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Organisations of all sizes are discovering they have gaps in capability, with no budget for a full time executive (on payroll). Or they have identified they need a short burst of help with a GTM plan for a new channel (for example) or maybe a longer term engagement to architect and embed an Operational Transformation programme.
In a fractional practice you choose your clients, define your scope, set your working days, and decide which sectors and challenges energise you. Nobody assigns you to an account you find unrewarding or drags you into two hours of all-staff meetings on a Tuesday. You design the work — it doesn't design you.
A portfolio of two to three fractional retainers typically generates more income than a single full-time salary — and significantly more than a consulting day rate spread across patchy project work. Over 52% of fractional executives earn £100,000+ per year.
As an employee, your strategic influence is bounded by one organisation. As a fractional executive, you are simultaneously shaping the direction, performance, and leadership capability of multiple businesses. For executives motivated by impact, the leverage the fractional model provides is genuinely difficult to replicate inside a single corporate structure.
Employment is largely reactive — you take the role that's offered, work within the structure you inherit, and wait for someone else to decide when you're ready for more. The fractional model is fundamentally different. Your reputation, your positioning, your client base, your income — all of it compounds based on your own choices and the value you deliver. Once established, very few fractional executives return to traditional employment. The data is clear: 78% describe themselves as optimistic about the future of fractional work, and 62% report satisfaction levels that employment rarely matches.
Consulting tends to be project-based and transactional — you solve one problem and move on. Employment means depth in one place but often narrowing scope over time. Fractional gives you both: deep embedded relationships with each client AND the intellectual breadth that comes from working across different sectors, business models, and challenges simultaneously. That cross-pollination makes you better at every engagement.
All of our Candidates receive a full Emotional Intelligence Leadership assessment and development plan as part of our mission to build EQ rich cultures within organisations, leading to higher performance, operational resilience and enriched meaningful experiences for all
You get C-suite calibre leadership — a CFO, CMO, CTO or COO with 15+ years of experience — for a fraction of what a permanent hire would cost. UK SMEs report 40–60% savings in executive-level labour costs. You pay only for the days you need, with no employer NI, pension, recruitment fees, or benefits overhead.
A full-time executive search takes three to six months from brief to start date. A fractional executive can be sourced, onboarded, and delivering within days to two weeks. They arrive with proven playbooks and pattern recognition from multiple industries — there is no lengthy ramp-up period before value appears.
Not just advice Unlike a consultant who delivers recommendations and leaves, a fractional executive joins your leadership team. They attend your board meetings, manage your people, own the strategy, and are accountable for outcomes. The work gets done, not just described.
Your leadership needs change as your business evolves. A fractional executive can scale up during a funding round, a product launch, or a period of rapid growth — and scale back when the intensity reduces. You are never locked into a fixed overhead that no longer fits your situation.
Some skills — AI strategy, cybersecurity, revenue operations, PE-ready financial governance — are in acute short supply on a full-time basis and priced out of reach for most SMEs. The fractional model gives you access to precisely that level of specialist expertise, deployed exactly where and when your business needs it most.
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