The Fractional FAQs
Every common question about fractional work, answered. We cover what fractional work is (and isn’t), how Fractional Jobs helps companies hire fractional talent, and how employees can break into fractional work successfully.
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About Fractional Work
What is fractional work?
Fractional work is part-time work, typically paid on a monthly retainer, and performed by experts in their field.
The part-time work part is obvious, this means that fractional jobs involve a smaller time commitment than a full-time job, typically 40 hrs / week. Fractional jobs are often for 5, 10, 15, 20, or 25 hrs / week.
A monthly retainer is the most popular form of compensation for fractional work, though a simple hourly rate is common too. This retainer reinforces the idea that a fractional job is meant to be ongoing and continuous, as opposed to a fixed project.
Fractional work is done by experts, and this is the key differentiator compared to other forms of part-time work like freelance work. Fractional leaders have honed their craft over many years (usually 10+), allowing them to drop into other companies and add immense value quickly and efficiently.
What is Fractional Jobs?
Fractional Jobs is the largest talent network for fractional leaders and the companies looking to hire them.
For fractional executives and other fractional talent, Fractional Jobs offers the Playbooks to break into fractional work successfully, the Tools to help you run your fractional business, and of course, the jobs. Every week we’re launching new jobs across 10+ function areas on our website and in our newsletter.
For startups, SMBs, and other companies that want to hire fractional talent, Fractional Jobs will help you find the perfect fractional for your need. You’ll tell us who you’re looking for, we’ll connect you to the best candidates, and you can hire them directly (we are not a middleman or an agency, and we don’t charge % markups).
Learn more about the benefits of letting Fractional Jobs help you hire fractional.
How is fractional work different from part-time, freelance, or consulting?
Fractional work refers to high-skill, strategic roles filled by experts who integrate deeply with a company on a part-time basis.
Unlike freelance or consulting, fractional roles are embedded into the company and often tied to core business outcomes. They’re better compared to part-time versions of full-time roles, delivering similar impact and accountability, but with fewer hours and without the long-term commitment of a full-time hire.
By contrast, freelancers are typically more junior and execution-focused: they handle discrete tasks or deliverables, work outside the org chart, and aren’t expected to set strategy or own KPIs. Consultants provide external advice or audits, usually short-term, and exit once recommendations are delivered.
Why is fractional work becoming more popular?
Fractional work has exploded in recent years, because it gives companies access to high-caliber talent without the cost or commitment of a full-time hire.
Remote work has made it easier than ever to plug in strategic talent from anywhere in the world. Combine that with economic pressure, hiring hesitancy, and the rise of flexible work models, fractional has become a no-brainer for companies that want senior impact without the overhead.
Most importantly, here at Fractional Jobs we’ve been supercharging this transition by making the fractional hiring process as frictionless as possible. What used to require expensive agency searches or tapping into your personal network can now be handled by our dedicated talent marketplace which operates the largest network of fractional talent in the U.S. and beyond.
Read more about the market shifts that have driven the surge in fractional work.
How is fractional talent typically compensated?
Fractional talent is typically compensated via a monthly retainer or an hourly rate.
A monthly retainer is a fixed fee paid each month for a defined scope or a set number of hours. Pros: it creates predictability for both sides, and makes it easy for the work to be ongoing. Cons: Out-of-scope needs might require changes to the contract or cause you to run into misaligned expectations.
Compensation levels generally reflect the expert’s seniority and specialized expertise, and while they may come with similar per-hour rates to a full-time hire, hiring a fractional costs much less overall (more on this below). Alternative payment agreements (e.g. commission-based agreements) are less common, but can be negotiated and may apply based on the type of role.
Read more about Fractional compensation for sales leaders.
Read more about how fractional work can actually lead to higher earnings.
Is fractional work done remotely or in-person?
Fractional work is most commonly done remotely. However, hybrid work and even on-site work can happen as well. It’s entirely up to both parties.
What are the most common fractional roles?
The most common fractional roles are Fractional CFOs, Fractional CMOs, and Fractional CTOs, according to Fractional Jobs’ proprietary marketplace data.
However, fractional roles exist in just about every function area. Fractional Sales, Operations, Product, HR, Security, Design, Customer Success, Legal, you name it.
Some fractional roles are more popular than others today because certain company needs are more obvious than others to require outside expertise.
How long does a fractional engagement typically last?
A fractional engagement can last anywhere from a few months to a few years, although the sweet spot tends to be 6 months to 2 years.
High-growth startups tend to need a fractional for less time, on average 6 months to 1 year, because as they grow the fractional need will more quickly turn into a full-time need.
Small businesses, since they grow more slowly, will often work with a fractional for 1 - 2 years.
In all cases, when the fractional relationship is coming to an end, it's common for the fractional to help the company hire the right full-time person. And, it’s not uncommon for the fractional to actually join the company full-time too!
What does a typical contract look like for fractional work?
Almost all fractional contracts are versions of Independent Contractor agreements (1099s).
They follow a simple, flexible format, usually month-to-month, with clearly defined hours (e.g. 10 per week), a monthly retainer or hourly rate, and a 15–30 day notice period for cancellation. NDAs and IP protection clauses are common, especially for strategic roles.
The key is mutual clarity: define what success looks like, how time will be used, and how either party can exit.
Read more about additional considerations when signing fractional work agreements.
What use cases are best suited for fractional work?
Fractional work is best suited for companies that don’t have the need for, or the budget for, a full-time strategic hire.
Common examples include leadership of a function area that doesn’t need a full-time exec (e.g. a Fractional CFO), launching a new initiative that requires a different kind of expertise (e.g. a Fractional Head of Partnerships), a really tough set of challenges that requires someone who’s been-there-done-that, accelerating go-to-market plans, or guiding a major operational change.
Hiring Fractional Talent
What kinds of companies hire fractional executives and other fractional talent?
Companies of all sizes and stages hire fractional executives and talent, but the model is especially common among early- and growth-stage businesses, private equity portfolio companies, and organizations in transition.
Startups use fractionals to get seasoned leadership without burning through runway. Mid-market and enterprise companies bring them in for targeted expertise, transformation projects, or to bridge leadership gaps. Even nonprofits and public-sector organizations tap fractional talent to access specialized skills they can’t justify full-time.
Should early stage startups consider hiring fractional talent?
Absolutely. In fact, early-stage startups are some of the biggest beneficiaries of fractional talent.
Hiring fractionally allows startups to access experts with years of experience across marketing, product, finance, operations, and more, without burning runway on full-time salaries. If a young company is looking to build out their marketing team, they’d probably want to hire a fractional CMO that’s done this several times before.
Instead of waiting until you can afford a full-time CMO, CFO, or Head of Product, you can bring in fractional leadership now, people who’ve done it before and can help you move faster, avoid common mistakes, and build smarter. As your company grows, you can scale their hours, convert them to full-time, or have them help recruit their replacement.
For early teams wearing too many hats, it’s one of the most capital-efficient ways to add leverage.
Read more about how fractional work is an untapped goldmine for startups specifically.
Why should I hire fractional talent?
Hiring fractional talent gives you access to seasoned experts without the cost or commitment of a full-time hire.
Fractional leaders are typically 10-20+ year veterans in their field who can step in quickly, take ownership of outcomes, and bring credibility and clarity to areas where your team may lack experience.
For many companies, especially startups, SMBs, and nonprofits, hiring a full-time C-level or senior leader isn’t realistic, either because the role doesn’t require 40 hours a week or because the budget won’t support a full-time executive. A fractional hire solves this by letting you define exactly how many hours you need, for how long, and against which outcomes. You get the strategic expertise you’d expect from a senior hire, but at a fraction of the cost.
Fractional talent also helps you move faster. Instead of waiting months to run a full executive search, you can bring someone on within days or weeks, test the fit with lower risk, and start seeing results right away. And because most fractionals work across multiple companies, they bring fresh insights and proven playbooks from other contexts, helping you avoid mistakes and accelerate growth.
When should I consider hiring a fractional executive?
When you don’t have the need or budget for a full-time employee, but there's still work to be done.
Fractional work allows you to forget the notion that a job must fit within 40 or 50 hours a week - that is now a variable for your company to customize. Most of our clients start by thinking about their exact need: how many hours per month? How many months? What are the specific outcomes I’m looking for? And then they hire fractional talent to fill that need, and that need exactly.
Every week, Fractional Jobs helps clients figure out if hiring fractional is a good fit for their needs - we’ve seen when it works, and when it doesn’t. Feel free to book a call with us at any time if you’re interested in discussing if your use case could be supported by Fractional Work.
How do I hire a fractional executive?
Hiring a fractional executive is quite similar to hiring a full-time executive, with a few key differences.
The first difference is an easy one, you need to decide how much time you want them for. But don’t worry, the best fractionals will help you determine this based on your needs.
Second, you have the freedom to hire someone much more quickly than a full-time executive, because the cost of it being the wrong fit is so low. No need for lengthy interview processes, just get started and see if working together feels right.
Finally, to hire a fractional executive you’ll want to get your need in front of the right people. Because fractionals aren’t generally looking for full-time jobs, you won’t see them browsing Linkedin job posts. Instead, you should go to where most fractionals already congregate.
This is one of the benefits of letting Fractional Jobs help your search. Fractional Jobs is already the largest network of fractional leaders in the U.S. and beyond. You’ll also work with directly with the founder, Taylor Crane, who will personally ensure that every candidate you see is pre-vetted with a proven track record.
Read more about the step-by-step process to hire a fractional executive.
Can I hire someone for fractional work that isn’t an executive?
Yes, you can hire fractional talent that isn’t a c-suite executive.
Fractional work *rarely* means “managerial only”, fractional work most often involves both high-level strategy and precise execution.
In addition to fractional c-suite executives, you can hire fractional Directors (e.g. a Fractional Director of Marketing), very senior-level individual contributors (e.g. a Fractional Staff Engineer), or even a niche expert (e.g. a Fractional Compliance expert).
If the work involves mostly tactical, task-based work that’s directed by someone senior, that is best left to a junior freelancer though, not a fractional.
What kinds of roles can I hire fractionally?
You can hire fractional talent for nearly any senior-level role.
Most commonly, we see fractional hiring across functions like marketing (CMO, growth lead, brand strategist), finance (CFO, controller), operations (COO, biz ops), product (CPO, PM), technology (CTO, staff engineer), and people (HR Operations, recruiting). These roles typically involve high-impact responsibilities like setting strategy, building systems, managing teams, or owning KPIs.
At Fractional Jobs, we’ve seen the full spectrum: from fractional heads of sales launching GTM playbooks, to fractional brand leads running positioning and rebrands, to fractional data scientists helping Series A companies build their analytics stack. Our open job board has hundreds of real-world examples across industries and use cases, so you can see exactly how other companies are leveraging fractional talent today.
If the work requires senior judgment (but not 40 hours a week) it’s probably a good fit for fractional.
How much does it cost to find fractional talent on Fractional Jobs?
$3,000 - $5,000, one time fee.
One of the best parts about letting Fractional Jobs help your search is that when you find someone you like, you can hire them directly.
You sign a contract with them directly, and pay them directly. Unlike most talent marketplaces (looking at you Upwork), Fractional Jobs does not charge a % markup or spread.
Instead, clients pay Fractional Jobs a referral fee ONLY if they hire a candidate from the network. For most roles, the referral fee is $3,000 - $5,000. There are no additional fees, even if you end up converting your fractional into a full-time hire in the future.
Fractional Jobs also supports recruiters in search efforts for their clients, by giving recruiters access to the network to conduct their own searches. For pricing, contact us.
How does FractionalJobs.io help me find the right candidate?
Fractional Jobs conducts the whole search for you and then presents you with the best candidates for you to talk to.
It starts by tapping into the Fractional Jobs network, the largest network of fractional executives and other fractional talent in the U.S. (and beyond). We then handpick the best 5 - 10 options for you. We’ll introduce you over email to the ones you like the most. And if you like any, you can hire and pay them directly.
In addition, we act as a thought partner the whole way through on all things fractional hiring and best practices.
Learn more about how Fractional Jobs is the place to hire fractional.
How do I manage a fractional worker effectively?
Managing fractional talent works best when treated as a strategic partnership, not just a contract. It’s similar to managing a senior full-time leader but with more clarity and intention from the start.
Start with alignment. Strong onboarding, setting expectations, introducing team members, giving context on goals and blockers- all that pays off quickly. Most fractional leaders ramp fast, but giving them early visibility into your business accelerates trust and output.
Be intentional about how you communicate. Set a regular cadence for check-ins, and agree on how updates will be shared, whether through async docs, Slack, or live calls.
While fractional work often happens remotely and on limited hours, the talent itself is rarely junior or transactional. Most have built careers leading teams, driving outcomes, and operating with autonomy. And because this is a reputation-driven space, long-term trust and performance matter. On Fractional Jobs, every candidate brings a track record of ownership across multiple companies, stages, and industries. You want to manage for outcomes delivered, so give them the autonomy they were hired for and hold them accountable to results.
Do I need to pay for benefits or expenses typically associated with full-time employees?
No. Fractional hires are independent contractors, so you’re not responsible for benefits, payroll taxes, paying bonuses, giving equity, or other employee-related expenses like laptops.
You simply pay the fractional a monthly retainer, or an hourly rate, and that’s it!
How much does fractional talent typically cost to hire?
Most fractional talent have hourly rates between $100 / hr - $300 / hr.
Fractional c-suite executives typically command $200 / hr - $300 / hr, though the top performers, as well as certain niche specialties (e.g. CISOs), can charge more.
Other fractional talent is more often in the $100 / hr - $200 /hr range. Because fractional work is performed by experts, it's not common to hire at rates less than $100 / hr.
Note that this assumes US-based talent, and should be discounted if your ideal hiring location is elsewhere.
What happens if I’m not satisfied with a fractional hire?
A major benefit of hiring fractional talent is that you can end the relationship much more quickly than a full-time hire if it's not working.
This is because of the nature of a 1099 contract (compared to a W2), and also because the stakes are much lower. Most fractionals have other clients, so losing one isn’t the end of the world. And nor did you recruit the fractional away from another full-time job.
If you’re not satisfied with your fractional hire, it's best to part ways quickly and keep looking for the right match.
This is why when you hire someone from the Fractional Jobs network, there is a 30-day guarantee. If the candidate doesn’t work out, Fractional Jobs will keep working until you find someone that does.
Can I convert a fractional hire to full-time?
Of course. You can decide to extend a full-time offer to your fractional hire at any point in time, and it’s actually quite common.
Some fractional hires start with fractional work as a way to find the right full time position. Others are committed to working as a fractional long-term, but even then it is also common for your fractional hire to help you recruit and vet a full-time replacement once they leave.
Do fractionals have other clients besides me? Or a full-time job?
Sometimes, yes. Fractional work enables experienced folks to deliver for multiple clients, but expectations are set clearly up front. They take on only what they can manage, ensuring your priorities are met.
Who owns the IP of work created by fractional hires?
The employer.
Doing Fractional work
How does a fractional job work?
A fractional job looks very similar to a full-time job, except it's for fewer hours per week, and paid on an hourly rate or monthly retainer instead of an annual salary.
A fractional job is generally held by an expert in their field, embedded into the company. They can provide strategic guidance, do hands-on work, manage a department (of full-time employees), hire and fire, and more.
However, doing fractional work involves so much more than just doing the fractional job itself. There are intricacies of self-employment, you’re looking for new clients more often, balancing multiple clients at once, the career progression looks different, and more.
Learn more about the ins and outs of how a fractional job works.
Is fractional work right for me?
Fractional work is best suited for experienced specialists who want to apply their skills in a flexible, high-impact way.
It’s a strong fit if you have deep expertise, typically gained over a decade or more, and enjoy stepping into organizations to solve problems, drive strategy, and deliver measurable results. Fractional roles offer control over your schedule, the ability to choose projects that match your strengths, and the variety of working across different industries.
They also require adaptability, self-direction, and comfort with less long-term certainty than a full-time job. If you thrive on autonomy, variety, and making an outsized impact without the constraints of a single employer, fractional work can be a rewarding path.
Read more about whether you’re a good fit for fractional work.
How do I find my first fractional clients?
Finding your first fractional clients most often involves engaging your network to help.
Why? Because it’s the easiest way to get a client. It’s someone that can directly vouch for the work you can do.
84% of fractional leaders find their first client from their own network, according to Fractional Jobs survey data.
Learn the step-by-step process to finding clients through your network, and outside of your network.
How can I find new clients through Fractional Jobs?
Fractional Jobs was created to help more fractionals find more client opportunities.
Every week, Fractional Jobs launches new jobs on our website, our Linkedin, and in our weekly Newsletter.
Subscribe to our newsletter here. When you see a fractional job that you think you’re a great fit for, follow the instructions on the job description to get connected.
How much money can I make doing fractional work?
Fractional roles can be surprisingly lucrative and often outperform full-time income when you factor in net take-home pay and flexibility.
Start with your last full-time salary, drop the last three zeros, and add “/hr” to get a good ballpark for what your hourly rate could be. For example, a $200,000 full-time salary equates to around $200/hr. It may take time to grow into that hourly rate, but most successful fractionals do, and can even exceed that. The top fractionals can even command $500+/hr in some cases.
If your fractional rate is $200/hr and you bill 10 hours per week for one client, that is roughly $8,500/month and you could be doing that across multiple clients.
Does Fractional Jobs take a cut of my earnings?
No, Fractional Jobs does not take any cut of your earnings, nor does it charge fractionals, period.
It’s common for talent marketplaces and agencies to charge % fees on wages paid (sometimes up to 20%), but Fractional Jobs does not believe in that pricing model. We believe that the fractional / employer relationship is yours to own, and we only charge one-time fees to the employers for filling a role, independent of contract length or negotiated wages.
Can I have multiple clients as a fractional worker?
Absolutely, yes. Fractional work enables experienced talent to deliver for multiple clients, but expectations around time, scope, and deliverables are set clearly up front to ensure priorities are met.
Managing multiple engagements successfully comes down to strong communication, disciplined time management, and clear agreements from day one. Confirm scope and priorities early, align on preferred communication channels, and use tools like shared calendars or project trackers to stay organized. The best fractionals treat each client as if they were in-house, maintaining quality and impact without overextending, and platforms like Fractional Jobs make it easier to match with clients whose needs fit your availability.
Do I need to set up an LLC, an S Corp, or other legal entity?
You don’t need a legal entity to start fractional work, but setting one up can offer tax and liability benefits.
Many fractionals begin as sole proprietors using their Social Security Number, especially when testing the waters. However, forming an LLC or S Corp can provide advantages such as limited liability protection, more professional presentation, and potential tax savings. For example, S Corps allow you to pay yourself a reasonable salary while taking additional income as distributions, often taxed at a lower rate. Setting up an LLC is typically the first step, and you can later elect S Corp status if your income grows. Fractional Jobs offers guidance on how to make this transition when you’re ready, and has partnered with Collective to make the process as easy as possible.
Read more about setting up an LLC and the tax benefits of fractional work.
How should I think about marketing myself to potential employers?
Your LinkedIn profile is your most important piece of marketing collateral. It’s the clearest way to showcase your expertise, track record, and professional brand. Make sure it communicates what you do, who you do it for, and the results you’ve delivered.
When it comes to fractional work, it’s important to find your niche. Identify your target client and articulate why you’re uniquely valuable to them. Highlight the industries you know best and the measurable outcomes you’ve achieved for your unique area of expertise.
Then, on Fractional Jobs itself, treat each application as a direct pitch. Craft a concise, compelling intro note for each role that speaks directly to the job description. Show that you understand the employer’s challenges and make it obvious why you’re the best fit to address them.
How do I get matched to jobs?
Keep an eye out for the live postings on our website and newsletter. When you see a role that looks like a good fit, request an intro.
From there, we take over. Fractional Jobs packages your profile, highlights your most relevant achievements, and presents a brief to the employer. If they opt in, we’ll make the direct introduction.
After that, it’s in your hands to talk it through with the employer to see if it’s a mutually good fit!
How does FractionalJobs.io help me grow my fractional career?
Fractional Jobs is your partner in building a thriving fractional career from the time you decide you want to pursue fractional work, to getting your first client, and beyond
Our Playbooks help you get up to speed on how to do fractional work successfully.
Our Blog covers all sorts of topics like case studies, how to do client outreach, what hirers are looking for, and more.
Our Toolkit gives you the tools we recommend every fractional considers using. It covers needs like taxes and bookkeeping, retirement planning, healthcare, and more.
And then of course, our jobs. We bring the client opportunities directly to you.
More Resources
The Playbooks
The Blog
The Toolkit
Send fractional jobs,
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