
4. You have a full-time role that's been open for months
If you've been searching for a head of sales for six months with no luck, that's a signal. Either your requirements are too specific, your offer isn't competitive, or you're not entirely sure what you need. A fractional leader can help clarify requirements while filling the immediate need.
5. You need to test before you invest
Maybe you're considering expanding into enterprise sales but aren't sure your product is ready. A fractional head of enterprise sales can test the waters without the commitment and cost of a full-time hire.
6. Your budget demands creativity
You need senior expertise, but don't have a senior-level budget (upwards of $200k+ salary, plus superannuation, leave entitlements, bonus, equity and perks). A fractional CMO at 20 hours per week might cost less than a full-time marketing manager, while bringing far more strategic value.
Five signs fractional ISN'T right for you
1. You expect them to divine your direction
If you're hoping a fractional leader will tell you what business you should be in or which completely new markets to enter without any context, you're looking for a fortune teller, not a fractional executive. Fractional leaders excel at building and refining strategy within clear parameters, but they need a defined scope to work within.
2. You need constant availability
If you text your team at 11 PM expecting responses, or regularly schedule emergency weekend meetings, fractional won't work. These leaders typically work set hours with clear boundaries.
3. Your team resists outside leadership
If your team has expressed scepticism about bringing in external leaders, or if you have a culture that's resistant to change, address that first. A fractional leader can't succeed without internal buy-in.
4. You lack basic operational infrastructure
If you don't have basic project management tools, clear communication channels, or regular team meetings, fix that first. Fractional leaders need organised environments to be effective with limited time.
5. You're hoping to avoid making tough decisions
Some founders think bringing in a fractional leader will solve their inability to make tough decisions about direction, team, or priorities. It won't. Fractional leaders can guide and advise, but the tough calls remain yours.
The fractional readiness diagnostic
Answer these questions honestly:
Problem clarity:
- Can you describe the specific problem you need solved in one sentence?
- Do you know what success looks like for this role?
- Can you measure whether progress is being made?
Organisational readiness:
- Does your team understand why you're bringing in external leadership?
- Do you have regular communication rhythms (weekly meetings, Slack channels, etc.)?
- Can you provide context efficiently without lengthy briefings?
Commitment level:
- Are you prepared to give this person real authority in their domain?
- Will you resist the urge to micromanage their approach?
- Can you commit to regular check-ins and feedback sessions?
Timeline expectations:
- Do you understand this is typically a 3 to 12-month engagement? i.e. this is not a quick win solution
- Are you prepared for a solid 2-week ramp-up period?
- Do you have realistic expectations about what can be accomplished on a part-time basis?
If you answered "no" to any of these, address those gaps before hiring.
Making the call: fractional vs. alternatives
Choose fractional when:
- You need specific expertise for a known problem
- The role requires 15-30 hours per week of senior-level work
- You want to test and learn before committing full-time
- Budget constraints make full-time hires difficult
- You're facing a time-sensitive challenge
Choose full-time when:
- The role requires 35+ hours of weekly engagement
- You need constant availability and rapid decision-making
- Team management is a primary function
- Cultural integration is critical
- You have a clear, long-term role definition
Choose consulting when:
- You need strategic guidance, not execution
- The engagement is project-based with clear deliverables
- You want multiple perspectives rather than embedded leadership
- The timeline is shorter than 3 months
A detailed guide is available on our website: Full-Time, Fractional, Consultant, Advisor, Mentor or Freelancer? Here's What You Actually Need
Setting yourself up for fractional success
If you've decided fractional is right for you, success starts with preparation:
- Define success metrics: What will you measure to know this engagement is working?
- Establish clear scope: What are they responsible for, and what remains with you?
- Prepare your team: Communicate why you're bringing in external leadership and how it will benefit everyone.
- Set communication norms: How often will you meet? What channels will you use?
- Document context: Create a brief that helps them understand your business, challenges, and goals quickly. We normally recommend a 2-week ramp up period.
The bottom line
Fractional leadership isn't a silver bullet, and it's not right for every situation. But when the conditions align – clear problems, organisational readiness, realistic expectations – it can be transformative.
The best fractional engagements feel like gaining a superpower: suddenly you have senior expertise exactly where and when you need it, without the overhead and commitment of a full-time hire.
The worst ones feel like expensive therapy sessions where you pay someone to listen to your problems without clear progress.
The difference lies in honest self-assessment before you start looking. Take the time to get clear on what you need, why you need it, and whether you're set up for success. Your future fractional leader (and your startup) will thank you.
Next up: Writing job briefs that attract A-players. Learn how to craft descriptions that make top fractional talent want to work with you.
