Hire a Fractional CMO

There are great reasons to hire a Fractional CMO, cost savings, expertise, results over schedules, disruptiveness, perspective, and clarity, to name a few. The fresh perspectives and expertise that a fractional CMO brings to a company cannot be understated.

Fractional CMO

What does the annual schedule of a fractional CMO look like?

If we were to lay it out over 4 quarters it would look something like this, but take into consideration it’s about flexibility and mapping to goals.

Q1 Full-time engagement
Q2 Part-time engagement
Q3 Consultant on retainer
Q4 Consultant on retainer

What would the cost be to hire a fractional CMO?

During discovery calls, both parties will gain an understanding of the time and commitment needed to achieve goals. If a typical CMO was paid in the range of $250k – $500k a fractional CMO could only cost a business around 60% of that cost while still having the workload of a CMO fulfilled.



Here is an article that got national attention from business professionals.

2024 and change is coming fast. What factors are driving change for businesses? A changing work demographic and expectations around how and where work will be executed are drivers. This is accelerating the use of consultants and fractional workers. Let’s look at past and future comparisons.

Generational mindset of a fixed work location vs New millennial-driven mindset and expectations 

The generational mindset regarding fixed work locations contrasts between older generations valuing stability and routine, often favoring office-based work. Millennials, however, prioritize flexibility and work-life balance. They embrace remote work, seeking autonomy and digital connectivity. This shift challenges traditional structures, emphasizing results over rigid schedules and fostering a dynamic, tech-savvy workplace.

Employee burnout vs Work-life balance

Employee burnout arises from prolonged stress and excessive workload, leading to physical and emotional exhaustion. Achieving work-life balance is essential to prevent burnout, ensuring employees have time for personal life and self-care. Balancing work demands with personal well-being promotes overall happiness, job satisfaction, and sustained productivity.

Gridlock commute in most cities vs Fewer commuters on transportation and roads 

Gridlock in cities creates stressful, time-consuming commutes, impacting productivity and well-being. With fewer commuters due to remote work or alternative transportation, roads become less congested, reducing pollution and easing traffic woes. Embracing flexible work arrangements contributes to a more sustainable, efficient, and pleasant urban mobility experience.

Office space premium prices vs Collapsing office space utilization with home offices

As office space premiums soar, the paradigm shifts with the rise of home offices. Reduced utilization leads to collapsing demand, challenging traditional real estate models. Employers embrace remote work, cutting costs, while employees value flexibility. This evolution disrupts the once-inflated prices, fostering a new era of adaptable, cost-effective workspaces.

Companies hiring Full-time employees vs Fractional skilled workers

Companies are reevaluating hiring practices, shifting from traditional full-time roles to leveraging fractional workers. This trend prioritizes flexibility, cost efficiency, and specialized skills. Fractional employment allows businesses to tap into results-driven expertise on a part-time basis, optimizing resources and adapting to dynamic market demands in a more agile and responsive manner. Fractional workers become change agents injecting new thinking.

Cost of providing employees payroll, taxes, and benefits vs No extra costs and liabilities. 

Choosing between full-time and fractional workers involves cost considerations. Full-time hires incur payroll, taxes, and benefits expenses, along with potential long-term commitments. Fractional workers offer flexibility without extra costs or long-term liabilities, allowing businesses to access specialized skills as needed, optimizing financial resources and adaptability in a dynamic market.

For a fractional workforce to be successful it behooves the C-suite and VP level to have clearly outlined annual goals and objectives that get communicated and measured throughout the year. Judge your workforce on measurable objectives rather than effort and attendance. The failing of most businesses is not in the worker but at the management level where direction, goals, and objectives are not clearly defined and communicated but a version of SALY persists. You may not just end up with better worker bees, your top-level people will also change their performance.