Speed
You don't spend 6 months searching. We have 3,000+ vetted healthcare executives in our network. We match, vet, and place in 4–6 weeks.
Fractional Executive Placement for Healthcare Founders
You need an experienced healthcare executive right now. But you're not ready to commit $250K+ in annual salary to a full-time role. We match, vet, and place the right fractional CMO, COO, CRO, CSO, CTO, CIO, or CEO, typically in 4–6 weeks.
Using ExecutionDNA assessment and our network of 3,000+ healthcare executives through Health Board Advisors, we ensure mind-body-soul alignment between your founder, team culture, and the fractional leader you hire.
The Executive Leadership Gap: Why Founders Stall at 1M–5M Revenue
You built your healthcare company through founder hustle and scrappy decisions. You got to $1M revenue. Maybe even $3M. But now you're hitting walls:
Revenue growth plateaus because nobody owns the sales process besides you. Operations are chaotic because processes are in your head. Your team is strong but lacks C-level leadership to accelerate. You realize you need an experienced healthcare executive on your team—someone who's scaled companies like yours before.
But you have a problem: Full-time executive hiring is brutal. It takes 6+ months to find the right person. It costs $250K+/year in salary, benefits, and equity. And if the fit doesn't work, you've wasted a year and burned capital.
Most founders at your stage are stuck between two bad options: Either grind it out as founder-CEO without support, or make an expensive, risky full-time executive hire.
There's a third option: Fractional leadership.
Fractional Leadership: The Bridge Between Founder-Led and Full-Time Executives
A fractional executive is an experienced healthcare leader who works part-time (typically 10–30 hours/week) on your business. They're not a consultant who gives you a plan and leaves. They're not a fractional service that touches everything. They're a strategic operator embedded in your company who owns a specific domain—go-to-market, operations, revenue, strategy.
Why fractional works better than full-time for your stage:
Cost
Fractional executives cost 60–70% less than full-time (typically 5K–15K/month vs. $20K+/month salary). No benefits overhead. No equity dilution until the fit is proven.
Risk
You test the person's fit, your team's dynamics, and their impact before making a permanent $250K+ hiring commitment. If it's not working, you pivot.
Flexibility
Start at 10 hours/week. Scale to 20 or 30 hours/week as your needs grow. No permanent overhead.
Healthcare expertise
Most fractional executives in the startup world have SaaS experience. Ours have healthcare domain expertise—they know regulatory complexity, buyer journeys, proof burdens unique to your niche.
Most founders who hire fractional executives with us end up making them full-time within 12–24 months because the fit is right and the impact is proven.
How We Match You With the Right Fractional Executive: ExecutionDNA in Action
We don't just run through our network and make introductions. We use our proprietary ExecutionDNA process to ensure alignment across three dimensions: mind (team dynamics and culture), body (operational capability and skills), and soul (mission alignment).
Step 1
ExecutionDNA Assessment
We evaluate your company:
- Current leadership dynamics (how do you and your cofounders work together?)
- Team capabilities and gaps (what roles are bottlenecks?)
- Specific constraint (GTM? Operations? Revenue scaling? Strategic planning?)
- Organization structure and culture (what kind of leader will thrive here?)
- Communication style and decision-making patterns (how does your team operate?)
Step 2
01
02
03
04
05
Executive Vetting & Matching
Using our Health Board Advisors network of 3,000+ healthcare executives, we identify candidates who meet five criteria:
Healthcare domain expertise
They've scaled healthcare companies. They know your buyer type, proof burden, and regulatory landscape. They're not generic startup executives.
Proven execution at your stage
If you're $2M revenue, we find executives who've successfully scaled through 2M-5M. They know what matters at your stage.
Niche alignment
If you're femtech, longevity, digital health, remote monitoring, or precision medicine, we find executives with that category experience.
Communication style fit
We match leadership personalities and communication patterns. A data-driven, structured operator won't work for a founder who makes fast intuitive calls. We ensure compatibility.
Mission alignment
They believe in healthcare innovation. They're not just chasing money. They want to build something meaningful in your category.
Step 3
We structure the engagement so it succeeds.
Most fractional placements fail because the role is unclear.
They don't have authority. They can't see their impact. We avoid that.
We help you define:
01
Specific domain they own (GTM? Sales? Operations? Strategy?)
02
Success metrics and milestones (what does success look like in month 1, 3, 6?)
03
Decision-making authority (what decisions can they make independently?)
04
Reporting structure (who do they report to? Who reports to them?)
05
Integration with your team (how do they interact with existing staff?)
A clearly defined fractional role with aligned expectations succeeds. Vague roles fail.
Step 4
ExecutionDNA Allocation
We determine fair compensation using 6 capital allocation models:
Direct salary
Monthly retainer for their time
Deferred salary
Salary paid later when company cash-flows improve (common for early-revenue founders)
Equity
Founder stock or option grants tied to tenure and performance
Revenue share
% of gross or net revenue (aligns incentives when company succeeds)
Bonus structures
Performance-based bonuses for specific milestones (e.g., $10K if you close 3 enterprise contracts)
Founder partnership models
Hybrid arrangements (e.g., $5K/month base + 0.5% equity + revenue share at $5M ARR)
The goal: Design a compensation package where the fractional executive's interests align with your success. They win when you win.
Most founders structure fractional packages as: 8K–12K/month base + 0.25–0.5% equity + potential revenue share.
The Fractional Executives We Match and Place
Depending on your constraint and stage, different fractional roles solve different problems. Here's what each owns:
Fractional CMO (Chief Marketing Officer)
For
Founders who need healthcare go-to-market strategy, positioning clarity, and demand generation—but don't have a full-time marketing leader.
What they own
- Healthcare positioning and messaging (who do you serve? Why are you different?)
- Healthcare go-to-market strategy (buyer journey, channel strategy, proof strategy)
- Healthcare sales strategy and sales enablement
- Demand generation and marketing operations
- Brand and competitive positioning in your healthcare niche
- Investor pitch and messaging refinement
Fractional COO (Chief Operating Officer)
For
Founders who need operational infrastructure, process documentation, and team scaling—but don't have bandwidth to build it alone.
What they own
- Operations and workflow design
- Team scaling and hiring infrastructure
- Process documentation (so knowledge doesn't live in your head)
- Financial controls and reporting
- Board preparation and fundraising operations
- Healthcare compliance and operational resilience
- Vendor and systems management
Fractional CRO (Chief Revenue Officer)
For
Founders who need healthcare revenue acceleration—closing deals, scaling sales, building customer success.
What they own
- Healthcare revenue strategy and sales process documentation
- Sales team building and coaching
- Customer success and retention operations
- Revenue metrics and forecasting
- Channel strategy and customer acquisition optimization
- Contract negotiation and deal structuring
- Sales enablement and pricing strategy
Fractional CEO / Chief Strategy Officer
For
Founders who need strategic leadership, board guidance, and overall company direction—but aren't ready to step down as CEO.
What they own
- Healthcare business strategy and long-term roadmap
- Board relations and governance
- Leadership coaching for founder/CEO
- Strategic partnerships and investor relations
- Fundraising strategy and preparation
- Organizational design and reporting structure
- Capital allocation and resource prioritization
Fractional CFO (Chief Financial Officer)
For
Founders who need financial infrastructure, fundraising-ready financials, and unit economics clarity.
What they own
- Financial model development and accuracy
- Unit economics and CAC/LTV analysis
- Monthly financial reporting and board packages
- Fundraising financial projections and cap table management
- Budget forecasting and variance analysis
- Cash flow management and run-rate tracking
- Audit preparation and compliance
Fractional CTO / VP Engineering
For
Founders who need technical leadership, architecture decisions, or engineering team building—without hiring a full-time CTO.
What they own
- Technical architecture and technology strategy
- Engineering team building and hiring
- Product development prioritization
- Technology vendor selection and management
- Healthcare compliance (HIPAA, FDA, etc.)
- Scalability and infrastructure planning
- Technical due diligence for fundraising
Fractional CPO (Chief Product Officer)
For
Founders who need product strategy, roadmap prioritization, and go-to-market clarity for product launches.
What they own
- Product strategy and roadmap prioritization
- User research and validation
- Feature prioritization and go-to-market strategy
- Product-market fit validation
- Competitive product analysis
- Pricing and packaging strategy
- Product metrics and analytics
Fractional CSO / Chief Sustainability Officer
For
Founders building healthcare impact companies who need ESG strategy, clinical validation, and healthcare mission alignment.
What they own
- Clinical impact strategy and outcome validation
- Healthcare regulatory strategy
- ESG and impact reporting
- Healthcare partnerships and provider relationships
- Clinical advisory board building
- Healthcare compliance and risk management
- Impact metrics and reporting
From Assessment to Placement: 4–6 Weeks
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Week 1
ExecutionDNA assessment call. We evaluate your team, culture, gaps, and needs.
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Weeks 2–3
We search our 3,000+ healthcare executive network. We identify 3–5 candidates who match your profile.
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Weeks 3–4
First-round conversations with candidates. We gather feedback. You meet top candidates.
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Week 5
Negotiation and offer structuring. We help you design the compensation package (salary, equity, revenue share).
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Week 6
Placement and onboarding. Executive begins week 1 with clear role definition, success metrics, and team integration plan.
Most Fractional Placements Become Full-Time (And That's Success)
Here's what typically happens:
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01
Months 1–3
Fractional executive starts. They identify quick wins. They build trust with your team. You see immediate impact.
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02
Months 4–6
You realize this person is essential. Your team wants them full-time. You want to expand their scope.
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03
Months 9–12
You're hitting revenue targets because of their work. You can now justify the full-time investment.
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04
Month 12–18
You hire them full-time. You bump up their equity and salary because you've proven fit. Everyone wins.
This is the best outcome. You tested fit at low risk. You proved impact. Now you're confident making the permanent investment.
Many founders tell us: "I wouldn't have hired this person full-time sight unseen. But after 6 months fractional, I can't imagine not having them on the team full-time."
3,000+ Vetted Healthcare Executives at Your Service
Most fractional exec placement firms pull from generic startup networks. Those executives have SaaS experience, not healthcare expertise.
We're different. We partner with Health Board Advisors, a network of 3,000+ clinicians, operators, healthcare leaders, and physician entrepreneurs who specialize in healthcare scaling.
This means:
Healthcare domain expertise
Our executives understand femtech, longevity, precision medicine, digital health, dental tech, remote monitoring, wearables. They know the regulatory complexity and buyer journey unique to each niche.
Vetted for execution
Our network includes founders who've scaled healthcare companies, operators from healthcare systems, clinicians who understand product-market fit, investors who know what works in healthcare.
Aligned with mission
Healthcare Board Advisors members are committed to healthcare innovation not just chasing checks. They understand the mission-driven nature of healthcare startups.
Cross-pollination
When you hire a fractional executive from our network, they bring connections, intelligence, and relationships from 3,000+ other healthcare builders. That's invaluable.
What Founders Say About Their Fractional Hires
“
I needed a CMO immediately, but couldn't commit to a full-time hire yet. The fractional CMO we matched worked out so well that we made her full-time within 8 months. She's now integral to our team.
“
The ExecutionDNA assessment helped us realize we needed a COO, not a CMO. We thought it was a marketing problem; it was actually operational. The fractional COO we hired fixed our entire operations infrastructure in 4 months.
“
I was drowning in operations. The fractional COO came in and built processes that let me focus on strategy again. Best decision I made in 2024.
Questions Founders Ask Before They Match
Typically 8K–15K/month depending on the role, seniority, and experience. Most packages include base retainer + equity + potential revenue share. We help you structure fair compensation.
Typically 10–25 hours/week. Some roles (CFO, strategy) may be 10–15 hours. Others (CMO, CRO) may be 20–25 hours. You define the scope based on your needs.
We structure fractional engagements with flexibility. If fit isn't right, you can end the engagement with 30 days notice. No long-term lock-in. No equity vesting cliff. It's designed to be low-risk testing.
Yes, and it happens often. Most fractional placements convert to full-time within 12–18 months once fit is proven and impact is clear. We help structure that transition.
They report to you (the founder/CEO). They're your strategic partner, not your boss. They help you scale, not replace you.
Fractional is low-risk by design. If fit isn't right after 60 days, you can part ways. You've only invested 16K–30K vs. $250K+ on a failed full-time hire.
Yes. Many founders layer multiple solutions. Fractional CXO + NexusSuccess gives you a specific domain expert + ongoing advisory board. They complement each other.
Our 3,000+ network through Health Board Advisors is vetted specifically for healthcare scaling experience. We don't place SaaS executives; we place executives who understand your niche.
We can source for other roles (Fractional Head of Clinical Affairs, Fractional Chief Medical Officer, etc.). Reach out and let's talk about your specific need.
Next Steps
Match With Your Fractional Executive
If you need executive leadership but aren't ready to commit to a full-time hire, fractional is the smart move. We can match you with the right person in 4–6 weeks.
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Step 1
Schedule a 20-minute fit call. We understand your constraint, team, stage, and needs.
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Step 2
ExecutionDNA assessment. We evaluate your company culture, leadership dynamics, and specific gaps.
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Step 3
We identify candidates from our 3,000+ healthcare executive network.
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Step 4
You meet, evaluate, and decide. We handle compensation structuring and placement.
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