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The model exists because most companies between $1M and $10M in revenue need senior leadership before they can afford it full-time. A full-time COO or CFO runs $250K-$400K fully loaded; a fractional executive delivers the same seniority for a $3K-$18K monthly retainer. The company gets experience it couldn't otherwise hire. The executive builds a portfolio practice instead of a single paycheck.
Unlike consulting, fractional work means owning the outcome — you sit in leadership meetings, manage people, and ship. Unlike interim work, it isn't a stopgap until a permanent hire; engagements commonly run 6 months to multiple years at reduced hours.
Monthly retainers scale with company stage and scope. At pre-seed and seed companies, expect $2,000-$7,000 per month for 5-10 hours a week. Series A engagements typically run $3,500-$13,000 for 10-15 hours. At Series B and beyond, $6,000-$18,000 for 15-20 hours is the norm. Bootstrapped SMBs sit in between, usually $2,500-$10,000 depending on the seat.
Stack two or three of those retainers and the math is why experienced operators go fractional: $25K-$40K per month across a portfolio, with more autonomy than any single full-time seat. For the full breakdown by role, stage, and hours, use the salary calculator.
Most first engagements come through people who already know your work — former colleagues, founders you've helped, investors who've seen you operate. Job boards like this one cover the public side of the market: roles companies post when their networks come up empty, which is increasingly often as the fractional workforce grows.
The practical playbook: pick one seat and own it (don't market yourself as "fractional everything"), publish proof of how you operate, and apply fast — fractional listings fill quicker than full-time searches because there's no relocation or notice period. Our guide on how to become a fractional executive walks through positioning, pricing, and finding the first client.
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