The senior team your Los Angeles business never hired.
Los Angeles is full of companies that outgrew their founders without building a leadership team: the importer, the fabricator, the production house. The gap is not effort. It is senior judgement that the payroll cannot yet carry.
Why a full-time C-suite does not fit yet
The obvious fix is a permanent CFO, COO or CMO. For most businesses at this size, it does not work:
The fixed cost arrives before the need does
Salary, benefits and an equity grant start on day one, whether or not the work fills the week.
A hire takes a season
A permanent senior hire can take months to land, and the problem in front of you will not wait that long.
A wrong hire stays on the books
A severance clause is agreed on the way in, and an executive who is wrong for the business is expensive to part with.
Two days of judgement, not five
Most businesses this size need a couple of days of real senior input each week. Paying for five is a costly way to solve a part-time problem.
A fractional executive is a seasoned operator brought into the business for set days each week. Not an adviser who leaves a report behind: someone who sits in your team, makes the calls in their own area and answers for the outcome. In a city where so many good businesses are run by their founders, it is how a company your size gets this level of leadership at all.
Who this is for, and who it is not
Best for
- Founders carrying a C-suite function themselves with no time left to lead
- Businesses that need senior capability two or three days a week, not five
- A specific gap in finance, operations, marketing, technology or people that is holding growth back
- Teams that cannot yet justify, or afford, a full-time executive salary
- Owners who want an operator accountable for outcomes, not a consultant with a deck
Not for
- A junior or purely execution role a full-time manager should own
- A one-off project an agency could deliver and hand back
- Businesses wanting a figurehead rather than someone who does the work
- A pre-revenue idea with no function yet to lead
How it works for an owner-run firm
We match an operator to the business you run and stay involved for the whole engagement.
Regular check-ins
We hold a set check-in with the owner and the executive, and drift is raised by us first.
Depth behind one person
One executive in your team, with our collective of 800+ to ask when a problem is outside their field.
We hold the thread
The brief, the notes and the owner relationship stay with us, so if the executive changes, we run the handover.
Matched to the business
An importer, a fabricator and a production house run differently. We match on how yours runs.
What an engagement looks like
From first call to an embedded operator in weeks, not months.
Discovery
We spend time understanding your business: challenges, goals, team dynamics, and what 'success' looks like in 90 days.
Match
We introduce the right fractional executive from our vetted collective. You meet them, ask hard questions, and confirm the fit.
Scoped engagement begins
The engagement launches with a defined scope, clear deliverables, and a structured cadence. Your fractional is embedded, not advisory.
Adapt and evolve
As your business changes, the engagement changes with it. Add hours, shift focus, introduce a second specialist, all without restructuring.
Which executive do you need first?
You do not need to know the answer before you call. Match the problem you feel most to the operator who owns it.
Each fractional role maps to a different SME challenge
Start with the gap that is costing you most, and the roles below show which leader owns it.
Backed by executives who have led at
