Team architecture
Design your fractional leadership team.
Four inputs — stage, sector, growth phase, budget. Talk them through with us on a 15-minute call and we recommend the fractional C-suite mix that fits your situation. Then submit a brief and we shortlist each role.
Team Architect — coming online
The interactive Team Architect isn't live yet. Until it is, the simplest way to design a fractional team is a 15-minute brief intake — we'll talk through your stage and recommend the right role mix.
How team architecture works.
A fractional leadership team isn't the same as a full-time C-suite. The roles you need at 1–3 days/week each are usually fewer, more sharply scoped, and more sequenced than the equivalent permanent line-up.
Pre-Series A: we would usually start with one or two fractional roles — a CFO running fundraising and unit economics, a CMO running positioning and demand.
The founder still wears the COO and CTO hats.
Series A–B: three or four fractional roles — CFO, CMO, CTO advisory, fractional CPO.
The COO comes in once operating complexity demands it.
Scale-up / PE-backed: the team starts to fill out — fractional CFO transitioning to permanent, fractional COO running 100-day plans, fractional CHRO scaling the people function, fractional CISO for compliance.
Permanent hires layer in alongside.
What it costs. Published day-rate bands for each role, every one with its source, are on the rates page.
Model a team — day rate × days a week × weeks — in the rate calculator.
Against a full-time hire, add employer National Insurance (HMRC rates and thresholds); for each fractional role, IR35 status depends on how the engagement runs (HMRC off-payroll guidance).
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Next steps
More of the same shape — internal.
