Build like a funded company before the round closes.
Los Angeles founders build in consumer, entertainment, health and space, often with a small team and a long runway to protect. The product usually gets the attention. Finance, hiring and sales get whoever is free.
Where founders feel the gap first
The same few things come up in Venice, El Segundo and downtown:
Investor reporting is improvised
Funds and family offices expect clean metrics and a model that moves when an assumption does. The founder built the spreadsheet at midnight.
The first architecture has set hard
Choices made to ship quickly now decide what can be built next, and the person who made them has moved on.
Every deal goes through the founder
Customers, partners and press all go through one person, which works until the calendar fills.
The first senior hire costs a seed round
A permanent executive adds salary and an equity grant at the stage when both are scarcest.
A fractional executive brings an operator who has done this before, for the days the company can use them. Not a mentor on the end of a call: someone who builds the model, sets the architecture or runs the pipeline, then steps back once the company can pay for a permanent seat. It is the difference between paying for the lessons yourself and hiring someone who already has.
Who this is for, and who it is not
Best for
- Founders wearing every hat with no senior cover where it matters most
- Pre-seed to pre-Series A companies that need structure before they can fund it
- Teams that need investor-grade finance, reporting or operations at speed
- Startups scaling headcount faster than their processes can hold
- Founders who want to protect the cap table while adding senior leadership
Not for
- An idea with no product or traction to build structure around yet
- A role a capable full-time hire is already ready to own
- Founders looking to outsource a function rather than lead it
- A single deliverable an agency or contractor could hand back
How it works for a startup
An operator for the days you can use them, with our governance around the engagement while it runs.
Early warnings
A set check-in rhythm catches the work drifting from the brief before it costs you time.
Founders who have done it
The collective includes operators who have built companies in consumer, entertainment and space, available as a second view.
Planned continuity
If the executive leaves, the search starts again from the notes and brief we keep, and we manage the move between the two.
Fit with the founders
Founders and their first senior operator work side by side, so temperament carries as much weight as the CV.
From first call to embedded operator
We move at startup speed.
Tell us your stage
Where are you in the journey? What are the gaps? What does the next 90 days need to deliver?
We match the right operator
From our vetted collective, we introduce the fractional executive matched to your stage, sector, and culture.
Embedded within weeks
Your fractional embeds with your team, begins the scoped work, and operates with real accountability.
Scale the stack
As you grow, add further specialists from the collective. We coordinate them so they work as a coherent team.
Which leader for your stage
The gap that slows a startup changes as it grows. Here is where most founders feel it first, and who owns it.
The right fractional executive depends on your stage
Start with the widest gap today, then add roles as you scale.
Our operators have built and scaled at
