Confidential clientOur mandate · available nowFractional
Fractional SDRGrowth Consultants · Growth consultant · fractional, interim and permanent
Growth Consultants · hire a growth consultant, or find the work
growth consultants at leadership level are senior GTM and growth people who hold the brief: a fractional head of GTM, chief revenue officer or head of growth, working fractionally, on an interim mandate or permanently. Fractional Quest recruits them for companies; we do not employ them.
Reviewed by Fractional Quest · updated 23 October 2026 · 4 sources linked below
- 3–5our shortlist
Fractional seats our founder has held
Climatise
One Up Productions
CK Delta
In the press
- Financial TimesThe executives going ‘fractional’, not freelance
- International FinanceRenting the C-suite, and why the fractional executive era has arrived
The agency
What growth consultants do
Hiring? Brief us and we come back with a shortlist of 3–5, each with rate, availability and IR35 position set out. Looking for the work? The board below shows current GTM and growth leadership roles.
A growth consultant at this level finds where customers come from and why they stay, sets the targets for each channel, and runs the weekly review where marketing and sales answer to the same numbers. The CRO owns revenue end to end: sales, marketing and customer success run against one number, one funnel and one forecast.
For a single go-to-market lead, see GTM consultant; for the agency route, the fractional GTM agency. Where the gap is one function rather than the joins between them, marketing consultants and sales consultants cover each side.
Growth consultants are not a firm’s junior team: each is one senior person who contracts with the company directly. Fractional Quest is the recruitment agency that finds them; the service side is on gtm consultancy.
On the board · last 90 days
Current GTM and growth leadership roles on the board
From our jobs feed. Where a posting states no rate, “est” is our estimate from the seat’s published band; ◆ marks days a week the posting states.
Every fractional role in the UK is on the fractional jobs board.
Three seats
What does a fractional seat look like in practice?
Three fractional seats our founder has held. Real companies, named with their permission; we state only what the seat covered.
Fractional seats our founder has held
ClimatiseFractional · go-to-marketA carbon-reporting software company that needed go-to-market leadership before a full-time hire.
- Seat
- Fractional go-to-market lead
- Days
- Two days a week
- Scope
- Go-to-market
One Up ProductionsFractional · go-to-marketA production company that needed both the go-to-market strategy and its execution.
- Seat
- Fractional go-to-market: strategy and execution
- Days
- Two days a week
- Scope
- Go-to-market
CK DeltaFractional · technologyTechnology work: tech stack implementation.
- Seat
- Fractional technology lead
These are seats our founder has held, not placements.
The scope
What a growth consultant owns
The scope. The revenue plan and forecast; alignment of marketing, sales and customer success; go-to-market strategy, pricing and packaging input; revenue operations, systems and data; hiring and leading revenue leaders.
Out of scope. Brand and product marketing craft may sit with a CMO; product decisions with the product leader. The CRO owns the revenue outcome they contribute to.
The neighbouring seats. The CRO owns the whole revenue number; the sales director owns the sales team; the CMO owns the market and demand.
The process
How does a brief become a shortlist?
Six steps, one accountable person at each. We don’t promise a shortlist by a date; the weeks below are what a well-scoped brief usually takes.
- Day 001The 15-minute callThe seat, the engagement shape, the days or hours, the start date and the budget. No account needed; a call or a written brief.You and us
- Week 102Scope agreed in writingThe outcome the seat exists for, which days, and how the engagement will run for IR35. A brief that describes a person rather than a job, we rewrite with you.Us
- Weeks 1–203Search and approachWe approach people who aren’t looking and verify prior tenure in the seat at your scale and stage.Us
- Weeks 2–304References, taken by usFrom recent clients and boards: what they delivered, not what they titled it.Us
- Week 305Shortlist of three to fiveEach with day rate or salary, availability and IR35 position set out. You interview and decide.You
- Week 406Kick-offScope, first-month outcomes and the contract agreed before day one.You, them and us
Against the alternatives
Four ways to buy GTM and growth expertise fractional, project, interim or permanent
The same GTM and growth problem can be bought four ways. The difference is who does the work, for how long, and who is accountable afterwards.
| Fractional GTM and growth leader | Project consultancy firm | Interim executive | Permanent hire | |
|---|---|---|---|---|
| What you buy | A fractional head of GTM, chief revenue officer or head of growth, days a week | A defined deliverable | A leader full-time for a fixed term | A full-time leader for years |
| Who does the work | One named senior person | A team, often with a partner who sold it | One named senior person | Your employee |
| Accountable after | Yes — they stay | No — the project ends | Until the hand-over | Yes |
| Best when | You need senior judgement every week, not every day | The work is a one-off with a clear output | You need full-time cover or a change led now | The seat is full-time work for years |
| Usual contract | Contract for services, often via the leader’s company | Statement of work | Day-rate contract for the mandate | Employment contract |
The decision
Which growth consultant to hire
Match the shape to the work, not the title.
- Weekly judgementA fractional growth consultantA fractional CRO designs the go-to-market system, installs the forecast and coaches the revenue leaders on a standing weekly commitment.
- Now, full-timeAn interim GTM and growth leadAn interim CRO holds the forecast and the team together while the permanent search runs.
- For yearsA permanent hireA permanent CRO is right when the revenue organisation is large enough that unifying it is a full-time job.
Vetting
How do we vet a growth consultant?
Five stages before anyone reaches a shortlist of three to five.
- Pedigree screenTenureWe verify prior tenure in the seat, at the scale and stage you need. No consultant presenting as an executive.
- Mandate fitFitFit to your stage, sector and the problem the seat exists to solve, not a CV keyword.
- Reference deep-diveVerifyWe take references ourselves, from recent clients and boards: what they delivered, not what they titled it.
- ShortlistShortlistThree to five candidates, each with day rate, availability and IR35 position set out.
- Kick-offStartScope, first-month outcomes and the contract agreed before day one.
The full process is on how we vet.
how to hire
How to hire a growth consultant four steps
Write down the decisions. List the three decisions the growth consultant will own in the first ninety days. That list decides the shape: weekly decisions point to fractional, a time-bound change to interim, a full-time load to permanent.
Brief us. Scope, days, start date and what success looks like. We search for your brief and assess through our five-stage vetting.
Compare a shortlist. 3–5 growth consultants, each with day rate or salary, availability and IR35 position set out, so you compare like with like.
Contract directly. The growth consultant contracts with you, usually through their own company for fractional and interim work. Write the contract to match how it will actually run.
what to check
What to check in growth consultants before you sign
Evidence, not titles. Ask for the markets they took a product into and the numbers before and after, and talk to a founder they worked for. The Chartered Institute of Marketing and the Institute of Sales Professionals set out the standards on each side of the role.
Professional bodies. the Chartered Institute of Marketing — the professional body for marketers, with recognised qualifications and chartered status; the Institute of Sales Professionals — the membership body for the sales profession.
Status. It depends on how the engagement runs in practice — control, substitution and whether the growth consultant is part and parcel of your organisation, not on the label "consultant". For medium and large private-sector clients the client makes the status determination. Every candidate on our shortlist states their IR35 position.
Capacity. A fractional growth consultant holds other clients. Ask how many, which days are yours, and how urgent issues are handled between them.
for consultants
Work as a fractional growth consultant what the work looks like
Fractional GTM and growth work suits revenue, sales and marketing leaders who have taken a product from founder-led sales to a team, and want to do it for two or three companies at once.
Briefs arrive as fractional (days a week, ongoing), interim (full-time, fixed term) or permanent roles. The board on this page shows current GTM and growth leadership roles, labelled by engagement; every fractional role is on the fractional jobs board.
Companies hire the leader, not the label: set out the decisions you have owned, the outcomes, and the days you can commit. Your IR35 position and rate go on the shortlist as you state them.
The right route
Agency, recruiter, interim or permanent?
Three taps. Say how much senior work there is, for how long, and whether it is one leader or a run of hires; the tool names the route.
The route · Fractional recruiter
An embedded fractional recruiter.
A hiring plan to work through below the leadership team is a talent-acquisition job: a recruiter inside your business for part of the week, paid for their time. We don’t supply them; the page below explains the role.
The route · Non-executive director
A non-executive director.
Independent oversight and constructive challenge, not executive direction. We recruit NEDs through the same brief process.
The route · Advisor
An advisor, not yet a seat.
Less than a day a week of senior input is advisory. Buy it as a scoped engagement; when it grows into a day or more, brief us for a fractional executive.
The route · Interim
An interim executive.
Four or five days for a fixed period is interim: cover for a departure, a turnaround or a transaction. The IIM puts the UK average at £907 a day and ten months.
The route · Permanent
A permanent search.
Four or five days of work, ongoing, is a full-time seat. We recruit permanent executives through the same brief process.
The route · Fractional executive
Brief a fractional recruitment agency.
Senior judgement for part of the week: a fractional CFO, CTO, CMO or COO on one to three days. We come back with a shortlist of three to five, each with day rate, availability and IR35 position set out.
We recruit executives. We don’t supply embedded fractional recruiters; where that is the right route, the tool says so.
Clients
What do companies say about our fractional work?
From a company where our founder has held a fractional seat. Name and logo given with the client’s permission.
“Excellent fractional support for building both our go-to-market strategy and our execution.”
Charlie AndersonDirector, One Up ProductionsWhere we are
Where is Fractional Quest?
Where we are
71–75 Shelton Street, Covent Garden, London WC2H 9JQ
Fractional Quest Ltd, registered in England and Wales, no. 17322105. This is our registered office; meetings are by appointment, and most briefs start on a 15-minute call.
Questions
Growth Consultants questions, answered
A growth consultant at this level finds where customers come from and why they stay, sets the targets for each channel, and runs the weekly review where marketing and sales answer to the same numbers. The seat’s scope: the revenue plan and forecast; alignment of marketing, sales and customer success; go-to-market strategy, pricing and packaging input.
Brief us on the scope, the shape and the start date. We come back with a shortlist of 3–5 growth consultants, each with rate, availability and IR35 position set out, assessed through our five-stage vetting. You contract with the growth consultant directly.
Ask for the markets they took a product into and the numbers before and after, and talk to a founder they worked for. The Chartered Institute of Marketing and the Institute of Sales Professionals set out the standards on each side of the role.
It depends on the shape, the days and the sector, and no source we can verify publishes a band for this seat. Fractional Quest publishes no fees; each candidate on a shortlist states their own rate, so you compare like with like.
It depends on how the engagement runs in practice — control, substitution and whether the growth consultant is part and parcel of your organisation, not on the label "consultant". For medium and large private-sector clients the client makes the status determination. Every candidate on our shortlist states their IR35 position.
The board on this page lists current GTM and growth leadership roles, labelled fractional, interim or permanent, and every fractional role is on the fractional jobs board. Your rate and IR35 position go on the shortlist as you state them.
At leadership level, a growth consultant finds which channels and customers drive growth, sets targets for each, and runs one review across marketing and sales. Hands-on growth marketing — campaigns, experiments, ads — is a different, more junior brief.
If the plan is unclear, a fractional growth leader a few days a week sets it and proves it. Once the plan is working and the team needs daily management, a permanent head of growth takes over.
Sources
Where does every figure on this page come from?
The primary publisher for each number, linked. Where a figure is our own arithmetic, the page says so where it appears.
- HMRC
- legislation.gov.uk
- 1Understanding off-payroll working (IR35) HMRCStatus depends on how the engagement runs; medium and large clients make the determination.
- 2Rates and thresholds for employers 2026 to 2027 HMRCEmployer National Insurance at 15% above £5,000 a year.
- 3
- 4Employment Agencies Act 1973 legislation.gov.ukThe law a recruitment agency works under; no fee to a work-seeker.
