It sounds OK on paper….
Getting access to top-level talent on a fractional basis, but without the full-time cost.
I’m all for it → when it works.
But I’ve seen two companies in the last few weeks where fractional hires had actually become major constraints to growth.
One of the founders told me that he felt there was a lack of focus and “buy-in” from one of his fractional hires. And important tasks were taking too long.
Yes it’s true that some fractional talent spread themselves too thinly to devote enough energy to your business.
But by definition, fractional hires will be dividing their time and focus between several businesses. So either recruit a full-time position or be clear upfront about what you’re getting from using top-level fractionals.
Ultimately it’s about getting results and a ROI from bringing the best people into your business in any capacity… and there’s nothing like having skin in the game to incentivise top talent, whether that’s performace-based bonuses or equity.
#exitlaunchpad #fractional #nextlevelgrowth