Senior judgement without a senior payroll.
Dutch small and mid-sized companies, the MKB, are lean and well run. The gap is rarely effort. It is the senior voice the payroll cannot stretch to yet.
Why a full-time executive is premature
Hiring a full-time CFO, COO or CMO seems the natural fix. For most of them it is not:
The contract is hard to undo
Get a permanent senior hire wrong in the Netherlands and it is slow and costly to put right.
The search takes months
A proper executive search runs for months before anyone starts. The problem is here now.
The cost outruns the need
Most companies this size need a day or two of senior input a week, not five.
A freelancer covers tasks, not a seat
A ZZP freelancer can deliver a project, but owning a function for a year needs someone senior with support behind them.
Your fractional executive gives the business one or two days of each week. They embed in the team, make the calls in their domain and answer for the result. It is how a company your size gets senior leadership without a senior contract.
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 smaller company gets from us
A small team cannot carry a hire that goes wrong. We stay involved after the match so it does not have to.
Governance sized for you
Our check-ins are light enough for a small team, and we speak up before a slipping plan costs you a quarter.
Specialists behind one hire
Behind your executive sit the specialists of our collective of 800+, for the tax, systems or people question nobody in a small team has met.
We keep the brief
We do not keep a substitute waiting. We keep your brief current, which keeps a replacement search short if your executive has to leave.
Matched to a lean team
We match for leaders comfortable doing as well as directing. A small Dutch team has little patience 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
