The experienced second opinion a Geneva owner rarely has.
Owner-run companies around the lake are often sharp, profitable and thinly staffed at the top. What they lack is a senior person to think with who is neither a salaried employee nor an adviser on retainer.
Why a permanent executive is a stretch
A full-time CFO or COO looks like the answer. For a company of your size it is a big step:
The salary is only the start
A permanent senior hire brings employer charges and a notice period that is hard to shorten, on top of the package.
Good people are already employed
Good executives are employed and costly to move, and the market around the lake is small.
A wrong hire is hard to undo
The cost of a mistake is measured in months of notice, and in the owner's patience.
You need two days, not five
Most owner-run companies need a day or two of senior input a week. A full-time seat pays for the rest and wastes it.
Your fractional executive works with the company on set days of the week, inside the team, deciding in their field and answering for the result. An owner-run company 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 an owner-run firm gets
An owner-run company cannot absorb a hire that goes wrong. We stay involved after the match, so the owner is not carrying it alone.
Governance in proportion
Short reviews with the owner and the executive at agreed points, and a plain word if the work begins to slip.
More than one specialist
Your executive can reach specialists across our collective of 800+ for a tax, systems or people question new to a small team.
Your brief, kept up to date
No one is kept on standby. We keep the owner's brief current instead, so any later search begins quickly.
Ready to do the work
We match for leaders who will do as well as direct, and who can work in French with a small Geneva team.
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
