The senior layer a growing company cannot yet carry.
The business works because you do. At this size it needs senior judgement more than another pair of hands, and cannot yet carry it full time.
Why a full-time director is the wrong first step
A permanent CFO or COO looks like the obvious answer. For a small or mid-sized company (a pyme), it rarely is:
The salary is out of proportion
A director-level salary plus employer social security contributions is a heavy fixed cost for a business of this size.
A proper search takes months
A proper executive search takes months. The problem in front of you does not have months.
A wrong hire is hard to undo
Undoing a senior hire that does not work out is slow and expensive in Spain.
The need is two days, not five
A company this size usually needs a couple of days of senior input, not five. A full-time salary is an expensive way to solve a part-time problem.
A fractional executive is a proven operator who joins your company for a fixed share of the week. They sit in the team, take the decisions in their own area and answer for what follows, rather than leaving recommendations behind. For a business that cannot yet justify a full-time director, it is how you get that experience at all.
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 week
A smaller company gets senior judgement sized to its week, found by search and supported by us.
Reviews that continue
The match is the start. We keep reviewing the engagement with you for as long as it runs.
A peer to check the work
Where nobody else in the company is senior enough to check the work, the collective gives that second view.
A brief kept fresh
There is no stand-in waiting. What we keep is an up-to-date brief, so a fresh search can start without delay.
Used to owner-run firms
We match on sector and on how an owner-run company works day to day.
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
