Hiring senior leaders is broken. So we curated something different.
Part-time leaders. Full-time doers.
C-suite operators, hired part-time, to fill a specific functional gap. Without the cost or commitment of a full-time hire.
Fractional leaders from the collective, across revenue, product, marketing, people and customer success.
- Thomas SalesProduct Officer
- Christophe CholRevenue Officer
- Chloe AllenPeople Officer
You already know how this goes.
You brief an exec search firm. Six weeks before you interview a first candidate. The fee is 25–30% of base salary. For a senior hire, that's €40k+ before they've started.
Then the role changes, and you're back where you started.
- First candidatesWithin daysExec search: ~6 weeks
- Commitment3-month minimum, 30 days' noticeExec search: Permanent, full-time
- When the role changesChange the scope, or the personExec search: Start again
- First candidates
- ~6 weeks
- Commitment
- Permanent, full-time
- When the role changes
- Start again
- First candidates
- Within days
- Commitment
- 3-month minimum, 30 days' notice
- When the role changes
- Change the scope, or the person
From brief to a leader in the executive seat, usually within two weeks.
No six-month search. No commitment until you've met the right person.
Share the brief
Tell us the role, the scope and the timeline. A 30-minute call is usually enough.
Meet your candidates
Within days, 2–4 vetted operators whose availability we've already confirmed. You meet them in free discovery calls.
Start working
Pick the right fit. We handle contracting. Most mandates are live within two weeks of first contact.
Four reasons, and the numbers behind them.
Discovery calls within a week. Working together within two, if you're as fast as we are.
Built to evolve with you. Different role next quarter? Different scope? Different person? Done.
C-suite operators who still do the work. Each one carefully vetted by at least three existing members.
Operators, not advisors. They roll up their sleeves and do the work alongside your team.
Senior leaders across every function you need to grow.
C-suite operators who have done the job before, available part-time. Our core is the revenue engine: sales, product, growth marketing and customer success. We cover the rest of the C-suite too.
Our core: the revenue engine- SalesCRO · VP Sales · GTM
- ProductCPO · VP Product
- Growth marketingCMO · Head of Growth
- Customer successCXO · VP Customer Success
Also in the collective: Finance, People, Comms and Security.
And many more in the collective.What founders say.
Fabrice scaled our marketing with precision, contributing to a successful Series D raise.
We worked with Matt from Squadra to lead the design and creative direction of Peak Sports following our exit from DAZN. What amazed me the most is his ability to add value and deliver impact from day one
Before Revenue Flow™, myself and the Sales team worked in parallel, not together. Working with Christophe changed everything. Within 4 weeks, we were executing with one vision, one pipeline, and one rhythm.
Working with Squadra and Michael has been incredible! Their expertise is unmatched in the Sports Tech market, and they've catapulted our Go to market function helping us sign top tier partners in European football
The things founders ask us first.
What is a fractional C-suite leader?
A fractional C-suite leader is a senior executive who works part-time for a startup, filling a specific functional gap without the cost or commitment of a full-time hire. At Squadra, fractional leaders are C-suite operators who still do the work, not consultants or advisors.
How quickly can a Squadra fractional leader start?
Most Squadra mandates are live within two weeks of first contact. Discovery calls happen within a week; you meet 2–4 vetted candidates in free calls before committing. No six-month searches.
How is fractional leadership different from consulting or interim?
Squadra fractional leaders are operators, not advisors. They don't hand you a deck and leave. They roll up their sleeves and do the work alongside your team. Unlike a full-time hire or interim, they work part-time with flexible scope that evolves with the company.
What functions does Squadra Fractional cover?
Our core expertise is the revenue engine: Sales (CRO, VP Sales, GTM), Product (CPO, VP Product), Growth marketing (CMO, Head of Growth) and Customer success (CXO, VP Customer Success). The collective also covers Finance (CFO), People (Chief People Officer, Head of Talent), Communications and Security (CISO).
What stage companies does Squadra work with?
Many of our clients are B2B SaaS startups that have passed 1M ARR and need the right senior people to get to 5x, without bearing the cost of full-time hires. More broadly, we work with startups from seed to Series B.
What is the minimum commitment for a fractional mandate?
Squadra mandates are flexible by design. The typical structure is a 3-month minimum with 30 days' notice, built to evolve with the company. Different role next quarter, different scope, different person: all possible.
Tell us what's standing in your way.
The role you can't fill. The team that's stuck. Tell us the pressing need and Benoit will reply personally.