Run like a larger company, paid like a smaller one.
Swiss small and mid-sized companies, the KMU, are well made and usually modest. What many lack is a second senior voice, and it is the last hire an owner wants to make permanent.
Why a permanent executive is a stretch
A full-time CFO or COO looks like the obvious step. For most of these firms it is a big one:
A salary bigger than the need
A senior salary in Switzerland carries pension-fund contributions and social charges on top.
Months of notice
A senior contract brings months of notice, which makes a poor fit slow to correct.
Good people are hard to move
Good executives are employed and expensive to move.
You need a day, not a week
At this size a business typically needs one or two days of senior time a week.
Your fractional executive spends part of each week inside the company, takes decisions in their domain and answers for the result. A smaller firm gains a senior voice without a senior payroll.
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 firm gets from us
A small company has no room for a hire that misfires. We stay involved after the match, so the risk is not yours alone.
Governance sized to you
Short, scheduled reviews with you and the executive, and a plain word if the work starts to slip.
Specialists behind one hire
Your executive can reach specialists across our collective of 800+ for the tax, systems or people question a small team has never met.
Your brief, kept on file
We hold no one in reserve. We keep your brief current, which keeps any replacement search short.
Comfortable doing the work
We match for leaders who do as well as direct. A KMU has no layer of managers 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
