Funded, moving fast, and short of a grown-up in the room.
The round closed and the plan got bigger. The finance, the technical direction or the sales motion are still being run by whoever had a free week.
Why New York founders reach for senior help early
The same few things come up across the founders we speak to:
Investors expect a real reporting pack
The lead investor wants monthly numbers, a clean cap table and a runway figure that moves with the plan. Most seed-stage teams are producing it on a Sunday night.
The technical choices were made at speed
Decisions taken to ship by a deadline now set the pace of every release, and no one senior can say which to unpick first.
Selling is still the founder
The first customers came from the founder's calls. Beyond them there is no repeatable motion and no one to build it.
The full-time hire is out of reach
A senior executive in New York often wants a salary, equity and severance terms that a young company cannot comfortably give.
A fractional executive brings the seniority of someone who has been through this before, for as many days as your company can pay for. You skip the expensive lessons by hiring the person who already paid for them.
Who this is for, and who it is not
Best for
- Founders wearing every hat with no senior cover where it matters most
- Pre-seed to pre-Series A companies that need structure before they can fund it
- Teams that need investor-grade finance, reporting or operations at speed
- Startups scaling headcount faster than their processes can hold
- Founders who want to protect the cap table while adding senior leadership
Not for
- An idea with no product or traction to build structure around yet
- A role a capable full-time hire is already ready to own
- Founders looking to outsource a function rather than lead it
- A single deliverable an agency or contractor could hand back
Early leadership with backup
A first senior hire is a big call for a young company. We match carefully and stay involved, so the founder is not managing the arrangement alone.
We stay involved
We review the engagement with the founder on a set rhythm and raise drift before it costs a quarter.
A collective behind your first executive
Our collective of 800+ is one call away for your executive. A finance question that turns out to be about product meets someone who has built one.
Your brief, kept current
Your brief stays current with us as the company changes. If your executive steps away, we reopen the search from it and steer the transition, so the roadmap keeps moving.
Matched to founder pace
A founder needs someone who can work at their pace, and the CV does not show that. Temperament is part of how we match.
From first call to embedded operator
We move at startup speed.
Tell us your stage
Where are you in the journey? What are the gaps? What does the next 90 days need to deliver?
We match the right operator
From our vetted collective, we introduce the fractional executive matched to your stage, sector, and culture.
Embedded within weeks
Your fractional embeds with your team, begins the scoped work, and operates with real accountability.
Scale the stack
As you grow, add further specialists from the collective. We coordinate them so they work as a coherent team.
Which leader for your stage
The gap that slows a startup changes as it grows. Here is where most founders feel it first, and who owns it.
The right fractional executive depends on your stage
Start with the widest gap today, then add roles as you scale.
Our operators have built and scaled at
