Senior leadership, sized for a Singapore SME
We search for, vet and match senior executives from our collective of 800+ for owner-led Singapore businesses. They embed for two or three days a week, which is often all an SME at your stage needs.
Why a full-time C-suite rarely fits at your stage
Hiring a permanent CFO, COO or CMO seems the natural step. For many Singapore SMEs, it is the wrong size of step:
The cost is hard to justify
A senior executive in Singapore carries a substantial package once CPF, bonus and benefits are added. For an owner-managed business, that capital often has better uses.
A permanent hire takes time
Finding, hiring and settling in a permanent C-suite executive can take months, while the gap stays open.
A wrong hire is costly
A mis-hire at C-suite level is expensive to put right, financially and culturally, and the strain lands on a small team.
The work is part-time
Most SMEs need two or three days of senior input a week, not five. A full-time salary is a heavy way to solve a part-time problem.
A fractional executive is a proven C-suite operator who works with your business for a defined share of the week. We find them, vet them and match them to your stage; they join your team, hold real decisions and are measured on outcomes, not hours.
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
Search, match and stay involved
We are an executive search firm with a curated collective, and we stay around every engagement after the match.
Governance after the match
Regular reviews with you and the executive keep the work tied to the brief, and we change the brief with you when the business changes.
Second opinions on tap
Your executive can turn to peers in our collective: a CFO testing a systems cost with a CTO, or a COO borrowing a CMO's view on a regional launch.
If the executive moves on
An SME cannot carry a long leadership gap. Should your executive leave, we look after the transition ourselves and begin the new search with everything we learned the first time.
Fit with the founder matters
We match on stage, sector, working style and the way the founder runs things. A strong CFO who does not suit how your business works will not last.
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
