Fractional COO leadership for the quarter your business is growing faster than its operating model.
We tighten the org, sequence the work, and install rhythms that survive the handoff. Then we hand back something your next hire can actually run.
- monthly engagement · embedded with leadership
- 90-day cadence checkpoint
Fractional COO, in plain terms.
A Fractional COO engagement places a senior operator inside your leadership team for a defined window. We sit between the CEO and the functional leads, fix the seams where work is dropping, and put in the operating cadence the company has outgrown.
This matters most when revenue is climbing faster than the muscle to deliver it. Hiring is behind, the weekly meeting is a status readout instead of a decision, and the founder is still in the middle of every escalation. A Fractional COO breaks that pattern without disrupting the team.
We have run a carrier-grade network operation since 2011, which means we have lived inside the kind of operating rigor most growth-stage companies are still building. We bring that discipline in, then leave it behind in a form your team owns.
Common triggers for this engagement.
- 01When you crossed 30 employees and the weekly leadership meeting stopped producing decisions
- 02When the founder is still the bottleneck for every cross-functional call and the team has stopped trying to route around them
- 03When you have a board commitment for the next quarter and no honest plan for who is doing what by when
- 04When you are six months from hiring a full-time COO and need the role to actually exist before the search starts
Questions teams ask before signing.
What does a fractional COO actually do?
We install the operating cadence, fix the seams between functions, and make sure the work the company committed to is actually getting done. We are an executive, not a project manager.
How is a fractional COO different from a management consultant?
A consultant writes the deck and leaves. We sit inside the leadership team, own outcomes alongside your CEO, and stay long enough that the changes hold. Then we leave clean.
When does a startup need a fractional COO?
Usually somewhere between 25 and 100 people, when the company has clear revenue but the operating model is still the founder's calendar. Earlier than that, the role is premature. Later than that, you want full-time.
Can you help us hire the full-time COO that replaces you?
Yes. A clean handoff is part of the engagement. We write the role, screen candidates, and run the interview loop with your CEO so the person who lands is set up to keep the cadence we installed.
Frequently scoped alongside this work.
Fractional CTO
Senior technology leadership for the quarters that matter most — architecture calls, hiring strategy, and the bets your team is too close to make. We embed with your leadership, not your tooling.
Fractional CIO
IT leadership that thinks past the ticket queue. Vendor decisions, security posture, and the budget your CFO needs to see before next year.
Operational Transformation
Reshaping how the work moves through your org — not just renaming the meetings. We start where the friction actually lives and work outward.
Executive Coaching
One-on-one coaching for technology leaders who don't have a peer in the room. Honest reads, prepared questions, and the perspective the title doesn't come with.
Technology Assessments
An outside read on the systems you've been too busy to audit. Risk, fitness, and the three things that should change this quarter — written for the CFO and the engineer.