Hire a Fractional CPO · Fractional CPO Jobs UK
Fractional CPO jobs are product leadership roles offered on a part-week basis.
Browse the published roles below; where a posting states pay or a day rate, the board shows it.
Employers can hire a fractional Chief Product Officer with a separate brief.
Part 01 / 04
Need
Part 02 / 04
Evidence
Part 03 / 04
Trade-offs
Part 04 / 04
Continuity
15 minutes · video or phone
Tell us the scope and the days a week. We come back with fractional CPO candidates, their day rates and availability.
Pick a day that suits · live availability
How fractional recruitment agencies compare is set out in one place, including how we work: a brief and a shortlist of three to five.
Fractional CPO jobs · last 3 months
No Fractional CPO roles on the board in the last three months. Showing fractional product and technology leadership roles instead.
01/ the board
A read of the roles on the board above, counted as they stand: how each is engaged, whether the posting gives the days and the rate, and where the work happens.
On this board, last 90 days · 1 role · fractional product and technology leadership
Engagement
Days a week
Day rate
Work arrangement (as the job feed classifies it)
Newest posting on the board: 8 Oct 2026.
02/ the route
Four taps. The answer names the route for the seat and the page that covers it.
The route · Fractional
A fractional CPO.The work fills part of the week, so buy the days it needs.
A fractional CPO holds the seat on agreed days for as long as the seat is needed, and works for other clients on the rest.
The route · Interim
An interim CPO.The work fills the week, and it has an end: a programme, a cover, a transaction.
An interim CPO takes the seat full time for that stretch and hands it over when it is done.
The route · Interim, then permanent
Interim now, a permanent CPO after.The seat is full time and long term, and the need is now.
An interim CPO holds it while the permanent search runs, so the seat is not left empty.
The route · Permanent
A permanent CPO.A full-time seat that sits at the table for years is a permanent hire.
There is time to run a search, so run one.
03/ the week
Part of a week is the point of the model: the days you buy are yours, the rest of the week goes to other clients.
Move the days a week and the week redraws.
Illustration only: one way a fractional CPO’s week can divide at 2 days a week for you. Each block is half a day.
04/ the model
Fractional CPO jobs are part-time chief product officer roles where you own the product strategy within a defined scope — not a consultant, not an advisor.
Four ideas define the model.
01 · cadence
Senior, proven CPO capability across a defined slice of the week. You get the product leadership you need without a full-time salary or a five-day commitment.
02 · role
Unlike a consultant or advisor, a fractional CPO owns product vision, roadmap and team, and makes the product decisions that shape the business.
03 · terms
A fractional CPO invoices a day rate for the days worked rather than drawing a full-time package — Hyperact puts a fractional or contract CPO at £800–£1,500 a day (2024).
04 · horizon
Scoped to an outcome — finding product-market fit, launching a new product line, building a product culture — often ending in a clean handover to a permanent CPO.
05/ scope
Accountable for product strategy and the roadmap — and answerable to the CEO and board, exactly like a permanent chief product officer.
01 / PRODUCT STRATEGY
Owns the product vision, the roadmap and the prioritisation framework — accountable for product-market fit and customer outcomes, not just features.
02 / PRODUCT TEAM
Builds and scales the product organisation, defines roles and processes, develops product talent. Creates a team that ships customer value.
03 / CROSS-FUNCTIONAL
Partners with engineering on feasibility, design on experience, and sales and marketing on positioning. The bridge between customer need and delivery.
04 / METRICS & INSIGHTS
Defines success metrics, builds measurement frameworks, drives experimentation. Makes product decisions on customer evidence, not opinion.
06/ alternative models
How the fractional model compares with a product consultant, an interim CPO, a VP Product and a full-time appointment.
→ Fractional = embedded + accountable. Consultant = project + detached.
→ Fractional = strategic + part-time. Interim = tactical + full-time. See interim CPO jobs.
→ CPO = strategy + vision. VP Product = execution + delivery.
→ Fractional gives proven CPO firepower for a defined mission — at a fraction of the commitment.
07/ the choice
A fractional CPO holds the seat for part of every week, on an ongoing basis: the same person, a set number of days, for as long as the business needs that level of leadership.
An interim CPO covers the seat full-time for a fixed term: a vacancy, a transaction or a turnaround, then a handover to a permanent hire.
Ask which problem you have.
If the work is senior but does not fill a week, buy part of the week.
If the work fills every day and has an end date, buy the days in a block.
The calculator above prices the part-week route at your days a week and shows where a permanent hire becomes the cheaper seat.
08/ product roles
Buyers and candidates search fractional product jobs under several titles.
The difference is how much of the direction the person owns.
SETS THE DIRECTION
The fractional chief product officer owns strategy, positioning, pricing and the shape of the product organisation, and answers for the roadmap at board level.
RUNS THE FUNCTION
Runs the product function well against an agreed direction. For scale, Robert Half benchmarks a permanent UK Head of Product at £77,000–£113,250, median £97,750.
SHIPS THE ROADMAP
Discovery, specs and delivery on a defined product area. No source publishes a fractional product manager rate. For contract roles, IT Jobs Watch puts the contract product manager median at £550 a day (six months to 5 October 2026): a contract rate, not a fractional one. See fractional product manager jobs.
BOTH HALVES
One leader owning product and engineering together — common while what to build and how to build it are the same decision. See fractional CTPO jobs.
Freelance, contract or fractional?
A freelance chief product officer and a contract CPO usually mean the same thing as fractional: a senior product leader engaged through their own company rather than employed.
The distinction that matters is cadence — one to three days a week, ongoing, is fractional; five days for a fixed term is interim.
This is our reading of how the titles are used in the UK market, not a published definition.
09/ rates
Published figures only, each with its source.
No UK source we can verify splits the fractional CPO band by seniority or publishes a median, so none is shown.
Two days a week across a 46-week year at Hyperact’s £800–£1,500 band is £73,600–£138,000 in day fees; a £6,000–£12,000 monthly retainer is £72,000–£144,000 a year — both our arithmetic.
10/ economics
Model the cost of a part-time chief product officer against a full-time hire, or what one fractional mandate earns.
£1,000 a day is within the published band for a UK fractional CPO (£800–£1,500, Hyperact 2024).
Year-one cost
£92,000
2 d/wk · 46 weeks · day fees, before tax
At this density, hire full-time£4,200
Fractional CPO, year one£92,000
Full-time CPO, loaded£87,800
Fractional CPO, year one$121,891
Full-time CPO, loaded$116,326
Converted from £ at $1.3249 per £1 (Bank of England spot rate), 2 Oct 2026. A conversion, not a US market rate. Source ↗
Fractional CPO, year one€108,063
Full-time CPO, loaded€103,130
Converted from £ at €1.1746 per £1 (Bank of England spot rate), 2 Oct 2026. A conversion, not a EU market rate. Source ↗
Our arithmetic, indicative. Full-time comparison = £87,800: £77,000, the bottom of Robert Half’s head of product band (the seat below a CPO), plus employer NI at 15% above the £5,000 threshold (HMRC). Excludes pension, bonus, equity and a search fee, so any saving shown is the conservative one.
11/ tax
The general position under UK rules, with the HMRC source for each point.
Not tax advice: check your own case with your accountant.
01 · DEDUCTIBLE
A fractional CPO’s fees, like a salary, are deductible against profits when incurred wholly and exclusively for the trade (HMRC BIM37000). At the 25% main rate, each £1,000 of fees costs a profitable company £750 after relief.
02 · EMPLOYER NI
A permanent CPO carries employer National Insurance at 15% above £5,000 a year. A fractional CPO engaged through their own company carries none when the engagement is outside IR35; inside IR35, the fee-payer deducts tax and NI and pays employer NI. Status depends on how the engagement runs in practice.
03 · WHO DECIDES
Medium and large clients determine the status themselves; for a small private-sector client, the fractional CPO’s own company decides (HMRC off-payroll guidance).
12/ structure
A fractional CPO engagement sets out the scope, the days a week, the day rate and the notice period.
IR35 status depends on how the engagement runs in practice, and a medium or large client makes the status determination.
HMRC looks at the three points below.
Reference: HMRC off-payroll working (IR35) guidance and the CEST tool.
See the IR35 guide.
01 / CONTROL
Whether the company directs how, when and where the CPO works, or defines the outcome and leaves the method to the CPO.
✓ In the contract02 / SUBSTITUTION
Whether the CPO could send a suitably qualified substitute, and whether that right is real in practice.
✓ In the contract03 / MUTUALITY
Whether the company must offer work beyond the agreed scope, and whether the CPO must accept it.
✓ In the contract13/ timing
Four situations where the right answer is to hire a fractional CPO rather than a full-time chief product officer, whose salary sits above the £97,750 head of product median (Robert Half).
Which sounds like you?
An early product with signals but no repeatable way of finding what to build next. It needs more than founder intuition and is too early for a full-time CPO. The founder stays in front of customers; the CPO builds the discovery discipline around them.
A legacy product needs modernising or a pivot. You need senior product leadership to reimagine the offering while keeping existing customers happy.
A single-product company expanding into more lines. You need CPO-level thinking for portfolio strategy but are not ready for a full-time CPO package.
A technical or sales founder has been the product function and has become its bottleneck. An experienced CPO professionalises product while the founder focuses on their strengths.
14/ the buyer’s guide
Three routes to a Chief Product Officer — fractional, interim or permanent — and how to choose.
Decide first whether the gap is direction or capacity: direction is a CPO; capacity is a product manager.
ROUTE 01
One to three days a week, owning the roadmap. Hyperact puts a fractional or contract CPO at £800–£1,500 a day (2024). Brief us and we come back with a shortlist of 3–5.
→ Scope an outcome, review at 90 days, then extend
ROUTE 02
Cover for a departure, a turnaround or a launch with a deadline. Leadership Services puts an interim CPO at £900–£1,400 a day, £1,500+ for turnaround or regulated work (2026). See interim CPO jobs.
→ Five days a week until the permanent hire lands
ROUTE 03
A retained search through chief product officer recruiters. UK retained search runs 25–35% of approximate first-year base salary, with £30,000–£40,000 minimum fees at reputable firms (Headhunters.co.uk). Compare firms in fractional executive search firms.
→ The right route once leading product is full-time work
15/ the terms
Five things to settle before a fractional CPO starts, so the days you buy go on the work.
01
Write down what has to be true at three, six and twelve months. Days a week follow from that list, not the other way round.
02
Fix the days a week, which days, and a review point where either side can change them. Most of the value is in the rhythm.
03
Put in writing what the role can see, sign and decide: systems, data, budget and the board. A part-week leader without access is an adviser.
04
Agree notice on both sides and the handover: documents, logins and who inherits each piece of work.
05
Settle how the engagement will run before it starts, because IR35 status follows the working practice. See the IR35 guide.
16/ recruitment
Chief product officer headhunters and executive search firms run retained searches for permanent hires.
UK retained search typically costs 25–35% of the hire’s approximate first-year base salary (Headhunters.co.uk, 2026).
Hiring a full-time CPO?
Our CPO headhunter page covers the permanent route: the role, how to assess candidates and how search is charged.
We recruit fractional, interim and permanent chief product officers: a shortlist of 3–5, each with day rate or pay, availability and IR35 position set out, vetted through the five stages on how we vet.
If you need a permanent CPO, a fractional CPO is often the sensible first step — it gets the product direction set now and writes the brief for the permanent search.
17/ for product leaders
The board above carries fractional CPO roles and interim chief product officer jobs from our jobs feed — real postings, each showing the location and the day rate only where the posting states one.
Many are in London; many are remote or hybrid.
For fractional CPO UK roles outside London, that means you can hold a mandate without relocating, where the posting allows remote or hybrid work.
If you are weighing chief product officer jobs in London against a fractional portfolio: see CPO salary; one level down, Robert Half puts a head of product at a £133,000 median in London.
On the fractional side, Hyperact puts a fractional or contract CPO at £800–£1,500 a day (2024) — two days a week across 46 weeks is £73,600–£138,000 from one mandate, our arithmetic.
For wider searches see all fractional jobs UK, remote fractional jobs and fractional product manager jobs.
18/ recruitment process
Chief product officer recruitment usually goes wrong at the brief, before anyone is interviewed.
Start with the title: CPO also stands for Chief People Officer and Chief Procurement Officer, so the brief, the advert and every approach should say Chief Product Officer in full.
Then write down what the hire is for — setting product direction, or adding delivery capacity.
Direction is a CPO; capacity is a head of product or a fractional product manager.
For a neutral description of senior product leadership, the UK government’s Digital and Data profession capability framework describes a head of product as leading product strategy, setting the standard for product management across the organisation and coaching other product managers.
Test those things directly rather than asking candidates to talk through frameworks: a realistic prioritisation or strategy case, set in your own product, shows how someone structures a problem, what evidence they ask for and how they explain a trade-off to people outside product.
Put your CTO on the panel, because the CPO–CTO relationship decides whether the roadmap gets built, and take references on outcomes the candidate owned rather than processes they introduced.
Recruiting a permanent employee brings legal steps with it: a right to work check before employment starts, and candidates’ personal data handled in line with the ICO’s recruitment and selection guidance.
For interim chief product officer recruitment — full-time cover for a fixed term — see interim CPO jobs.
For a fractional, interim or permanent hire we run the process: a shortlist of 3–5, each with day rate or pay, availability and IR35 position set out, vetted through the five stages on how we vet.
19/ medical devices
A fractional chief product officer in a medical device startup owns what a CPO owns anywhere — the product strategy, the roadmap and the product team — but every product decision sits inside regulation.
In Great Britain the MHRA regulates the medical devices market: a device must be registered with the MHRA and carry a UKCA or CE marking before it is placed on the market (GOV.UK: regulating medical devices in the UK).
Shipping therefore means evidence and conformity assessment, not only a release.
For software, the intended purpose is a product decision with regulatory weight.
MHRA guidance on crafting an intended purpose for software as a medical device treats an inadequately defined intended purpose as a potential serious failure to meet key medical device requirements, because it frames the clinical evidence, the risk management and the labelling.
A product leader who widens the claims on the roadmap widens the evidence the company must hold.
If the product is aimed at the NHS, NICE’s evidence standards framework for digital health technologies sets out the evidence evaluators and commissioners look for — and NICE is clear that meeting it is not regulatory approval.
What to put on the brief: product ownership under a quality management system, experience alongside regulatory affairs and clinical colleagues, and a record of turning evidence requirements into a roadmap rather than treating them as a blocker.
A CPO does not replace a regulatory lead; the two work side by side.
Where hardware, firmware and software are one decision, a fractional CTPO may fit better, and the engineering counterpart is a fractional CTO.
We shortlist against that brief: 3–5 candidates, each with day rate, availability and IR35 position set out.
20/ vetting
What we undertake on every brief, before a candidate reaches your shortlist.
The full five-stage process is on how we vet.
Verify prior CPO or VP Product tenure, product domains and outcomes. No consultants presenting as fractional.
SOURCINGCheck against your product stage, customer type and business model — B2B, B2C or marketplace experience matters.
FITWe take references ourselves, from recent clients and product teams: real outcomes, not just process changes.
VERIFY3–5 candidates, each with day rate, availability and IR35 position set out.
SHORTLIST OF 3–5Practical guide · Updated
Product leadership connects customer needs, commercial choices and delivery capacity. Define the decisions, evidence and domain expertise the role needs before comparing working arrangements.
The working brief · 01
A practical brief connects customer problems, commercial choices and delivery constraints.
State the problem
Describe the customer problem and the evidence supporting it before listing requested features. Identify the people who can reach customers and the information already available. A product leadership brief should explain what needs deciding, not simply ask someone to approve a backlog.
Make choices explicit
Name who can change priorities, what engineering capacity exists and which commitments cannot be changed without approval. Ask how the leader will work with sales, technology and the executive sponsor. A roadmap needs accepted trade-offs to be useful.
Define the review
Choose evidence that would show whether the product addresses the problem and what would challenge the assumptions. GOV.UK measurement guidance connects purpose, hypotheses and performance data with user research. Use that logic as a practical aid, without importing public-service reporting obligations.
The working brief · 02
Fictional worked example, not a client case study: sales wants bespoke features while customers struggle with an existing workflow.
Inspect the needs
In this fictional company, sales requests a new feature for a prospective customer while existing users report an unfinished workflow. The brief asks the leader to inspect the evidence for both. Neither the loudest request nor the existing roadmap automatically decides the answer.
Compare the options
The leader explains the user problem, commercial context and engineering dependencies of each choice. Sales and technology check the assumptions. The agreed decision names what will be deferred and who accepts that consequence.
Keep learning visible
The team records which evidence would support or overturn the decision and who collects it. No adoption gain or revenue result is invented. The example illustrates a decision process, not a promised outcome or a real customer engagement.
The working brief · 03
Decide the working arrangement around the decisions and support the organisation needs.
Recurring direction
Fractional leadership can suit a defined product mandate with internal people able to manage discovery and delivery between sessions. Confirm who makes routine priority decisions and who escalates unresolved trade-offs. Limited commitment should not hide missing product management capacity.
Temporary ownership
Interim leadership can cover a vacancy or transition needing active ownership. State the inherited commitments and the successor’s information needs. Make the product responsibility explicit so CPO is not confused with people or procurement leadership.
Permanent leadership
Permanent product leadership may suit continuing daily management across teams, products and commercial decisions. Assess the scope rather than treating permanent employment as an inevitable next step. A combined product and technology seat needs its own clear boundaries.
The working brief · 04
For applicants: demonstrate product judgement and ask whether the seat has the access needed to exercise it.
Explain the context
Describe the customers, product stage and constraint you inherited. State what you owned, what colleagues delivered and what the executive sponsor approved. An approved anonymised example can show judgement without sharing a confidential roadmap or customer data.
Show the learning
Explain how evidence changed a priority or challenged your original view. Distinguish a hypothesis from an observed result. Product work is easier to assess when a candidate can discuss the trade-off and what remained uncertain, as well as the decision made.
Ask about the domain
Ask what customer access, engineering support and decision rights exist. For regulated or specialist products, clarify which domain experts support the work and what responsibilities require their expertise. Do not infer medtech or property-sector experience from a general product title.
The working brief · 05
A staged handover connects the roadmap to evidence, assumptions and accepted owners.
Capture the reasoning
Transfer the review
Accept the ownership
The working brief · 06
A location label should not hide the people and evidence product leadership needs.
Remote discovery
Research review and priority discussions can happen remotely when the leader can reach customers and the teams serving them. Confirm who arranges access and what information can be shared. A dashboard is not a substitute for understanding the problem behind the behaviour.
Purposeful presence
Ask whether the product depends on observing a physical workflow, clinical setting or customer operation. State the purpose and location of attendance. Domain-specific work should be described honestly without implying expertise from a general CPO title.
Practical agreement
Record collaboration expectations, travel and the route for urgent priority decisions. Identify owners who can keep discovery and delivery moving between sessions. Review the arrangement when the product mandate changes rather than assuming remote means no on-site commitments.
The working brief · 07
A useful assessment explores evidence and trade-offs rather than collecting a roadmap from an applicant.
Offer the same context
Give candidates a hypothetical product problem, customer evidence and delivery constraint. State the missing information and invite questions. The exercise should test how they think, with criteria tied to the actual scope of the appointment.
Challenge the choice
Ask what they would defer, who should accept the consequence and what evidence would change their mind. Explore a conflict between an important prospect and existing users. The reasoning should connect commercial needs and customer problems with engineering capacity.
Keep it proportionate
Record evidence against agreed criteria and let candidates question the mandate. Use a bounded conversation rather than requesting a finished roadmap the business intends to use. A persuasive story is a hypothesis until the underlying evidence supports it.
The working brief · 08
Sector-specific searches need an honest account of the product and the expertise around it.
Name the product
Explain whether the company builds software, a physical product, a service or a regulated offering. For property-sector searches, clarify whether the seat concerns a digital product or a development programme. The same product title can conceal materially different responsibilities.
Identify specialist owners
Name the regulatory, clinical, operational or other domain experts the leader will work with where relevant. State the decisions those specialists own. Product leadership should not be presented as a replacement for expertise required by the actual product and operating context.
Test relevant evidence
Ask applicants for an approved account of how they worked alongside the needed specialists and handled the resulting trade-offs. Keep missing experience visible. Do not claim sector suitability merely because a candidate has held a CPO title elsewhere.
21/ questions
Common questions from companies hiring a chief product officer and CPOs looking for fractional work.
Yes.
Hiring a Chief Product Officer part-time is exactly what a fractional CPO is: a senior product leader working 1–3 days a week who owns the vision, the roadmap and the product team, with full CPO accountability and no full-time package.
Hyperact puts a fractional or contract CPO at £800–£1,500 a day (2024).
To hire one, book a 15-minute call or submit a brief with the scope and the days a week.
We come back with a shortlist of 3–5, each with day rate, availability and IR35 position set out.
You interview.
A fractional chief product officer is a part-time CPO who owns your product strategy within a defined scope — leading vision, roadmap and the product team.
Not a consultant, not an advisor: the CPO, 1–3 days a week.
Match the route to the gap.
Fractional — one to three days a week, ongoing — when you need product direction owned but not five days of it.
Interim — full-time for a fixed term — for cover or a turnaround; Leadership Services puts an interim CPO at £900–£1,400 a day (see interim CPO jobs).
Permanent — a retained search through chief product officer recruiters, typically 25–35% of approximate first-year base salary (Headhunters.co.uk).
The buyer’s guide above sets out all three.
A fractional or contract CPO runs £800–£1,500 a day (Hyperact, 2024); fractional-csuite publishes £95–£255 an hour; and we budget £6,000–£12,000 a month for 1–2 days a week.
Two days a week across 46 weeks at Hyperact’s band is £73,600–£138,000 in day fees — our arithmetic.
For the permanent comparison, see CPO salary; Robert Half puts a head of product, the seat below, at a £97,750 median.
Use the calculator above with the rate you are quoted, and see fractional CPO salary and fractional CPO hourly rate.
Submit your brief and we come back with a shortlist of 3–5 fractional CPOs, each assessed against your product stage, customer type and business model, with day rate, availability and IR35 position set out.
You interview.
It depends on how the engagement runs in practice — control, substitution and mutuality of obligation — not on the title.
A medium or large client makes the status determination; HMRC’s CEST tool is the reference.
When you have several product lines needing daily attention and a product organisation large enough that leading it is full-time work.
A fractional CPO often helps you reach that scale — and writes the permanent brief.
Ask whether the gap is direction or capacity.
A CPO sets the direction and defends it at board level; a head of product runs the function against it (Robert Half benchmarks a permanent UK Head of Product at a £97,750 median); a product manager ships a defined area (IT Jobs Watch puts the contract product manager median at £550 a day, six months to 5 October 2026, a contract rate).
See fractional product manager jobs and fractional CPO services.
Chief product officer recruiters, for fractional, interim and permanent hires — a shortlist of 3–5, five-stage vetting per how we vet.
For retained search, see the executive search section above and fractional executive search firms.
Both titles use the same letters, and so does Chief Procurement Officer, so settle it before the brief goes out.
This page is for the Chief Product Officer: the executive who owns product strategy, the roadmap and the product team.
If you need to hire CPO cover for people and HR, see fractional CHRO jobs.
Whichever you mean, write the title in full in the brief, the advert and every approach so candidates and recruiters are answering the same question.
It depends which CPO.
In a product business, CPO management usually means product leadership: a Chief Product Officer managing the product team, the roadmap and the trade-offs with engineering and sales, which is the seat this page covers.
In HR it means a Chief People Officer running people and culture; see fractional CHRO jobs.
In operations and supply chain it means a Chief Procurement Officer managing suppliers and spend, for which we have no dedicated page.
Say which one you mean in the brief and we shortlist against it.
A brief that says Chief Product Officer in full and names the outcome; a structured assessment — a realistic product case set in your own context, with your CTO on the panel; references on outcomes the candidate owned; and, for a permanent employee, a right to work check before they start.
A permanent CPO is usually a retained search (see the executive search section).
For a fractional, interim or permanent CPO we come back with a shortlist of 3–5, each with day rate or pay, availability and IR35 position set out.
The recruitment section above covers each step.
Yes, if they have done product work under medical device regulation before.
In Great Britain a device must be registered with the MHRA and carry a UKCA or CE marking before it is placed on the market (GOV.UK), and for software the intended purpose shapes the evidence you need (MHRA guidance).
Brief for product ownership under a quality management system and experience alongside regulatory and clinical colleagues.
See the medical device section above.
It can be.
A fractional CPO typically holds one or two mandates alongside advisory work.
At Hyperact’s £800–£1,500 a day (2024), two days a week at one client across 46 weeks is £73,600–£138,000 before tax — our arithmetic.
Check your own IR35 and tax position with an accountant.
fractional-csuite publishes £95–£255 an hour for a UK fractional CPO.
Two 7.5-hour days a week across 46 weeks at that rate is £65,550–£175,950 from one client; at Hyperact’s £800–£1,500 a day (2024) it is £73,600–£138,000 — our arithmetic.
The calculator above models it.
No. There is no membership or profile to pay for: browsing the board and applying is free.
There is no automatic matching.
When we run a search for a client, we look at product domain, stage, business model and your stated availability.
Roles on the board are real postings from our jobs feed; each card shows the day rate only where the posting states one.
No. The board carries roles across the UK, and many are remote or hybrid; each card shows the location the posting gives.
Partly.
This page serves both sides: companies hiring, and product leaders looking for fractional and part-time CPO work.
The board above carries fractional and interim chief product officer jobs, London and UK-wide, rather than permanent ones — but most fractional CPOs arrive from permanent CPO careers.
Browse all fractional jobs for the wider board.
Yes, when they are live.
Fractional head of product and fractional product manager jobs appear on the board when postings exist; see fractional product manager jobs for that board and its published day rates, and fractional CTPO jobs for roles spanning product and engineering.
Book 15 minutes · shortlist of 3–5
A shortlist of 3–5. Five-stage vetting.
Book a call or submit your fractional CPO brief; we come back with a shortlist of 3–5 candidates.
Browse the fractional CPO roles from our jobs feed, or get in touch about the searches we run.
