beyond traditional hiring: how fractional and flexible talent is reshaping business growth
growing companies are rethinking talent
Updated March 7th, 2025For growing companies, securing the right executive and senior talent is a balancing act. You need expertise, but traditional full-time hires come with financial, legal, and operational constraints. That's why more companies are turning to a flexible hiring model - leveraging fractional, interim, and flexible full-time professionals to scale efficiently without rigid commitments.
While cost-effectiveness is often assumed to be the biggest driver, our work with companies between $1M-$50M in revenue has shown that the real reasons go much deeper. Here's why more companies are shifting to this model:
reduce risk while staying agile
Hiring full-time executives or senior leaders for high-stakes projects - whether launching a new product, expanding into new markets, or testing a strategic shift can be risky. If things don't go as planned, companies face costly layoffs, legal challenges, and reputational damage.
A flexible hiring approach allows companies to:
Bring in top-tier executives and senior talent without long-term risk
Scale expertise up or down as needed
Avoid the financial and legal pitfalls of traditional full-time hiring
access top talent without the constraints of full-time hiring
The best executives and senior professionals are increasingly opting for fractional and flexible engagements over traditional full-time roles. They want autonomy, variety, and impactful work.
By embracing fractional and interim talent, companies can:
Tap into experienced leaders without equity or benefits commitments
Attract top-tier professionals who might not be available for full-time roles
Stay competitive in a changing talent market
try before you buy - a smarter way to hire
Making the wrong executive hire is expensive. But can you really assess fit in just a few interviews? A try-before-you-buy approach allows companies to:
Start with a defined engagement (fractional, interim, or flexible full-time)
Evaluate real-world fit, performance, and culture alignment
Seamlessly transition to full-time if there's mutual alignment
This eliminates guesswork, long hiring cycles, and costly mis-hires - giving companies confidence in their hiring decisions.
the solace advantage: hiring without the hassle
At solace, we help growing companies between $1M-$50M in revenue find the right executive and senior talent without the friction of traditional hiring.
Unlike executive search firms or freelance marketplaces, we provide:
Immediate access to pre-vetted executives & senior resources
No search fees, no equity, no rigid commitments
Faster onboarding, minimal ramp-up time
Scalable talent - fractional, interim, or flexible full-time
Whether you need an interim CFO, a fractional CMO, or a senior operator to lead a strategic initiative, solace helps you hire smarter, faster, and with less risk.
Ready to explore a flexible approach to executive talent? Let's chat.
faqs
What is fractional talent and how does it differ from interim or flexible full-time?
Fractional talent refers to executives or senior professionals who work with your company on a part-time basis, typically dedicating a specific percentage of their time (e.g., 20% or two days per week). Interim professionals work full-time but for a defined period, while flexible full-time professionals work full-time hours with more adaptable terms regarding commitment length and engagement structure.
How quickly can we bring on fractional or interim talent?
With solace, you can typically have pre-vetted executive talent engaged within 7-14 days, compared to the 3-6 months often required for traditional executive hiring processes.
What types of roles are best suited for a fractional approach?
Fractional arrangements work particularly well for strategic roles that benefit from senior expertise but may not require full-time attention at your current stage, examples include CFOs, CMOs, CTOs, and COOs. Functions requiring consistent daily operations management might be better suited for flexible full-time or interim arrangements.
How are contracts structured with flexible talent?
Our engagements typically start with a 3-6 month commitment with clear deliverables and success metrics. They can be structured as month-to-month, project-based, or retainer arrangements depending on your needs, with options to extend or transition to different engagement models as your requirements evolve.
What if the relationship isn't working out?
Unlike traditional employment which can be difficult and costly to unwind, our flexible arrangements typically include shorter notice periods (often 30 days) and clearer exit terms, significantly reducing risk for both parties.
What does the typical engagement cost?
While rates vary based on experience level and time commitment, most companies find that fractional executives offer 40-60% cost savings compared to full-time executives when considering total compensation (salary, benefits, equity, etc.). We're happy to provide specific pricing based on your unique needs.
Can flexible talent transition to permanent roles?
Absolutely! Many of our clients use the "try-before-you-buy" approach, starting with a flexible arrangement that converts to a permanent role if there's mutual interest. This approach significantly reduces hiring risk and increases long-term success rates.
