Renewals, Extensions, and Conversions to Full-Time Hires

What’s Typical

Fractional work can often be an intermediate step for a longer relationship. Some professionals actively seek a fractional-to-full-time path; others prefer staying fractional long term, but they’ll still help you recruit and vet a full‑time replacement when it’s time to transition. In both cases, the goal is very clear communication and ownership of outcomes, clean handoffs, and minimal disruption to the work at hand.

For fast-growth startups, fractional roles commonly last 6-12 months, while for SMBs they often last 1-2 years (or more).

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Renewals and Extensions

Renewals and extensions are common but never guaranteed. You should treat them as an active decision:

• Signal early: If you want to renew or extend, raise it 1-2 months before the current term ends. Discuss capacity (hours/week), outcomes, and any rate adjustments.
• Add an option clause: If you know that this is a possibility, you can negotiate a contractual option to renew within a limited period (e.g., 30-60 days) at a specific rate and for a specific number of hours. This protects continuity without forcing a long commitment.
• Re-confirm scope: Worst case scenario, if priorities shift in real time, just be up front and communicate early.

Generally, while renewals and extensions are normal, you should be advised that fractional hires ultimately have less long-term commitment relative to a full-time hire. If long-term optionality is important, make sure you’re discuss those intentions up front.

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Converting to Full‑time

This is common as well. And even if a full-time role doesn’t make sense or work out, it’s just as likely for your fractional to help you find and vet their full time replacement. Some considerations:

• Have the conversation early: If your ideal outcome is converting the fractional into a full-time hire, it’s best to be explicit about that upfront. Many fractionals are not interested in full-time roles, and misalignment here can create friction later.
• Conversions do happen: According to Fractional Jobs data, roughly 20% of our referrals ultimately convert into full-time hires, making this a realistic but not guaranteed outcome.

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Bottom line: Plan renewals/extensions early, capture options in the contract, and convert to full‑time if outcomes and fit justify it. Either way, your fractional hire can help ensure a smooth transition.

Read more about how David’s start as a fractional leader uniquely positioned him to receive a full-time offer and join Owner.com as VP of Marketing.

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