Role search
Get a Fractional Operating Partner who can own design custom KPI reporting frameworks. Also called Outsourced operating partner
Direct headhunting, shaped around the work. We clarify the assignment, research relevant people and explain the judgment behind each recommendation.
No upfront fee. You pay only if you engage someone we present.
Interim Headhunters: Your portfolio company needs access to operating judgment without another full-time executive.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
- No upfront fee
- Assignment-led headhunting
- Relevant experience and current capacity
- You make the final decision
- Fractional Operating Partner
- Outsourced operating partner
The judgment call
What this hire really comes down to
A fractional operating partner functions as a surgical instrument for a private equity firm, focusing on immediate, measurable improvements in portfolio company performance. Unlike a full-time executive, this partner focuses on delivering results within specific, short-term windows. They translate high-level investment theses into granular, executable tasks for management teams. Success depends on moving assets toward profitability while managing the strict fiscal demands of private equity sponsors.
They recognize that board members often confuse activity with productivity. The partner provides the necessary friction to force hard choices on non-performing assets. This role is not for diplomats. It is for those who accept that being liked is secondary to meeting the sponsor's exit targets. A partner takes this path because they prefer the high-octane focus of turnaround work over steady-state administration.
What should the brief settle before we search?
Your portfolio company needs access to operating judgment without another full-time executive. Specify the decisions reserved for management and the work the fractional partner can lead between sponsor reviews. Ask how they would stay informed without adding reporting that distracts the operating team. Their presence cannot replace an accountable internal owner for daily delivery. Check whether they have worked across businesses with different constraints, not just repeated one playbook. The mandate needs a route to surface bad news before the next scheduled meeting.
What we check
What we check before you see anyone
- We verify their history of managing multi-site or multi-departmental turnarounds. We require evidence of specific interventions that directly halted financial decline or accelerated growth. We verify who has survived a failed turnaround. We ask them to identify the precise moment they knew the plan was failing. We ignore stories about team culture. We look for their command of the P&L.
- We evaluate if they understand the system boundary of their authority. They must know exactly when to escalate a problem. They must also know when to fix it quietly without creating unnecessary panic. We look for the technical proficiency to rebuild a broken ERP report or a flawed supply chain logic. They must demonstrate the ability to stabilize a company in distress while simultaneously preparing it for a transition to a permanent leadership structure.
- We audit their proficiency with KPI dashboards. We confirm they know how to design custom reporting frameworks that provide sponsors with early warnings on liquidity or performance trends. They must be capable of translating raw data into insights that trigger immediate corrective actions. A fractional partner must define the reporting architecture themselves rather than relying on existing, often faulty, organizational data.
- We assess their experience in sponsor communication. We look for candidates who balance absolute transparency regarding risks with the necessary confidence to lead the transformation process. We evaluate their ability to manage expectations during periods of volatility. They must be able to document the rationale for every major operational pivot, ensuring the board understands the impact on the exit strategy.
Sourcing
Where we find them
We source from boutique performance improvement firms and internal operating groups at private equity firms. These professionals are conditioned to handle the sensitive of middle-market restructuring. They understand the pressure of working under strict reporting cycles. Many high-performing candidates thrive in fractional roles because they prefer the impact of active transformation over static management. They seek assignments that offer specific, high-intensity challenges where their direct actions drive measurable value.
A strong candidate will take this assignment to apply their expertise in a new environment without the friction of long-term internal politics. They appreciate the clear, results-oriented mandate that accompanies a fractional operating partner role. They seek to avoid the stagnation of traditional corporate roles, favoring the rapid pace of project-based value creation. We engage them through direct, confidential outreach that emphasizes the operational complexity of your specific investment asset.
Where searches go wrong
Mistakes we see
- Hiring a manager who views the role as a permanent career step rather than a mission-driven intervention. These candidates often prioritize office politics and consensus over the decisive actions required to improve cash flow or hit exit targets.
- Assuming a former CEO or general manager has the specific toolkit for a turnaround. Many leaders excel in growth environments but lack the technical ability to overhaul a broken ERP system or fix a failing supply chain logic.
- Failing to define the specific boundary of authority for the fractional partner. Without clear limits, the partner often struggles to enforce changes against entrenched legacy management, leading to stalled initiatives and wasted time.
The search
How the Fractional Operating Partner search runs
- We analyze the core financial or operational failure of the asset. We identify the specific technical and leadership gaps that prevent the current team from hitting the sponsor's exit targets.
- We filter candidates by their history of executing similar turnarounds. We prioritize those who have managed direct, repeatable interventions in comparable industries. We conduct deep-dive interviews focused on their specific role in recent projects.
- We verify their track record of sponsor communication and KPI implementation. We ensure they can deliver the required reporting and performance shifts while operating as an outsider.
Questions
What is the difference between an interim and a fractional operating partner?
An interim partner often occupies a full-time executive role for a temporary duration. A fractional partner provides specific expertise and oversight on a part-time or project-specific basis.
How quickly can a fractional partner make an impact?
A fractional partner typically begins identifying and correcting cash-flow bottlenecks within the first few weeks. They focus on immediate operational stability rather than long-term cultural integration.
What should we discuss before requesting Fractional Operating Partner candidates?
Specify the decisions reserved for management and the work the fractional partner can lead between sponsor reviews. Ask how they would stay informed without adding reporting that distracts the operating team.
What costs are involved?
No upfront fee. You pay only if you hire. Compensation is typically structured around the specific scope and impact of the engagement.
Can this partner replace a permanent executive?
This role is designed to bridge operational gaps or manage turnarounds. They often prepare the company for a future permanent hire by rebuilding systems and reporting structures.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
How are recruiting fees agreed?
No upfront fee. You pay only if you engage someone we present. We scope the assignment before quoting; the fee page explains our model.
How soon can we see options?
Availability depends on the assignment and the people who fit it. We qualify interest and commitments rather than promising a shortlist date before the search is scoped.
What if the scope grows?
Discuss new responsibilities before adding them to the engagement. Agree the priorities and record any change to the brief and terms.
Can we extend an engagement?
Discuss what remains unfinished and whether the same responsibility is still needed. Extensions depend on the person's commitments and the agreed engagement terms.
Can the appointment become permanent?
A permanent move can be discussed if both sides want it. Review the future role and the applicable agreement instead of assuming that temporary coverage automatically converts.
How is a confidential search handled?
Tell us what can be disclosed and whom we must not contact. We agree those boundaries before approaching people; do not send sensitive records with an initial brief.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not sell job-board reposting as a search or bill hourly for recruiting work. We do not take a retainer unless expressly agreed, and an introduction does not authorize an engagement.
Tell us the seat
No upfront fee. You pay only if you hire. Share the title, the situation and the timing. A person reads it.