Add a layer of external perspective and specialized expertise with minimal onboarding on flexible terms - perfect for defined transformative assignments.
Common obstacles in organization scaling or transition
Lack of unbiased, apolitical external perspectives
Leadership team needing an external perspective to help bring objectivity or cover blind spots when making critical decisions about the future
Lacking specialized expertise for a transition period
Requiring professional help to implement a key change or talent initiative without the need to commit to a permanent headcount
Risk of project failure
Needing a seasoned professional with the right expertise to handle specific challenges or projects
Sudden HR leadership gap to fill
The business requires a seasoned leader to manage the team and ensure no drop in service while looking for a permanent placement
Our Services
Service #1
Assuming a role on the senior leadership team
As part of the senior team helping frame discussions, provide impartial perspectives and being accountable for organizational results.
Service #2
Project ownership reporting to the senior team
To function as the conduit between the senior leadership team and the project team. Facilitating the project scope and driving outcomes.
Service #3
HR Functional Leader
Assuming the role of a HR functional leader to manage the gap while a permanent replacement is identified and onboarded.
Customer Stories
Simplifying Change in a Complex Environment
See how we led a small but geographically diverse organization through a bold transformation, uniting leadership and engendering employee trust in just 8 months for a pivotal new chapter.
Unlike consultants who simply recommend a strategy, fractional leaders have full ownership of the role and function within the organisation, and are working towards KPIs and outcomes. They strategise, execute, measure and adapt.
“You can use fractional leadership as a bridge for six months so that you understand what type of leader you truly need,”
- Susan Chen, Head of People - Asia at Riot Games
“The seniority of hires makes a big difference because senior executives hit the ground running much faster, they self-onboard and self-manage, and they're therefore able to give you traction faster than someone with less experience.”
- Moritz Kaffsack, founder of Portfolio Careers Asia community