How to Interview Fractional Talent

When you are hiring a fractional exec, or other fractional talent, the interview steps should ideally take the following arc:

1. The intro call
2. The evaluation
3. The proposal
4. The decision

Fractional Jobs recommends conducting at least 5 intro calls to get a sense for the types of candidates out there. Then, you’ll likely want to receive at least 2 proposals so you can compare approaches, before making your decision.

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The Intro Call

The intro call is the start of the fractional hiring process, and it’s typically between the hirer (usually the founder or business owner), and the fractional leader.

Typical length: 30 minutes

Purpose:

• The company should describe the problems it’s facing, at a high-level
• The fractional candidate should describe how their background, skillset, and prior experiences make them a potential fit to solve those exact problems.

Remember that when you’re hiring fractional, you’re doing so because you have a problem that needs to be solved. So describe your problem, and then let the fractional candidate tell you why they can help you solve it.

Tip: Talk about budget and compensation on the intro call. Make sure you and the fractional candidate are broadly aligned. Unlike the full-time world where it’s common to “make an offer” at the final stage of the process, in the fractional world candidates often have their own set rates. Ask them! Of course, everything is still negotiable.

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The Evaluation

After the intro calls, you’ll likely want to spend a bit more time with some of the candidates diving into the details of your problem, and evaluating exactly how each fractional candidate would approach solving it for you.

This usually takes the form of a deep dive discussion. It may also involve looping in other team members to get their feedback and buy-in.

Typical length: 1 hour (per meeting)

Purpose:

• Walk the candidate through your business, and the core problems you need help with in more detail
• Ask the candidate to talk you through how they’ve solved these kinds of problems for other businesses just like yours
• Give the fractional candidate enough information for them to be able to put together a proposal with a scope of work for you

Tip: The evaluation phase is a good time to ask the candidate about how their fractional practice works. How do they balance multiple clients? Do they expect to be available throughout the week, or only on set days? How will you communicate (Slack or email?)

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The Proposal

The proposal is the final stage, and this is quite different from full-time hiring. In the fractional world, it’s typical for candidates to put together a proposal for you that outlines 3 things:

• The rough scope of work
• Their cost (i.e. their compensation)
• The timeline of deliverables (if applicable)

A proposal can take the form of an email, a presentation, or any other kind of written document.

It’s your opportunity to align on what success looks like, and hold your fractional hire accountable to it. It also creates opportunity for further discussion. Perhaps there’s something you want to re-prioritize, or cut from scope, or learn more about.

Tip: If you’ve not received a proposal from a candidate, do not be afraid to ask for one. This is a huge benefit of hiring fractional compared to full-time work, so take advantage.

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The Decision

Once you have a candidate you’re excited about and a proposal you’re aligned on, it’s time to move forward. Don’t be afraid to move quickly! Because fractional engagements are so flexible, the risks of making an incorrect decision are comparatively quite low.

Tip: Feel free to ask your intended hire for reference checks as well, either from full-time employers, or even better from recent fractional clients of theirs.

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Using Fractional Jobs to Help

One nice benefit of using Fractional Jobs to find candidates is that you’ll work directly with Taylor Crane throughout the process, and he’ll guide you on interviewing and evaluation best practices along the way. Fractional Jobs will typically introduce you to ~5 candidates to start your process, and will continue to find more candidates for you until you find the perfect fit.

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