what founders really buy when they hire fractional talent
at solace, we often hear founders say:
"We're not sure if we're ready for a fractional executive yet."
But what they’re actually ready for is traction — and what’s missing isn’t headcount. It’s clarity, pace, and trust. This post explores what you're really buying when you bring on a fractional executive or strategic advisor — and why it's the best-kept secret for scaling well.
you're not buying hours. you're buying experience.
Fractional leaders don’t bill you for the 10 hours they spend on Zoom.
You're investing in the 10,000 hours they've spent:
Navigating pivots, fundraising rounds, and M&A.
Building internal playbooks and leadership teams.
Failing fast — and learning what not to do with your next $500K.
"You’re not paying for my time. You’re paying for the days I’ve spent building networks, solving problems, and scaling companies from $4M to $40M."
traction happens when founders get out of the echo chamber
It’s lonely at the top. Founder-led orgs often stall because:
There’s too much internal noise and not enough signal.
Ideas bounce around in circles with no one to push back constructively.
Strategic decisions get stuck in indecision or over-collaboration.
Fractional advisors act like momentum multipliers:
They bring external pressure with internal empathy.
They break deadlocks.
They give shape to founder vision — without ego.
“The first hire isn’t always ops. Sometimes it’s someone to help the founder get out of their own head.”
your first advisory board should be built like a sales channel
We’ve seen the most successful scale-ups treat their advisory boards as more than window dressing.
The key? Aligning incentives.
At solace, we recommend:
Bringing in operators with real growth-stage scars.
Offering rev-share or deal-based incentives for bringing strategic relationships.
Setting 3-month checkpoints to avoid the "dead-weight board" trap.
“Advisory boards should drive opportunities, not just give opinions.”
fractional doesn’t mean temporary. it means targeted.
A good fractional exec is not a contractor.
They’re a pressure valve.
A co-strategist.
A translator between founder energy and operational execution.
They may only be with you 1–2 days a week, but they’re thinking about your business full-time.
And often, they’re the first to raise their hand when it’s time to hire their full-time replacement.
“Fractional is how scale-ups buy depth before they buy depth full-time.”
faq:
what is fractional talent?
Fractional talent refers to experienced professionals—like a CFO, CMO, COO, or CHRO—who work part-time or on a flexible basis. They bring executive-level leadership without the full-time overhead, helping companies scale with agility.
how is fractional different from consulting?
Consultants give advice. Fractional leaders roll up their sleeves. They embed in your business, lead teams, make decisions, and drive outcomes—often while helping hire or train their full-time successor.
when should a company bring on a fractional executive?
The best time is when:
You’re growing fast but don’t need (or can’t afford) a full-time exec.
Internal teams are stuck and need direction.
You're prepping for investment, expansion, or major change.
Founders are stretched too thin and need a co-pilot.
how do you compensate fractional executives?
Compensation is flexible:
Most are paid on a retainer or day-rate basis.
Some may take a performance bonus or equity.
We often recommend aligning incentives—especially when revenue growth or deal flow is involved.
can fractional roles turn into full-time?
Absolutely. Many companies use fractional talent to “try before they buy.” If there's mutual fit, some executives convert to full-time or help recruit and onboard their replacement.
how does solace vet fractional leaders?
Every leader in the solace network is:
Personally interviewed and reference-checked.
Proven in scaling businesses across operations, marketing, finance, or people.
Selected for alignment with your stage, sector, and working style.
We don’t do resumes—we do track records.
