Run like a Series B company on a seed-stage budget.
San Francisco founders are surrounded by funded competitors who have a CFO, a head of people and a revenue lead. You have the product and a runway. Senior help in the right function, for the right number of days, closes much of that gap.
Where early companies feel the gap
The same gaps tend to appear first:
Finance is a spreadsheet and a prayer
The model that closed the seed round cannot answer the questions of the next investor.
Early technical choices are setting hard
The stack that got the product out is now deciding what the roadmap can include.
The founders are the whole go-to-market
Which works until the calendar is full and nobody else can do the job.
Senior hires cost a chunk of the round
A permanent executive adds salary and an equity grant at the moment both are scarcest.
A fractional executive offers the experience of having done this before, for as many days as the company can make use of. This is not a mentor for the odd call. It is a person who builds the model, designs the architecture or runs the pipeline, and steps back once a permanent seat makes sense. It means the expensive lessons have already been learned by someone else.
Who this is for, and who it is not
Best for
- Founders wearing every hat with no senior cover where it matters most
- Pre-seed to pre-Series A companies that need structure before they can fund it
- Teams that need investor-grade finance, reporting or operations at speed
- Startups scaling headcount faster than their processes can hold
- Founders who want to protect the cap table while adding senior leadership
Not for
- An idea with no product or traction to build structure around yet
- A role a capable full-time hire is already ready to own
- Founders looking to outsource a function rather than lead it
- A single deliverable an agency or contractor could hand back
How it works before Series A
Senior help for the days you can use it, with our governance around the engagement throughout.
Drift caught early
Our regular check-ins show early if the work is wandering from the brief.
Operators who have scaled
The collective includes people who have built from seed to growth round, available as a second view for your executive.
If someone steps away
We keep notes on your company and the brief, so a replacement search starts informed and the handover is managed.
Founder fit
First senior operators work closely with founders, so we weigh temperament as heavily as track record.
From first call to embedded operator
We move at startup speed.
Tell us your stage
Where are you in the journey? What are the gaps? What does the next 90 days need to deliver?
We match the right operator
From our vetted collective, we introduce the fractional executive matched to your stage, sector, and culture.
Embedded within days
Your fractional embeds with your team, begins the scoped work, and operates with real accountability.
Scale the stack
As you grow, add further specialists from the collective. We coordinate them so they work as a coherent team.
Which leader for your stage
The gap that slows a startup changes as it grows. Here is where most founders feel it first, and who owns it.
The right fractional executive depends on your stage
Start with the widest gap today, then add roles as you scale.
Operators from the region's defining startups, and beyond
