Our Services
Embedded Operator - Fractional C-SuiteOperator-led executives who step in to stabilize, accelerate, and hand back a stronger, more sustainable organization—then transfer capability so your team keeps performing after we step out.
What It Is
Embed as Fractional C-Suite Hire
Operator-led executives who step into the seat to stabilize, accelerate, and hand back a stronger, more sustainable organization. We set the operating cadence, build clarity, land visible wins, and transfer capability so your team keeps performing after we step out.
Who We Serve
Target Mandates: Where Executive Leadership Is Embedded
We partner with public and private companies, investor-backed and founder-led businesses, and complex enterprises across single-site and multi-country footprints—regulated and non-regulated, union and non-union.
1. Startup / Early Scale
Product-market fit emerging; first leadership hires; fresh capital to deploy.
2. Mid-Market
Rising complexity; need for disciplined execution and better decision speed.
3. Enterprise
Multi-site or multi-country operations; cross-functional alignment and accountability.
Moments We’re Built For (Inflection Points and Triggers)
- Capital & M&A Events
A new funding round that requires scaling people, processes, and governance. Mergers, acquisitions, and carve-outs: from Day-1 readiness through Year-2 value capture; standing up a new company (NewCo). - Operational Signals
Customer churn spikes, stalled conversion, missed quarter, recurring forecast surprises. - People and Leadership
Succession gaps, senior team re-leveling, or the need for an interim operator. Leadership gaps, turnarounds, rapid scale-ups, and pre-hire bridges. - Fresh Perspective Needed
Market shifts, new competitors, or strategy fatigue that calls for renewed creativity and different thinking. A fresh outside lens to unlock creativity, inject new operating habits, challenge assumptions, and spark innovation where teams feel stuck.
How It Works
Our engagement follows a clear, time-boxed rhythm focused on impact and sustainable hand-back (X-Ray → Operate → Transfer).
- First 15 Days
- Days 30 / 60 / 90 / 120
- Collaboration
- Typical Rhythm
What Success Looks Like (Illustrative)
- Decisions move on a predictable weekly clock instead of lingering.
- Value shows – initiatives are traced to results, not just activity.
- Where relevant (for example, turnarounds or carve-outs), a weekly cash-flow view supports day-to-day choices.
- The commercial engine tightens: cleaner pipeline hygiene, pricing discipline, and channel-level conversion.
- People systems strengthen: critical roles filled against scorecards; leaders coached to clear expectations.
- Integration risks decrease over time: Day-1 executes cleanly; issues are logged, owned, and steadily resolved through Year-1 to Year-2.
- Board and investor confidence rises: the narrative links metrics to decisions, and meetings end with actions.
Embedded Fractional Leadership: Specific Roles
Interim Chief Executive Officer (CEO)
When to Use Leadership transition, narrative drift with the board or investors, priority sprawl, or a short reset before a permanent hire. What We Do We stabilize the slope, align the senior team on three non-negotiables, reset the operating rhythm, and deliver a clear board/investor narrative tied to results—then hand back with a clean plan and capable owners. Key Deliverables Stabilize & align SLT; reset cadence & board narrative; fast handover.Embedded Fractional Leadership: Specific Roles
Fractional Chief Operating Officer (COO)
When to Use Noisy or slow operations, unclear accountability, pipeline friction, margin pressure, recurring forecast surprises, or a COO gap during scale-up, turnaround, or integration. What We Do We install an operating rhythm, clarify decision rights, tune the commercial engine, and tighten cost and service performance—then transfer capability so your team sustains the gains. (Includes: Operating cadence, KPI tree & board pack, GTM tune-up, unit economics, product/tech rituals.) How We Engage We scope together on a short call and shape a fit-for-context plan—light advisory, focused sprint, or embedded operator.Embedded Fractional Leadership: Specific Roles
Fractional Chief Transformation Officer (Transformation Lead)
When to Use Ambitious agenda but scattered initiatives, stalled benefits, decision bottlenecks, or “lots of projects, little impact.” What We Do We translate strategy into a focused, funded portfolio, install clear gates and decision rights, and run value reviews that make progress show up in profit and loss (P&L)—then transfer capability so your teams sustain the cadence. (Includes: Strategy → portfolio → outcomes; gates & cadence; benefits realization with CFO.) How We Engage We scope together on a short call and shape a fit-for-context plan—light advisory, focused sprint, or embedded operator.Embedded Fractional Leadership: Specific Roles
Fractional Chief Human Resources Officer (CHRO)
When to Use Org drag after growth or M&A, leadership gaps, slow hiring, uneven performance management, or culture drift. What We Do We design a decision-righted organization, build the leadership bench, stand up a fast, fair hiring engine, and reset performance and rewards to align with value—then transfer capability to your people leaders. (Includes: Org design & leadership bench, hiring engine, performance & rewards, engagement & culture cadence.) How We Engage We scope together on a short call and shape a fit-for-context plan—light advisory, focused sprint, or embedded operator.Embedded Fractional Leadership: Specific Roles
Fractional Chief Strategy Officer (CSO)
When to Use Too many bets, thin business cases, unclear trade-offs, or great ideas that don’t turn into results. What We Do We clarify where to play and how to win, prioritize a few big bets, build crisp business cases, and link outcomes to an OKR/KPI stack that drives P&L impact—then transfer capability so the strategy keeps moving without us. (Includes: Prioritize bets, business cases, OKR/KPI tree, benefits governance.) How We Engage We scope together on a short call and shape a fit-for-context plan—light advisory, focused sprint, or embedded operator.Embedded Fractional Leadership: Specific Roles
Fractional Head of Integration / Post-Merger Integration (PMI) Lead
When to Use Merger or acquisition signed, multiple add-ons to integrate, or a carve-out that must stand up as an independent company. What We Do We deliver Day-1 certainty and drive Year-1 to Year-2 value capture across the full integration lifecycle—locking decision rights, aligning teams, tracking synergies to P&L, and, where relevant, maintaining a weekly cash-flow view—then transfer capability to your integration owners. (Includes: Day-1 readiness, decision rights, synergy tracking, RAID, SteerCo; Year-1 value capture.) How We Engage We scope together on a short call and shape a fit-for-context plan—light advisory, focused sprint, or embedded operator.Key Takeaways (Tools and Enablement, Not Dependency)
- A documented operating rhythm (who meets, when, to decide what) and decision-rights clarity.
- A living key performance indicator (KPI) dashboard with owner, target, trend, and next action.
- Role-specific templates and checklists (for example, integration readiness, hiring scorecards, pricing and pipeline hygiene) adapted to your context.
- Board- and investor-ready reporting that tells a clear story from metrics to decisions.
- Capability transfer: workshops, train-the-trainer sessions, and handover materials so your team can sustain and evolve the system without us.
Ready to Discuss Your Project?
Book a consultation with us to explore how we can help you achieve your business objectives. We are ready to provide personalized insights and strategic guidance.
What You’ll Get:
- 30-Minute Strategic Consultation
Focused discussion on your specific business challenges and opportunities - Free Initial Assessment
Complimentary evaluation of your current situation and potential solutions - Personalized Recommendations
Tailored strategic advice based on your unique business context