Fractional CRO / Head of Sales.

A senior revenue leader, reporting to the CEO, embedded part-time in your business — accountable for the number, the team, and the operating rhythm that gets you there.

Some weeks the work is strategic: forecasting to the board, refining ICP, designing comp plans, hiring senior commercial talent. Other weeks it is operational: pipeline reviews, deal coaching, customer conversations, partner negotiations. The mix shifts as your business changes — that is the point of the model.

The cost is a fraction of a full-time CRO (typically $300K–$500K+ in OTE for a senior commercial hire in this market). The seniority and accountability are not.

• The CEO is still carrying revenue. The founder is in every deal, and growth is bottlenecked by their bandwidth. The business needs a senior commercial counterweight.
• You're not yet ready for a full-time CRO. Hiring a permanent CRO before the motion is proven is one of the most expensive mistakes a startup can make. A fractional engagement de-risks the seat — and often defines the profile of the eventual full-time hire.
• A leadership gap needs covering. Your Head of Sales has departed, the next hire is six months away, and the team needs senior coverage now.
• You're scaling into enterprise. Your reps were hired for SMB and now need to close inside banks, asset managers, or insurers — multi-stakeholder cycles requiring senior gravity in the room.
• The board wants institutional rigour. A Series B or PE investment has raised the bar on forecasting discipline, revenue narrative, and operating cadence — and the team has not yet caught up.

• Ownership of the number. Forecasting to the board, accountability for the revenue plan, and a single senior voice the CEO can rely on for commercial calls.
• The operating rhythm of a mature sales org. Weekly pipeline reviews, monthly forecast calls, quarterly business reviews. The cadence that keeps a team honest with itself.
• ICP and pricing decisions made, not deferred. Segmentation, positioning, deal structuring, pricing tiers — owned end-to-end rather than left as open questions.
• Org design and senior hiring. Roles, comp plans, headcount plan, and direct involvement in the senior commercial hires the engagement uncovers.
• Senior presence in your largest deals. Hands-on involvement in the enterprise opportunities and ecosystem partnerships where executive gravity changes the outcome.

An outsourced revenue function. Fractional leadership works when the founder stays close to GTM, not when they delegate it and disengage. We've seen too many engagements stall because a CEO treats the fractional CRO as a way to step away from sales entirely.

The model assumes you remain the commercial co-conspirator. We bring the senior judgement, operating discipline, and pattern recognition. You bring the conviction, the product depth, and the founder energy that no external hire can replace.

• A forecast you and the board trust. Bottoms-up build, scenario modelling, and call accuracy that holds up over consecutive quarters.
• Faster enterprise deal cycles. Better-qualified pipeline and senior coverage of strategic opportunities, where executive presence shortens timelines.
• A sales org structured to scale. Roles, comp, process, and pipeline discipline that hold up as you double headcount or add a new segment.
• A successor profile defined — and often hired. By the end of the engagement, you know exactly what your permanent commercial leader looks like. We've often hired them through our recruitment practice.

Engagements typically run three to twelve months, with two to four days per week embedded in your business. Most begin with a focused 30-day diagnostic — pipeline, team, motion, deal data — followed by a clear plan for the months that follow.

Time commitment scales with the situation. A turnaround or leadership-gap coverage tends to need three days a week minimum. A board-level CRO presence over a longer horizon may need just two. We agree the scope upfront and revisit as the business changes.

The aim is always the same: leave you with a stronger commercial organisation than we found, and a clear path to the permanent leader who takes it from here.