Senior judgment, without the full-time seat.

When it fits

When is fractional the right model?

• The work is real but not full-time. You need a CFO ten hours a week, not fifty — and a full-time hire would spend most of the week inventing work.
• The stage will outgrow the hire. The leader you need at 20 people is not the leader you will need at 200; fractional lets the seat evolve with the company.
• A function has no senior owner. Finance run by the founder, marketing run by whoever is free — a fractional executive installs the discipline without the payroll shock.
• A milestone needs senior hands. A raise, an audit, a pricing overhaul, a first sales team — bounded work that demands judgment earned elsewhere.

Deciding between this and a full-time transition leader? Read interim vs. fractional — they solve different problems.

The bench

Roles we place.

Experienced C-suite and senior-level executives — CFOs, COOs, CIOs, CTOs, CMOs, CROs, CHROs, CPOs, and the senior leaders one seat below them — with an emphasis on experienced executive women moving into fractional and portfolio careers, backed by operating records they can stand behind with references. Every member passed a selective review before entering The Collective; every introduction arrives with written reasoning for the fit.

The process

Brief to engagement, in four steps.

1. Brief. A discovery call defines the role, scope, stage, and budget. If we cannot serve the mandate well, we say so on that call.
2. Slate. Two to three vetted executives, typically within days. Each has approved this specific introduction — nothing is shared without member consent.
3. Engagement. You contract directly with the Executive at their rates. Our flat success fee is invoiced at signature; we take nothing from the Executive’s fees.
4. Support. Engaged executives are backed by The Collective’s community. Specific engagement terms live in the agreement you sign.

Questions

Common questions.