In a stark departure from traditional hiring practices, businesses across America are pivoting toward a model that once would have seemed unthinkable: replacing full-time leadership positions with executives who split their time among multiple companies.
The shift comes as recent data from the Bureau of Labor Statistics shows temporary business management roles increased 18% from 2021 to 2022 and have risen a remarkable 57% since 2020. The trend is reshaping how companies approach leadership, talent acquisition, and corporate structure.
“What makes this achievement particularly significant is the use of readily available materials in standard semiconductor fabrication processes,” explained Chen. “This represents a crucial step toward scalable quantum computing that could eventually be integrated with classical computing infrastructure.”
The model, commonly referred to as “fractional executive” work, allows businesses to access C-suite expertise without committing to six-figure salaries, benefits packages, or equity compensation. Payments typically range from $5,000 to $15,000 monthly, according to data from SelectSoftware Reviews, making strategic leadership accessible to businesses that previously couldn’t afford experienced executives.
Unlike traditional consultants who advise but rarely implement, fractional executives become embedded in companies, leading initiatives and executing strategies while working between 5 and 20 hours weekly. These arrangements have gained particular traction among startups, small to mid-sized businesses, and companies undergoing significant transitions.
“Back then, it was just called outsourcing,” said Adi Vaxman, founder and CEO of Sheba Consulting and a fractional COO herself, in an interview with Reworked. “The pandemic really put the spotlight on this model, as businesses scrambled to cut costs while the market was quite uncertain.”
The movement extends beyond cost savings. Companies gain access to talent with cross-industry perspectives impossible to find in traditional hires. This diversity of experience has proven particularly valuable for businesses navigating rapidly changing markets.
For executives themselves, the arrangement offers unprecedented flexibility. Laura Byspalko, a fractional COO based in Vancouver, told The Globe and Mail that fractional work differs from freelancing in meaningful ways. “With fractional, you’re a core member of the team and can really help shape direction,” she explained.
The rise of these arrangements poses significant questions about the future of corporate structure and career progression. As Statista estimates, by 2027 freelancers will comprise 50.9% of the total U.S. workforce – some 86.5 million workers. This massive shift toward independent work will fundamentally alter how businesses operate and how executive careers develop.
Critics wonder whether part-time leadership creates gaps in institutional knowledge and weakens corporate culture. Proponents argue the model allows businesses to build more resilient, adaptable organizations suited to rapidly changing market conditions.
What remains clear is that the traditional career ladder – where professionals climb steadily within a single organization – is increasingly giving way to more fluid arrangements. As one fractional executive noted, “After being the captain of a ship, it’s nice to step away and support other people now on that journey.”
Platforms like RevPilots, Fractional United, Continuum, and Fractional Executives Worldwide now connect businesses with executives seeking part-time arrangements, further institutionalizing what was once an informal arrangement.
For companies facing uncertain economic conditions, the model offers compelling advantages. The question now is whether fractional leadership represents a temporary adaptation to difficult circumstances or a fundamental reshaping of how businesses will be led in the future.