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Complete comparison: cost, commitment, expertise, and when each makes sense for your business.
| Factor | Fractional COO | Full-Time COO |
|---|---|---|
| Time Commitment | 1-3 days/week | 5 days/week |
| Annual Cost | $60k-$180k | $200k-$350k + equity |
| Start Time | 1-2 weeks | 2-4 months |
| Experience Level | 15-20+ years (senior) | 10-20+ years (varies) |
| Commitment Length | 6-18 months (flexible) | Indefinite (years) |
| Benefits & Taxes | $0 (contractor) | $40k-$70k |
| Equity | Optional | Expected (0.5-2%) |
| Flexibility | Scale up/down monthly | Fixed |
| Risk | Low (30-day notice) | High (6-12 month disruption if bad fit) |
You need COO expertise but can't justify $250k+ for full-time. Fractional gives you senior talent at startup budget.
You need high-level operational strategy, not someone managing day-to-day tasks. Fractional COO focuses on strategic work while your team executes.
Can't wait 3-6 months to hire full-time. Fractional COOs start within 1-2 weeks.
Work with fractional COO for 6-12 months, validate fit, then convert to full-time if needed. Much lower risk than direct hire.
Uncertain how much support you'll need? Scale fractional engagement up/down as requirements evolve.
At this scale, you genuinely need 4-5 days/week of operational leadership. The math justifies full-time.
You need someone managing daily operations, not just strategic decisions. Large teams, complex logistics, continuous oversight required.
You want COO deeply embedded in culture, attending all meetings, building relationships across entire org. Full-time presence matters.
You have $250k-$350k budget for COO + ability to offer meaningful equity. Cash isn't the constraint.
Many successful companies start with fractional COO, validate the fit over 6-12 months, then convert to full-time when revenue and needs justify it. Best of both worlds: lower risk + proven partnership.