Team leadership
If the need is managing reps and improving their execution, specify coaching, performance conversations and who can change the team’s working habits.
Hire a Fractional Head of Sales · Fractional Head of Sales Jobs
Fractional Head of Sales Jobs · Hire a fractional head of sales
Hire a fractional head of sales at 1–3 days a week — senior commercial leadership for growing companies.
Exec Capital puts a UK fractional Sales Director at £500–£1,000 a day, commonly 4–12 days a month.
Build and scale your revenue engine without full-time overhead.
A pipeline the team can explainChoose the question to explore
Part 01 / 04
Customer
Who the sales team should pursue
Part 02 / 04
Stages
Evidence that moves a deal forward
Part 03 / 04
Coaching
A specific behaviour to improve
Part 04 / 04
Coverage
Who handles decisions on other days
£500–£1,000
Day Rates · per day, fractional Sales Director (Exec Capital)
£75,000
Full-time head of sales · median advertised salary, IT-sector job ads (IT Jobs Watch)
Retainer · Day rate · Commission
Models · engagement types
4–12 days
Engagement · a month, commonly (Exec Capital)
15 minutes · video or phone
Book 15 minutes to hire a fractional Head of Sales
Tell us the scope and the days a week. We come back with Head of Sales candidates, their day rates and availability.
- 0115 minutes, video or phone
- 02We scope the role and the days a week
- 03A shortlist of 3–5 after the call
- 04Fractional, interim and permanent briefs
Pick a day that suits · live availability
On the board · last 3 months
Fractional head of sales jobs on the board
No Fractional head of sales roles on the board in the last three months. Showing revenue leadership roles instead.
Fractional sales leadership roles on the board
Fractional Quest is a fractional recruitment agency: send a Head of Sales brief and we come back with a shortlist of three to five vetted candidates.
01/ the role
What is a fractional Head of Sales / Sales Director?
Most companies weigh this against a permanent hire.
If the seat really is full-time, specialist GTM recruitment agencies run that search; the fractional route suits a business that needs senior sales leadership now but cannot yet justify, or define, the permanent role.
Where the pipeline runs through public-sector buyers, business development also means bids: a fractional sales lead will expect RFP software to track public sector tenders alongside the CRM.
A fractional sales leader is an experienced commercial leader who runs or rebuilds a company's sales function part-time — commonly four to twelve days a month, per Exec Capital.
Depending on stage and scale you might engage a fractional Head of Sales or Sales Director (own the team, pipeline and commercial model), a fractional CSO/VP Sales (senior strategy across revenue), or a fractional sales consultant (lighter advisory).
They set the commercial strategy, build and coach the team, design the sales process and comp plans, and own the number — without the full-time salary, OTE liability, or employer overhead.
Companies hire a fractional Head of Sales for exactly this trade: £500–£1,000 a day for a fractional Sales Director (Exec Capital, 2026), against a full-time salary plus on-costs.
IT Jobs Watch puts the median advertised head of sales salary at £75,000 in IT-sector permanent job ads over the six months to 4 October 2026, and the sales director median at £100,000 over the six months to 5 October 2026.
Exec Capital puts mid-market Sales Director OTE at £160k–£260k.
*Sources: Exec Capital fractional Sales Director page and Sales Director Salary Guide 2026; IT Jobs Watch.*
02/ scope
Core Skills for Fractional Sales Leadership
Essential skills include commercial strategy development, sales process design, pipeline management, team leadership, CRM implementation, and comp plan design.
Successful fractional sales leaders combine strategic thinking with hands-on coaching to drive predictable revenue growth.
Specialized expertise spans lead generation, sales methodology (Challenger, MEDDIC, etc.), forecasting, territory planning, channel partnerships, and measurement frameworks.
Different levels focus on execution (Head of Sales) vs strategic oversight (Sales Director/CSO).
How to hire a fractional Head of Sales
Whether you set out to hire a fractional sales director or a part-time sales leader in the UK, the process is the same: define your commercial priorities and stage (team building vs strategy), match the level to the mandate — Head of Sales for execution, Sales Director/CSO for strategy — budget from £500–£1,000 a day (Exec Capital) for a few days a month, and shortlist candidates with proven sales builds in your business type.
03/ the week
How a week divides.
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.
Your companyAnother clientA third client
Mon
Tue
Wed
Thu
Fri
Illustration only: one way a fractional Head of Sales’s week can divide at 2 days a week for you. Each block is half a day.
04/ the board
What the board holds.
A read of the roles on the board on this page, 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 · 2 roles · revenue leadership
Engagement
- Fractional1
- Advisory1
Seat
- SDR1
- CRO1
Days a week
- Stated in the posting1
- Not stated1
Day rate
- Verified rate0
- Estimated (est)0
- Rate not stated2
Work arrangement (as the job feed classifies it)
- Remote1
- Hybrid0
- On-site0
- Not classified1
Newest posting on the board: 15 Oct 2026.
05/ the route
Fractional, interim or permanent?
Four taps. The answer names the route for the seat and the page that covers it.
The route · Fractional
A fractional head of sales.The work fills part of the week, so buy the days it needs.
A fractional head of sales 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 head of sales.The work fills the week, and it has an end: a programme, a cover, a transaction.
An interim head of sales 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 head of sales after.The seat is full time and long term, and the need is now.
An interim head of sales holds it while the permanent search runs, so the seat is not left empty.
The route · Permanent
A permanent head of sales.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.
06/ rates by stage
Sales leadership rates & full-time comparison
What each sales-leadership model costs, as the named source publishes it. No UK source splits fractional rates by Head of Sales vs VP Sales, so we don't either.
ModelPublished costSourceBest For
Fractional Sales Director£500–£1,000 a day, 4–12 days a monthExec Capital, 2026Building or fixing a sales function
Interim Sales Director£600–£1,800 a day, full-time coverExec Capital, 2026Gap cover or turnaround
Full-time Head of Sales£75,000 median advertised salary (IT-sector job ads, six months to 4 Oct 2026)IT Jobs Watch, 2026A sales team that needs an owner every day
Full-time Sales Director£100,000 median advertised salary (IT-sector job ads, six months to 5 Oct 2026); £160k–£260k OTE mid-marketIT Jobs Watch; Exec Capital, 2026Mature sales organisation
07/ timing
Hire a Fractional Head of Sales — which sales leader fits your business?
Context-specific guidance by business type — serves agency, consulting, professional services, SaaS and SME growth scenarios
Scenario 01
Marketing / creative agency
Project revenue discipline
Owner-led, project-based revenue — needs process + pipeline discipline, often lighter engagement
Scenario 02
Consulting / professional services firm
Partner-led selling
Relationship-led selling — needs commercial structure without disrupting established partner model
Scenario 03
B2B SaaS / scale-up
Repeatable pipeline
Needs systematic lead generation, SDR/AE structure, comp design and forecastable growth engine
Scenario 04
SME scaling past founder sales
Build the engine
Founder still closing deals — needs a leader to build repeatable process while founder focuses elsewhere
Scenario 05
Complex B2B / long sales cycles
Honest caveat
If you need daily hands-on management of large sales teams or complex enterprise deals, permanent hire
08/ vetting
How vetting and shortlisting work
Rigorous 5-stage process ensuring optimal sales leadership alignment and measurable commercial outcomes
- 01
Qualification screen
Verify Head of Sales tenure, sector context and stage fit.
SOURCING - 02
Mandate fit
Match to your situation — stage, board dynamics, timing.
MATCHING - 03
Reference deep-dive
We take references ourselves, from recent past clients — real outcomes, not titles.
VERIFY - 04
Shortlist
Three to five candidates with day rate, availability and IR35 position set out.
SHORTLIST OF 3–5
09/ the director engagement
The director engagement — what to scope before you hire
A fractional sales director owns the commercial number for part of the month: the sales strategy, the pipeline and forecast, the team's targets and the comp plan that pays them.
The engagement works when the mandate is written down — which revenue the director is accountable for, which people report to them, what they can change without sign-off, and how often they report to the board.
Match the director to the selling motion.
Partner-led professional services need commercial structure without disturbing client relationships; founder-led B2B needs someone to take deals off the founder and build a repeatable process; SaaS needs pipeline coverage, forecasting and a clean handover between SDRs and account executives.
Ask each candidate for a sales process they built, the forecast they reported against, and a hire they got wrong and fixed.
Professional standing is one more check: the Institute of Sales Professionals is the UK membership body for sales and awards recognised sales qualifications.
Two rule books come with the seat: the ICO's guidance on business-to-business marketing governs outbound prospecting, and the Ministry of Justice's Bribery Act 2010 guidance sets out the procedures a company should have to prevent bribery by people selling on its behalf.
Budget against the published figures in the table above.
If the seat is board-level ownership of all revenue — sales, marketing and customer success — hire a fractional CRO instead; if what you need is pipeline activity rather than leadership, see fractional SDR jobs.
10/ permanent or fractional
Head of sales recruitment — permanent search or a fractional hire
Head of sales recruitment usually starts as a permanent search.
Before briefing one, test whether the seat is ready to be permanent: is there a proven sales process for a new head of sales to run, a pipeline big enough to manage, and a team to lead?
If the answer to any of those is 'not yet', a fractional head of sales can build them first and then write the brief for the permanent hire.
For a permanent hire, the ordinary employment steps apply.
Acas's guidance on hiring covers job descriptions, fair interviewing and offers, and every employee needs a right-to-work check before they start.
Put the commission plan in the offer letter rather than leaving it for later — sales hires turn on the variable pay as much as the base, and GOV.UK's guide to employment contracts explains how agreed terms bind both sides.
For a fractional or permanent head of sales, our part is fixed: a shortlist of 3–5 candidates, each taken through our five-stage vetting with day rate or pay, availability and IR35 position set out.
If you are comparing firms for the search, our guide to fractional executive search firms sets out how the models differ.
11/ agencies and founder-led firms
Finding the best fractional sales leader for a marketing agency — UK agencies and founder-led firms
We don't rank sales leaders, and no published data would let anyone name the best fractional sales consultant for an agency owner, UK or elsewhere.
What separates candidates is fit with how you sell.
For a marketing or creative agency, revenue is project-based and often still won by the owner, so the useful leader brings pipeline discipline, pricing and a new-business process the owner can hand over — usually on fewer days a month than a SaaS business needs.
Fractional sales director for a founder-led B2B business.
UK founders usually hire one while they are still closing most deals themselves.
The first job is to take deals off the founder, write down the process that wins them, and hire the first salespeople against it.
When you compare the best fractional sales consultants for founder-led businesses, UK-based or not, ask each for a process they built and a handover they made.
The same goes for pay.
There is no best commission-based fractional sales leader UK buyers can pick off a list: commission-heavy terms suit short sales cycles and clear attribution, and a retainer usually fits long B2B cycles better (see the FAQ below).
Brief us and we come back with a shortlist of 3–5, each with day rate, availability and IR35 position set out.
12/ the seats compared
Fractional sales leader roles — head of sales, director and CRO compared
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Fractional sales leader is the umbrella term.
It covers three seats that are often advertised under one another's titles.
A fractional head of sales runs the team and the pipeline, against targets the board has agreed.
A fractional sales director owns the commercial number: the strategy, the forecast and the comp plan that pays the team.
A fractional CRO answers to the board for all revenue — sales, marketing and customer success.
Titles compress in smaller companies.
One person may carry the head of sales title and do a sales director's job.
So read the brief, not the title: who sets the targets, who owns the forecast, and who reports the number to the board.
Where the work is senior sales strategy across several teams, the seat may be advertised as a fractional CSO.
The full-time seats show the gap in level.
IT Jobs Watch puts the median advertised head of sales salary at £75,000 in IT-sector permanent job ads over the six months to 4 October 2026, and the sales director median at £100,000 over the six months to 5 October 2026.
For what each seat does full-time, see what a head of sales, a sales director and a CRO do.
Then read each posting on the board above for the level it wants.
13/ by company stage
Fractional sales jobs — what each stage of company asks for
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Fractional sales jobs follow the stage of the company more than its sector.
The same title asks for different work at each stage, so read the brief for where the business is now.
Founder-led, before a sales team.
The founder still closes most deals.
The role writes down how those deals are won, sets up the first pipeline stages in the CRM and recruits the first salespeople.
With no team to manage yet, these roles can start on fewer days.
An early team without a shared process.
There are a few salespeople, each selling their own way.
The role sets the stages, the targets and the weekly forecast, then coaches the team through them.
Fractional head of sales jobs written for this stage ask for the process first.
Scaling, with a team to run.
The process works and the job is capacity: more salespeople, territories, a clean handover between SDRs and account executives, and a comp plan that still pays for the right deals.
Here the brief often reads as a sales director's.
For new-business roles alongside the sales seat, see fractional business development jobs.
Before a permanent search.
Some businesses want the seat built before they recruit for it permanently.
The fractional leader sets the process and then writes the brief for the permanent role.
Permanent and interim roles are listed under head of sales jobs and interim sales director jobs.
14/ the work
What the seat takes on — and what it leaves to others
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A fractional head of sales owns the sales process, the pipeline and the team's targets for the days they are in.
The first weeks are spent reading what is there: the pipeline deal by deal, the CRM, the commission plan and each salesperson's calls.
The 90-day plan above sets out how that work usually runs.
What the seat takes on: the sales process and the pipeline stages; the targets, agreed with the CEO; the weekly pipeline and forecast meetings; coaching on the deals that matter most; the CRM fields the forecast relies on; and the plan for the roles the team still lacks.
What it usually leaves to others: daily activity and call volumes, which sit with a sales manager or an SDR lead; the demand plan, which sits with marketing; and board-level ownership of all revenue, which sits with a CRO.
Writing those lines into the brief lets a part-week leader own the number without sitting in every meeting.
Exec Capital describes the fractional Sales Director as an embedded leader, unlike a sales consultant who delivers a project and moves on, or an interim who covers a gap.
The head of sales seat works the same way.
The work is ongoing, inside the team, for part of the week.
15/ where and when
Remote and part-week — how the days are set
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Much of a sales leader's work travels.
Pipeline reviews, forecast calls, CRM work and one-to-one coaching can all run remotely.
Joining sales calls, team sessions and board meetings often happens in person, especially in the first weeks.
So many fractional sales roles are hybrid: a set day with the team and the rest remote.
The board above shows how each current role describes itself — remote, hybrid or on-site — as the job feed classifies it.
The days are usually agreed as a pattern, not just a total.
Exec Capital puts a fractional Sales Director at one to three days a week, commonly four to twelve days a month.
A fixed weekly day suits the forecast meeting.
The other days can move with the sales calendar.
Some businesses put a part-time head of sales on the payroll instead.
That is employment, with the rights that come with it: GOV.UK's guidance on part-time workers' rights says part-time workers must not be treated less favourably than equivalent full-time workers.
For more roles that can be done from anywhere, see remote fractional jobs.
16/ contract
How the engagement is contracted
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Many fractional sales leaders work through their own limited company under a contract for services.
A statement of work sets the scope, the days, the day rate or monthly retainer, the notice on each side and the minimum term.
Exec Capital describes both shapes: a fixed monthly retainer for an agreed day commitment, or a day rate with a minimum monthly floor, usually over a minimum of three to six months.
Commission needs its own clause.
Say which deals it pays on, when it is earned, how it is reported, and what happens to deals that close after the engagement ends.
Commission-only terms are rarer and suit short sales cycles with clear attribution (see the FAQ below).
For a limited-company engagement, IR35 status turns on how the work runs in practice: who controls how the work is done, whether a substitute can be sent, and whether either side must offer or accept more work.
Medium and large clients make the status determination and must give their reasons; for a small private-sector client, the leader's own company decides (HMRC off-payroll guidance).
Each contract is judged on its own facts.
See the IR35 guide.
Practical guide · Updated
Sales leadership needs a clear boundary between selling, coaching and commercial decisions. Read the forecast evidence and the team’s coverage needs before choosing the engagement.
The working brief · 01
Separate activity from a buying decision
A full pipeline is not enough to explain what may close.
- 1
Agree stage evidence
Ask the team what must be true before a deal advances. The prospect’s need, buying process and agreed next step should be distinguishable from a rep’s optimism.
- 2
Inspect a stalled deal
Trace where the evidence stopped changing. Salesforce’s pipeline guidance supports explicit stage exit criteria; adapt them to your sales process instead of importing a vendor’s stage names.
- 3
Use the review for action
Finish with the customer question, coaching intervention or decision each deal needs. Keep the forecast discussion separate from a count of calls or emails.
The working brief · 02
Name the leadership work explicitly
A head of sales brief needs to say what happens to selling, coaching and revenue decisions.
The decision
Revenue choices
If the need includes market selection, pricing or company-wide revenue planning, state the authority and other leaders involved. Those decisions can extend beyond a head of sales remit.
Individual selling
If you also expect the leader to carry personal deals, identify which accounts and who manages the team while they sell. Avoid using personal deal activity as a substitute for management capacity.
The working brief · 03
An agency with proposals but no clear next step
Fictional worked example: the founder wants a sales leader because opportunities remain at proposal stage.
- Stage 101
Read a sample together
The fictional sales leader reviews proposals with the people who sent them. They distinguish a buyer’s expressed need from an internal assumption about when the deal will close. - Stage 202
Change the handover
The team agrees which buying questions must be answered before a proposal is issued. Each live opportunity gets a named next step and a reason to remain in its stage. - Stage 303
Review the behaviour
The leader checks whether the new questions are being asked and whether the records support the forecast. This example does not claim higher sales; it shows a process the team can inspect.
The working brief · 04
Assess coaching as well as selling
Candidates should show how another person’s work changed under their leadership.
- 1
Describe the team
Explain the selling motion, reporting line and authority you held. Distinguish building a team from inheriting one and personal account ownership from management responsibility.
- 2
Show a coaching choice
Use an anonymised account of a rep’s specific difficulty, the intervention and how you checked progress. Keep judgement grounded in observed behaviour rather than labels such as high performer.
- 3
Make performance claims auditable
Explain the period, baseline and team contribution behind any result you cite. A strong reference can clarify your management role without disclosing customer names or confidential revenue.
The working brief · 05
Choose the coverage the team needs
The difference is not only the number of days in the diary.
The decision
Fractional
An established team can work with scheduled coaching and pipeline reviews if a manager handles daily exceptions. Agree who approves discounts and urgent customer commitments outside the leader’s days.
Interim
A leadership gap or urgent change may need temporary daily management. Define who receives the team, forecast assumptions and active deal risks when the assignment ends.
Permanent
An expanding sales organisation may need a continuing leader who owns hiring, development and performance. Set the role around that ongoing accountability rather than a promise to rescue the next quarter.
The working brief · 06
Interview around a doubtful forecast
A specific deal discussion reveals more than a general promise to grow revenue.
- 1
Missing buying evidence
Present a hypothetical deal with enthusiastic calls but no agreed next step. Ask what the candidate would establish before keeping it in the forecast.
- 2
A coaching conversation
Ask how they would discuss the gap with the rep without taking over the sale. Look for an actionable question and a way to check whether the behaviour changed.
- 3
A leadership message
Ask how they would explain the uncertainty to the founder or finance lead. The answer should separate known customer evidence, assumptions and the next action.
The working brief · 07
Make remote coaching observable
A distributed team needs a way to discuss real selling work.
The decision
Shared evidence
Agree which CRM notes, customer correspondence and appropriately obtained call material support coaching. Respect the organisation’s permissions and handling rules for customer information.
Useful overlap
Plan live time for deal reviews and difficult conversations. Scheduled coaching only works when the reps and relevant decision-makers can take part.
Daily ownership
Name who handles customer commitments and team exceptions between sessions. A remote part-week leader should not become an undefined emergency contact for every deal.
The working brief · 08
Transfer the forecast reasoning
A successor needs to know why the team believes each important deal will move.
- Stage 101
Identify the assumptions
Record active deals, evidence behind stage positions and unresolved customer questions. Flag where a date is a buyer’s commitment and where it is the team’s estimate. - Stage 202
Meet the owners
Introduce the receiving leader to the reps and the people who approve commercial decisions. Explain ongoing coaching work without turning confidential performance notes into general circulation. - Stage 303
Keep the review alive
Confirm who maintains the review rhythm and stage definitions. The handover should leave a team able to update its judgement, rather than a forecast frozen at the departure date.
17/ questions
Fractional Head of Sales FAQ
The questions people ask before bringing in a fractional Head of Sales.
A fractional sales director owns the commercial function part-time: sets sales strategy, builds and coaches the team, designs process and comp plans, implements CRM discipline, and is accountable for the numbers. They provide senior sales leadership without the full-time salary, OTE liability, and employer overhead.
Exec Capital puts a UK fractional Sales Director at £500–£1,000 a day, usually 4–12 days a month over a three-to-six-month minimum. For a full-time comparison, IT Jobs Watch puts the median advertised head of sales salary at £75,000 in IT-sector permanent job ads over the six months to 4 October 2026: see head of sales salary. For the day rates and retainers in full, see fractional sales director salary.
Some fractional sales leaders take lower base/retainer plus commission or revenue share — aligns incentives but works best where the leader genuinely controls growth levers and attribution is clear. Pure-commission fractional is rarer and suits short sales cycles. For complex/long-cycle B2B, a retainer typically aligns better. This is our description of how these engagements are structured, not a published benchmark.
Fractional: an embedded leader for a set number of days a month — £500–£1,000 a day (Exec Capital). Interim: full-time temporary cover for a vacancy or turnaround — £600–£1,800 a day (Exec Capital Executive Salary Guide 2026). Choose fractional for building; interim for covering gaps or crisis turnaround.
Head of Sales: execution and team management. Sales Director: strategy and commercial ownership — a £100,000 median advertised salary full-time (IT Jobs Watch, IT-sector job ads, six months to 5 October 2026). VP Sales / CSO: senior revenue leadership across several teams. CRO: board-level ownership of all revenue — sales, marketing and customer success. Titles often compress in SMEs, and no UK source we can verify splits fractional rates by these titles.
Marketing agencies needing project revenue discipline, professional services firms wanting commercial structure, B2B SaaS requiring repeatable pipeline, SMEs scaling past founder-led sales. Each needs different engagement depth and sales methodology.
Commercial strategy and process come first, then pipeline discipline and CRM implementation, then team hiring and comp plan design. When revenue impact becomes measurable depends mainly on your sales cycle length — agree milestones for each stage in the brief rather than relying on a generic timeline.
Define your commercial priorities and stage (team building vs strategy), assess whether you need Head of Sales execution or Sales Director strategy, budget from £500–£1,000 a day for a few days a month (Exec Capital), and engage through specialist fractional recruiters who understand sales leadership markets and commission structures.
Consulting and professional services firms sell through partners — relationship-led, not pipeline-led. A fractional Sales Director adds commercial structure (process, pipeline discipline, measurement) without disrupting the established partner model. Look for candidates with professional-services experience, typically at Sales Director level (£500–£1,000 a day, Exec Capital).
Many fractional sales leaders operate via a limited company; IR35 status depends on how the engagement runs in practice, and a medium or large client makes the determination. Commission/revenue-share structures need careful IR35 and tax treatment consideration — consult a qualified adviser for specific arrangements. GOV.UK's overview of employment status notes that a person's status in tax law can differ from their status in employment law.
Write down the revenue they are accountable for, who reports to them, what they can change without sign-off and how often they report to the board — then agree the days a month. Exec Capital puts a UK fractional Sales Director at £500–£1,000 a day, commonly 4–12 days a month.
Use a permanent search when the sales process is proven and there is a team and pipeline to run; follow Acas's guidance on hiring for the employment steps. Hire a fractional head of sales when those still need building — they can build them and write the brief for the permanent hire. For a fractional or permanent brief we come back with a shortlist of 3–5.
Not quite. A fractional sales manager usually runs the team day to day — pipeline reviews, coaching, activity — against a process someone else has set. A fractional head of sales or sales director sets that process, the targets and the comp plan, and answers to the board for the number. If the process itself is missing, start with the head of sales; if what you need is pipeline activity rather than management, see fractional SDR jobs.
Start with the board on this page, drawn from our jobs feed: it lists fractional sales jobs from head of sales to sales director level, with a rate shown only where the posting states one. For board-level revenue roles see fractional CRO jobs, and for every function, fractional jobs UK. Applying is free.
A senior sales leader who runs or rebuilds a company's sales function for part of the week, usually on a contract rather than as a full-time employee. The posting may say head of sales, sales director, CSO or CRO; the seats differ in who sets the targets, who owns the forecast and who answers to the board for revenue. Exec Capital puts a fractional Sales Director at £500–£1,000 a day, commonly 4–12 days a month.
Many are hybrid. Pipeline reviews, forecasting, CRM work and coaching travel well; joining sales calls, team sessions and board meetings is often done in person, especially early on. The board on this page shows whether each role is remote, hybrid or on-site, as the job feed classifies it. For roles in every function that can be done from anywhere, see remote fractional jobs.
Above it sit the sales director, CSO and CRO seats, each with more of the revenue to answer for; for board-level roles see fractional CRO jobs. Alongside it sit new-business and bid roles: see fractional business development jobs and fractional bid manager jobs. Below it sit pipeline roles such as SDRs: see fractional SDR jobs.
Book 15 minutes · shortlist of 3–5
Bring the brief. We architect the team.
A shortlist of 3–5 with day rate, availability and IR35 position set out, after five-stage vetting.
