The traditional executive hiring model is breaking. As companies face increasing pressure to stay nimble while accessing top talent, a new leadership approach is gaining momentum. Fractional Executive and business strategist Sue Mysko has spent years at the intersection of this shift, helping early stage and growth focused companies connect with high level executives on a part-time basis. Her hands on experience reveals why fractional leadership isn’t just a trend, it’s becoming essential for companies that need expert guidance without the full-time commitment.
Building Bridges Between Talent and Growing Companies
Sue didn’t stumble into the fractional leadership space by accident. “I am the founder of Hire A Fractional and FractionalOS,” she explains. “I’ve been helping early stage companies scale smarter by connecting them with top tier fractional leadership and stepping in myself as a growth-focused fractional CMO.” Her approach addresses a common challenge for growing businesses. Sue points out that early stage companies don’t always need full-time executives. What they really need is “strategy, speed, leadership, but most importantly, results.” This practical view has helped numerous businesses find the right expertise at the right time.
The Future is Fractional
The shift toward fractional work represents more than just a passing fad. “We are seeing a huge shift in how talent engages with companies,” Sue notes. “This isn’t just a trend, this is truly a transformation.” The numbers back up her claim. In 2023 alone, millions of Americans left traditional employment, not to retire, but to find more flexible and meaningful ways to work. This exodus has created a boom in the fractional workforce. “It’s absolutely exploding,” Sue emphasizes. “It’s expected to grow by 70% by 2027, representing billions of dollars in untapped value.” The movement is gaining particular traction with early stage and growth focused companies. Over 5.4 million new businesses registered in 2023, and many are turning to fractional talent to stay lean and agile.
The talent pool isn’t made up of novices or side-hustlers. “These are former CMOs, CFOs, CEOs, CTOs with 20 to 30 years of experience,” Sue explains. “They’re choosing to become fractional because they want to engage with high-growth companies that match their mission and momentum.” Her bottom line is clear: “The future of executive work is fractional, and companies that embrace this will outpace those still playing by the old hiring rules.”
Cutting Costs Without Compromising Leadership
The financial implications of fractional leadership are striking. “Early stage companies don’t actually need more people, they need the right expertise,” Sue points out. Traditional hiring comes with hefty costs: “six figure salaries, equity dilution, and long-term commitment, all while they’re still in survival mode.” Fractional executives offer a compelling alternative. They provide “elite leadership without that full-time price tag” and typically cost “50 to 60% cheaper than a traditional full-time hire.” The value extends beyond cost savings. “McKinsey found that fractional talent reduces projected timelines by up to 30 to 40%,” Sue notes. “Harvard Business Review reports a 20% increase in innovation when companies plug into seasoned leaders early.”
Sue uses a striking analogy to explain the model’s appeal: “Fractionals are like having a Ferrari on tap. You don’t need to buy the car, but you get the speed, power, and precision when you need to accelerate.”
Solving the Execution Gap
The stakes for early stage companies are high. “Here’s the harsh truth, most don’t fail because of bad ideas. They fail because of bad execution,” Sue states bluntly. “Four million startups fail every year, and the major reason? Lack of strategic leadership.” The problem often stems from founders being stretched too thin. They end up “making marketing, hiring, product, and finance decisions that they’re just not equipped for. They’re out of their zone of genius,” Sue explains. By the time many companies bring in experienced leadership, it’s often too late.
Fractional executives offer a solution to this common pitfall. “They bring clarity, frameworks, and focus to an often chaotic early stage growth,” Sue says. Because fractional leaders typically work with multiple companies simultaneously, “they bring fresh perspectives and cross-industry insights that in-house leaders often don’t have.” Sue’s message to growing companies is straightforward: “If you’re a founder or leader trying to scale without burning out or breaking the bank, this is your sign to explore fractional leadership.”
Check out Sue Mysko’s website to learn how fractional leadership can transform your company’s growth strategy.
