Andrea brought clarity to a tangle we'd been living with for years. Within ninety days we had a roadmap that actually got executed — not another plan that died on a shelf.
Samantha P.Founder & CEO, Coaching Practice
Service · 04
Fractional Leadership
Senior operating muscle without the senior-leader payroll. Embedded as your fractional CTO, COO, or strategy partner.
What you get
Concrete deliverables — no fluff.
Fractional leadership isn't just cheaper executive hiring — it's a different operating model. I parachute in as a senior operator, get tactical fast, and stay long enough to install the systems and hire the full-time successor. Most engagements run 6–12 months.
- Embedded weekly involvement (3–8 days/month, depending on scope)
- Direct ownership of a named function (tech, ops, or strategy)
- Hiring scorecards and successor recruitment when ready
- Monthly executive readouts for founders or boards
- Documented playbooks for everything I touch
How it works
Four-phase engagement, measured at every step.
01
Land
First 30 days: 1:1s with your leadership, a written assessment, and the first 3 priorities.
02
Lead
Embedded as a member of your leadership team — decisions, hiring, accountability.
03
Level Up
Codify everything so the role outlasts me. Train the team. Recruit the successor.
04
Leave
A clean handoff to a permanent hire — or graduate to advisory.
Who this is for
A fit if you're one of these.
- Founders who need senior leadership now but can't yet justify a full-time hire
- Companies between $2M–$30M with one functional area underbuilt
- Boards that need an experienced operator in the room during a transition
Outcomes you can expect
Numbers I'm comfortable defending.
6-12mo
Typical engagement length
1
Function fully owned and accountable
100%
Engagements with documented successor plan
Ready to scope fractional leadership?
A 30-minute call is enough to know whether this engagement fits your situation.