Is the future fractional?

In today's rapidly evolving business landscape, businesses are continually seeking innovative strategies to remain competitive and agile, while workers are craving more flexible and fulfilling work lives. A strategy that has been floating around for a few years now, but appears to be rapidly gaining traction, is fractional working and hiring.

A quick search for "fractional" on LinkedIn will bring up plenty of professionals, posts and groups, but what exactly IS fractional working, and how can it benefit your business?

Understanding fractional working and hiring

Fractional working involves professionals offering their expertise to multiple businesses on a part-time or project-specific basis. Unlike traditional full-time roles, fractional employees allocate portions of their time to different companies, providing specialised skills without the commitment of a full-time position.

Pros of Fractional hiring

1. Cost Efficiency: Engaging fractional talent allows companies to access high-level expertise without the financial burden of a full-time salary and associated benefits. With a number of statutory increases planned in 2025 in the UK (National Insurance, Minimum Wage, Sick Pay and Parental Pay) the model begins to look even more appealing.
2. Access to specialist skills: Fractional hiring enables businesses to bring in professionals with niche expertise for specific projects or challenges, ensuring that the right skills are applied precisely when needed. For example, maybe you are planning an acquisition and your leadership team will be too busy focusing on day-to-day to manage the integration.
3. Flexibility and scalability: Businesses can adjust the involvement of fractional employees based on current needs, scaling up or down without the complexities associated with full-time hires. The recruitment process can be lengthy, especially when looking at senior hires, whereas fractional workers often have shorter notice periods or even immediate availability.
4. Quick onboarding: Fractional professionals often require minimal onboarding, allowing them to contribute effectively from the outset and address immediate business needs. They don't necessarily need all the deep-dive detail view of your business, just introduction to the key people.

Cons of Fractional hiring

1. Limited availability: Since fractional professionals serve multiple clients, their time is divided, which may lead to scheduling challenges and potential delays in communication. If you need someone at your daily beck and call it may not be the right solution, however as with any project, strong communication strategies will be key.
2. Potential for misalignment: Fractional employees might not fully integrate into the company culture, potentially leading to differences in values or working styles. We know long-term, employees need to be embedded in the culture but we may not have time to do this with a fractional hire.
3. Continuity Concerns: The part-time nature of fractional roles can result in gaps in long-term planning and consistency, especially if the professional transitions out of the role. A critical component here will be a succession plan - how long is the fractional hire in place and what happens when they're done?

Examples of where a fractional hire can work

• Startups scaling rapidly: Many technology businesses grow by acquisition rapidly to scale operations, but lack the resources for a full-time Chief Information Officer (CIO). By hiring a fractional CIO, the business can access seasoned leadership to guide the business through integration phase and manage culture change without financial strain of a full-time executive and without taking up the time of current leadership.
• Expanding into new markets: When your business is looking to enter a new regional market you may want to divert all marketing efforts to this project. A fractional Sales and Marketing executive, with experience in the target market, can develop and executed a tailored Go-To-Market Strategy. This might later form the BAU activities of the existing Marketing team so doesn't need a long-term hire.
• Developing a management team: Many small businesses rely on managers to conduct the majority of people management and HR tasks, and utilise outsourced HR agencies as a reactive advisory. This model can work perfectly while the management team are confident and/or people issues are infrequent. However, these arrangements are usually retainer based and not designed for more strategic work. A fractional HR/People Director can design a programme to upskill a less confident management team and implement policy and procedure to lay the groundwork for better ownership moving forwards.

Implementing fractional roles in your business

For businesses considering fractional hires, it's essential to assess organisational needs and determine where specialised, part-time expertise could be most beneficial. Roles well-suited for fractional arrangements include:

• C-Level executives: Positions like CFOs, COOs, or CTOs can provide strategic direction on a part-time basis, offering high-level guidance without the full-time cost.
• Sales and Marketing specialists: Fractional marketing professionals can lead campaigns, brand development, and market analysis, bringing fresh perspectives and expertise.
• Human Resources leaders: Experienced HR executives can assist with talent acquisition strategies, employee engagement initiatives, and policy development on a fractional basis.

Best practices for fractional hiring

1. Clearly define roles and expectations: Like any good project management, definition of scope and deliverables is critical when hiring on a fractional basis. You'll want to ensure everyone is on the same page so you can see the benefits of your new hire quickly. Establish specific responsibilities, time commitments, and performance metrics to ensure alignment between the fractional professional and the business.
2. Ensure effective communication: Set-up regular check-ins and updates to maintain cohesion and address any challenges promptly, particularly where fractional hires may be working on a remote basis across multiple functions.
3. Leverage technology: Utilise platforms and tools that connect businesses and keep teams highly informed. Fractional hires may be working on limited timeframes and wont be afforded the same onboarding time to get to know people. Tools like Teams and Slack can be highly effective when bringing temporary workgroups together.
4. Partner up: Work with an agency who specialises in this kind of work. They can identify vetted fractional professionals, streamlining the hiring process and ensuring quality matches that suit your way of working and culture.

Conclusion

Fractional working and hiring present a flexible, cost-effective solution for businesses seeking specialist expertise without the commitment of full-time employment. By thoughtfully integrating fractional roles into your talent strategy, your business can navigate growth, innovation, and market challenges with agility and precision. As the business environment continues to evolve, embracing fractional talent could be a pivotal move in driving sustained success.

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I’m Alison and I support businesses to achieve commercial success through developing a great people strategy ??????Like this post? Drop me a comment below???? and ring the ?? on my profile for more!

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