Weekly strategy calls, deal coaching, board preparation, and team development from experienced revenue leaders. Bridge the gap until you're ready to hire, or supplement internal leadership with specialized expertise.
Engagement Arc
At $1-5M ARR, a full-time revenue leader costs $200-350K fully loaded. The organization needs strategic guidance, but the founder fills the gap poorly, at the expense of everything else.
Someone needs to define the ICP, design pipeline stages, build sequences, coach the team, and present to the board. Junior hires need leadership. Without it, they churn.
Board members offer strategic input, but they don't run pipeline meetings, coach reps through deals, or debug CRM automation. The organization needs operational leadership, not just advice.
The result is a leadership vacuum. Pipeline is unpredictable. The board asks questions the founder can't confidently answer. Deals slip because no one is managing the process. Fractional leadership fills this gap: part-time commitment, full operational involvement.
Fractional leadership is not advisory. It's not a monthly call where we review metrics and offer suggestions. It's operational involvement in how revenue gets generated.
Regularly scheduled working sessions focused on pipeline, performance, and priorities. Not status updates. We review deals, discuss blockers, adjust strategy, and make decisions.
Performance analysis, A/B test design, sequence iteration based on data. Outbound sequences, inbound response workflows, and nurture campaigns need ongoing optimization.
Monthly or quarterly deep dives into revenue performance. Conversion rates by stage, cycle times, forecast accuracy. Surface problems before they become crises.
Between calls, questions arise. Deals need input. Campaigns need review. Async support via Slack, email, or Loom ensures momentum doesn't stall.
Call review and feedback. Role-play and practice. Skill development planning. Performance management guidance. Hiring profile development when ready.
Board deck preparation, dry-run presentations, metric definition and standardization. Investor update drafting. Due diligence preparation for active fundraising.
Scheduled working sessions reviewing pipeline, performance, and priorities. Video calls with documented action items.
Ongoing optimization of outbound sequences, inbound workflows, and nurture campaigns.
Deep analysis of conversion rates, cycle times, forecast accuracy, and pipeline health.
Slack/email access for questions between calls. Deal strategy input. Typical response: same business day.
Call review. Role-play. Skill development. Performance management guidance when there's a team.
Pipeline reporting. Forecast models. Board deck preparation. Presentation dry-runs.
Job descriptions. Interview process design. Candidate evaluation. Onboarding planning.
As internal capability develops, fractional involvement decreases. Explicit transition planning ensures knowledge transfer.
For organizations with strong infrastructure but no revenue leader
Best for: Post-infrastructure organizations maintaining momentum while searching for full-time hire
For organizations actively scaling revenue
Best for: Organizations in active growth mode needing consistent operational oversight
For organizations needing full revenue leadership coverage
Best for: Typically 3-6 month engagements while recruiting permanent leadership
Deep dive on pipeline, team, processes. CRM access. Initial priorities.
Current state documented. Quick wins identified. Working rhythm established.
Full operational involvement. Deal coaching. Campaign optimization.
Infrastructure refined. Team capability development. Hiring support.
Handoff to internal leadership or continued reduced capacity.
Key principle: The engagement is designed to decrease over time as internal capability increases. Independence is the goal.
Clear view of what's in pipeline, what's moving, what's at risk
Deals advancing through stages with deliberate strategy
Board gets numbers they can trust
Sales team improving with coaching and feedback
Outbound and inbound converting at improving rates
Clear communication, professional presentation, trusted metrics
Profiles defined, process designed, ready to recruit
Clear path to internal leadership, not perpetual dependency