// Fractional executive marketplace
RecruitFractional
We built the shortlist we wished existed when we needed a fractional executive.
A curated directory of vetted fractional CEOs, CFOs, COOs, CTOs, CMOs, and VP-level operators. Founders, PE/VC operating partners, and heads of people shortlist in a day — no retainer, no agency margin.
< 48 hrs
Time to shortlist
from role posted to vetted candidates
13
Functions covered
CEO, CFO, COO, CTO, CMO, CRO, and VP-level
0%
Agency margin removed
no retainer, no placement fee stack
// The thesis
Why we own RecruitFractional.
// Why now
Fractional hiring went mainstream, but the buying experience didn't. Slack groups and open marketplaces bury founders in noise, and boutique firms take a large cut and move on their own timeline. We started RecruitFractional because we wanted a curated shortlist of vetted operators we could talk to this week, and AI made it possible for a lean team to run the vetting and matching that used to take a full search firm.
// Market
We build for founders and CEOs of Seed-Series C startups, PE and VC operating partners staffing portfolio companies, and heads of people at scale-ups who need a proven CXO or VP for one to three days a week without opening a full search.
// Moat
We run RecruitFractional on curation and repeat demand: every placement sharpens the vetting bar, the taxonomy of engagement shapes, and the reference graph on both sides. A small team keeps that bar high because AI handles the busywork of matching and reference-checking at scale.
// The product
What it does.
Curated directory of fractional C-suite and VP-level operators across 13 functions — every profile vetted, none pay-to-list.
Post-a-role flow with structured scope, day-rate range, and start date — matched to a shortlist within 48 hours.
Executive profiles with focus areas, availability, day rates, and prior engagements, built for fast diligence.
Buyer-side workflows for founders, PE/VC operating partners, heads of people, and COOs/chiefs of staff staffing multiple roles.
// What we've learned
Lessons from operating RecruitFractional.
01
Curation beats scale.
An open marketplace pushes the sorting cost onto the buyer. A vetted network, smaller, slower to grow, harder to get into, is what founders and operating partners actually pay for. We optimize for the shortlist, not the directory size.
02
The buyer is the operating partner, not the founder.
Founders hire once. PE and VC operating partners staff dozens of roles a year and bring their portfolios along with them. Designing for repeat, multi-role buyers changed the shape of the product and the growth curve at the same time.
03
Fractional is a category, not a discount.
The pitch isn't cheaper CXOs, it's the right operator for the phase. Once we stopped competing on price against full-time recruiting and started competing on fit, day rate, and speed, close rates and repeat usage both stepped up.
// FAQ
RecruitFractional, answered.
The questions buyers ask before they sign — pricing, implementation, security, and how human approvals work.
// More from the portfolio
See the rest of what we own.