The senior team a Dublin SME is not yet ready to hire.
You built the company. What it lacks is rarely effort. It is the judgement of someone who has run a business this size before.
Why a full C-suite is the wrong shape for now
The obvious answer is a permanent hire. For most Irish SMEs it is the wrong one:
A full salary for a part-time need
A senior salary, a package and a recruiter, for a seat you need for part of the week.
Months before anyone starts
A full search takes three to six months before a new executive turns up. The problem is here now.
A long commitment to reverse
A permanent senior hire is a long commitment for a business this size, and slow to reverse if the fit is wrong. Our contract for services runs on our standard one month's notice.
The role rarely fills a full week
Most businesses at this size need two or three days of senior input. Paying for a full week solves a part-time problem at full price.
A fractional executive is an operator with a record, working with your business part time. Not an adviser who delivers a report and leaves: a senior operator who sits in your team, takes the decisions in their area and answers for how it turns out. Irish SMEs compete for senior talent with the multinationals on the same street. This is how a company your size gets to the table.
Who this is for, and who it is not
Best for
- Founders carrying a C-suite function themselves with no time left to lead
- Businesses that need senior capability two or three days a week, not five
- A specific gap in finance, operations, marketing, technology or people that is holding growth back
- Teams that cannot yet justify, or afford, a full-time executive salary
- Owners who want an operator accountable for outcomes, not a consultant with a deck
Not for
- A junior or purely execution role a full-time manager should own
- A one-off project an agency could deliver and hand back
- Businesses wanting a figurehead rather than someone who does the work
- A pre-revenue idea with no function yet to lead
What a small firm gets from us
A small Irish company has no room for a senior hire that misfires. We stay involved after the match, so the owner never carries that risk alone.
Light governance
Short reviews with you and the executive at agreed points, and early warning if delivery starts to slide.
Specialists on call
When a tax, systems or people question is new to the team, your executive can put it to specialists across our collective of 800+.
Your brief, kept up to date
No one waits in reserve. We keep the owner's brief current, so any later search starts quickly.
Hands-on by nature
We match for leaders who will roll up their sleeves. A twenty-person Irish firm has no layer for someone who only delegates.
What an engagement looks like
From first call to an embedded operator in weeks, not months.
Discovery
We spend time understanding your business: challenges, goals, team dynamics, and what 'success' looks like in 90 days.
Match
We introduce the right fractional executive from our vetted collective. You meet them, ask hard questions, and confirm the fit.
Scoped engagement begins
The engagement launches with a defined scope, clear deliverables, and a structured cadence. Your fractional is embedded, not advisory.
Adapt and evolve
As your business changes, the engagement changes with it. Add hours, shift focus, introduce a second specialist, all without restructuring.
Which executive do you need first?
You do not need to know the answer before you call. Match the problem you feel most to the operator who owns it.
Each fractional role maps to a different SME challenge
Start with the gap that is costing you most, and the roles below show which leader owns it.
Backed by executives who have led at
