The senior seat a New York SME cannot yet fill.
You have built a business that works. What it lacks is senior judgement in the room, and at your size the full-time version costs more than the problem it solves.
Why a full-time executive team is the wrong size
A permanent CFO, COO or CMO is the instinctive answer. For most New York firms the numbers say otherwise:
A senior package is out of scale
A senior hire in this city often expects a base, equity and severance terms, and the total is far beyond what the problem is worth today.
The search eats the year
A retained search takes the better part of two quarters before anyone starts. The problem is here now and cannot wait for that.
A wrong hire is yours to unwind
If the fit is wrong, the exit is a negotiation over notice, equity and references. The services agreement runs between two companies and ends on one month's notice, our standard.
Three days would do
Most firms at this size need senior input for two or three days. A fifth day is cost without return.
A fractional executive is an operator who has held the job before and works inside your business on set days of the week. They are in the team, they decide in their domain and they answer for the result. In a city where the strongest operators are already spoken for, it is how a company your size reaches them.
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 help sized to the business
A mid-sized firm needs senior judgement for the days it needs it, and structure around the engagement. We provide both.
Governance included
We check in on a fixed rhythm with you and the executive, and adjust the brief with you if the business shifts.
The collective on call
One executive arrives, and our collective of 800+ stands behind them. A finance question that turns out to be about operations meets someone who has run both.
We keep the thread
We hold the brief, the notes and the relationship with you, so if your executive changes, we run the handover and nothing starts from zero.
Practical people for practical firms
We match on sector and temperament. An owner-led firm needs someone who rolls up their sleeves, not someone who writes memos.
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
