FractionalList.com

Here's a strange pattern I'm noticing in the job market: Accomplished executives who've served huge companies are getting laid off and struggling to progress their career in a full-time job. Then those same executives excel the moment they go fractional. Same person. Same skills. Same experience. The only thing that changed was the structure. The problem is the W-2 structure itself - not just their company. The alternative is to do what you already do at your company, for more companies. Take the skill you already use in your career, such as: - Sales - Marketing - Or operations And work with multiple companies fractionally. You could do exactly what you're doing right now for 2-4 different companies instead of just one. The structure of the job market is changing. Full-time jobs are declining. Fractional roles are growing. Gartner forecasts that by 2027, over 30% of midsize enterprises will have at least one fractional executive on retainer. Temporary business management and fractional jobs are up by 57% from 2020 to 2023, according to the US Bureau of Labor Statistics. The same companies laying off full-time executives for being "too expensive" are hiring fractional executives at a fraction of the cost. A full-time hire is risky for them. Huge annual salary, benefits, severance package if things don't work out. But fractional has less overhead, less risk and the same senior expertise. It's a no-brainer for them. You might be wondering "Would I have to leave the W-2 behind to go fractional?" No. Doing fractional doesn't mean losing your W-2. It doesn't take anything away. You're just adding fractional as an option. You can even start this on the side of your W-2. More options, not less. The more options you have, the better terms you can negotiate for yourself with your work too. Now how do you sign fractional engagements? No matter how accomplished you are in your W-2 career, your career experience alone isn't enough. That's just table stakes. The process to acquire fractional engagements is totally different from how you've always acquired W-2 roles. So I made a full video on exactly how to sign them: - The 3 shifts you must make to look like an expert with value to offer instead of an employee desperate for a job - The 4 best go-to-market vectors to get the CEOs of your ideal target companies on the phone with you - The 4 things almost every new fractional executive and consultant does instead that almost never work DM me "Fractional" and I'll send it to you

60-hour weeks. Sunday night dread. And a calendar that belongs to everyone but you. Or work 20-30 hours a week fractionally and spend more time with your family. The truth is that you'll never have any work-life balance in a full-time executive role. The better you do, the more work, responsibilities and travel your company will give you. It just gets worse. The only end in sight seems to be retirement but that's in 10-20+ years from now. If you want: - More income (without more stress) - Less working hours (and more time with your family) - To work from home (rather than traveling for work all the time) You won't ever achieve that in your C-Level or VP job. So what's the best alternative? Doing what you currently do at your company, for more companies. Fractional. Fewer hours. The same expertise. And you control when you work, where you work from, and what you work on. Since 2018, the share of new executives doing fractional work has more than tripled, according to Revelio Labs. Our client Adam spent 17 years in operations - military, then Fortune 500. By the end he was so burned out he dreaded getting out of bed… Then within 60 days of going fractional he'd signed a $175K and a $240K 12-month engagement (around $34.5K/month combined for a year). Now he's working less than 40 hours a week and doing activities with his son at school that he never could have done before. Our client Sean spent his days as an SVP of Growth managing 21 people, waking up at 4am just to keep up. He was stuck in back-to-back triple-booked meetings with no time for his young son. Within 60 days of going fractional he'd contracted $20K/month in recurring engagements and now he sets his own schedule around his family. Results aren't typical or guaranteed and individual outcomes depend on effort, market conditions, and execution but that’s what’s possible. You might be wondering if you have to leave your W-2 to do fractional. That's backwards. You're adding fractional. You are not removing the W-2 option. You don't need to quit your current role to start. You start on the side. You don't need much time either. Five hours a week is enough to start. You're giving yourself more options, not less. You should have a career that supports your life - not one that takes it away. If you want to see how what you've always done in your W-2 executive roles looks like as a fractional executive role... I made a custom GPT that interviews you about your career background and tells you: - What you'd offer to companies fractionally - What types of companies to target with that - What monthly retainer you can typically charge for that DM me "GPT" and I'll send it to you

If I were making $250K+ a year as a corporate executive and felt trapped… I wouldn't ask for a promotion. More money just means longer hours, more meetings, more travel. I wouldn't jump to a competitor. Different logo, same responsibilities, same Sunday night dread. I wouldn't buy a boring business. Six-figure debt for something I don't know how to run. I'd take the skill my company already pays me for and sign 2-3 fractional engagements. In a W-2, every raise, every promotion, every day off has to be approved by someone else. You only have control over your career if you have options… And the W-2 leaves you with just one option. You can blame your company as much as you want but the real problem is that they're your only option so you're forced to put up with it. So what's the best alternative? Doing what you currently do at your company, for more companies. Fractional. Most executives start fractional on the side before they ever leave their job. And you don't need to leave if you don't want to. Take our client Jon, who spent 15 years in procurement and supply chain, miserable in a corporate role he couldn't picture doing for another 25 years. Working just 1-2 hours a day on the side of his 9-5, within 2 months, he signed a fractional contract worth over $100K. We helped a client, Stephen, close his first $20K month - while he was still working his W-2. He had a little over five years in data analytics, and he assumed that wasn't enough to be worth anything to anyone else but it is when you present your value the right way. Results aren't typical or guaranteed and individual outcomes depend on effort, market conditions, and execution but that's what's possible. You can start with one engagement, on the side, while everything you have today stays exactly as it is. You don't leave your role until you've got consistent income coming in and money saved. The point of fractional is you have more options - not less. Now how do you sign fractional engagements? No matter how accomplished you are in your W-2 career, your career experience alone isn't enough. That's just table stakes. The process to acquire fractional engagements is totally different from how you've always acquired W-2 roles. So I made a full video on exactly how to sign them: - The 3 shifts you must make to look like an expert with value to offer instead of an employee desperate for a job - The 4 best go-to-market vectors to get the CEOs of your ideal target companies on the phone with you - The 4 things almost every new fractional executive and consultant does instead that almost never work DM me "Fractional" and I'll send it to you

If you’re a W-2 corporate executive making over $250K/year, you have a mountain of monetizable skills that you’re selling to one buyer at a discount. You have one source of income, one CEO and one board of directors making decisions about your career and your pay. Your only negotiating power is threatening to leave and go to zero income for a while in the hope of finding a better W-2 where you’ll have the exact same problem. The problem is the W-2 structure itself - not just your company. So what's the best alternative? Doing what you currently do at your company for multiple companies so no single one can control your income. Fractional. Your company pays you right now for one of three reasons. - Generate more revenue (marketing, sales, or growth) - Manage/save costs (finance, operations, or procurement) - Reduce expensive risk (cybersecurity or compliance) We call it the Trifecta. If your company pays you for it, other companies will too. You can even start this on the side of your W-2. We helped a client, Jon, sign a contract worth over $100K - while he was still working his W-2. We helped a client, Stephen, close his first $20K month - while he was still working his W-2 too. Results aren't typical or guaranteed and individual outcomes depend on effort, market conditions, and execution but that’s what’s possible. You're using the same career skills. It's just a different structure. Now if this sounds like a fork in the road - it isn't. The only decision in front of you is: do I want to learn another way to monetize my expertise? That's it. That's all you have to decide. You don't need much time. Five hours a week is enough to start. You're giving yourself more options, not less. Your only option shouldn’t be to keep selling yourself to one employer who caps your salary and your upside. If you want to see how what you've always done in your W-2 executive roles looks like as a fractional executive role... I made a custom GPT that interviews you about your career background and tells you: - What you'd offer to companies fractionally - What types of companies to target with that - What monthly retainer you can typically charge for that DM me "Offer” and I'll send it to you

If you’re a executive who makes over $250K/year yet has never felt less in control of your own career and life, this is for you: You’ve grinded for 10-20+ years. You’ve climbed the corporate ladder. You achieved the salary and title you always wanted. You give everything to your company. But now you’re getting tired of it. The long days, the travel, the chronic stress, missing your family. You feel like you’re running on a treadmill you can’t get off. You'll never have any work-life balance in a full-time executive role. The better you do, the more work, responsibilities and travel your company will give you. The more they'll praise you for how hard you work. The more they'll pay you so you lie to yourself that "this is worth it". The only end in sight seems to be retirement but that's in 10-20+ years from now. The problem is that you only think about monetizing your career experience in the form of a full-time W2 role. So what's the best alternative? Doing what you currently do at your company, for more companies. Fractional. You're in control. You control your income, when you work, where you work from and what you work on. Our client Adam spent 17 years in operations, starting in the military and then Fortune 500 companies. By the end, he was so burned out that he didn't feel like getting out of bed anymore. Within 60 days of going fractional he'd signed a $175K and a $240K 12-month engagement (around $34.5K/month combined). Now he works less than 40 hours a week and controls his own schedule for the first time in his career. Our client Sean was an SVP of Growth managing 21 people, in meetings all day and waking up at 4am just to keep up with his work and his family. Then he went fractional and signed 2 $10K/month fractional CMO roles within 2 months of starting. Now he controls his schedule and he drops off his son and picks him up from school everyday. It's possible to have 2-3 $10-20K/month part-time fractional engagements while working less than you do now. Results aren't typical or guaranteed and individual outcomes depend on effort, market conditions, and execution but that’s what’s possible. Right about now you might be thinking: "so I'd have to leave my job to go fractional?" To do fractional, you're not removing the W-2 option. You don't even need to quit your current role to start. You start on the side. It's an additional option - it doesn't take anything away. More options, not less. You only have control over your career if you have options. If you want to see how what you've always done in your W-2 executive roles looks like as a fractional executive role... I made a custom GPT that interviews you about your career background and tells you: - What you'd offer to companies fractionally - What types of companies to target with that - What monthly retainer you can typically charge for that DM me "Offer" and I'll send it to you

50-60+ hour weeks. A 3-5% raise at the end of the year that barely covers inflation. Mandatory travel. That doesn't sound like a good deal but that's exactly what "successful" corporate executives have. The W-2 corporate executive path isn't all it was made out to be. Your career is "good enough." Some part of you inside knows you could be achieving more. But you also feel like you can’t leave and do something else. The more they promote you, the more status you feel like you have. The more people you manage, the more people you feel like you'd let down if you leave. The more money they pay you, the more you feel like you're losing out on if you leave. Every "achievement" on the corporate ladder is actually another link in your golden handcuffs. But the myth about golden handcuffs is that they are handcuffs at all. They're not handcuffs. Nobody put them on you. Nobody can stop you from taking them off. You feel trapped because you don't know what a better alternative would be. So what's the best alternative? Doing what you currently do at your company, for more companies. Fractional. It's simply a different type of executive role with a different structure. Gartner forecasts that by 2027, over 30% of midsize enterprises will have at least one fractional executive on retainer. Our client Adam was a manufacturing operations executive who was burned out, traveling a lot for work, working 18-hour days sometimes. Then he went fractional and within 2 months, signed a $175K and a $240K 12-month fractional engagement, paying out around $34.5K/month in total. Now he spends much more time with his family and controls his own schedule for the first time in his career. Our client Sean was working endless hours as an SVP of Growth, had triple-booked meetings and was having to wake up at 4am just to keep up with that and his family life. Then he went fractional and signed 2 $10K/month engagements within 2 months of starting. You might be wondering if taking off your golden handcuffs means leaving your W-2 right now. It does not. You don't even need to quit your current role to start. You start on the side. Our client Jon signed a $100K+ fractional engagement on the side of his W-2 and our client Stephen reached $20K/month on the side too. Results aren't typical or guaranteed and individual outcomes depend on effort, market conditions, and execution but that’s what’s possible. If you want to see how what you've always done in your W-2 executive roles looks like as a fractional executive role... I made a custom GPT that interviews you about your career background and tells you: - What you'd offer to companies fractionally - What types of companies to target with that - What monthly retainer you can typically charge for that DM me "GPT" and I'll send it to you