Ensuring Success – The Considerations Around Your Interim or Fractional Sales Leader

“A good match is people who are willing and wanting to travel the same way.”

Talia Goldstein

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Gig executives help companies address skills gaps, pilot new initiatives, conserve limited resources, and tackle critical priorities!

They are the perfect alternative to traditional recruiting, consulting, training, or – worst – doing nothing and hoping for the best.

Their success is based on the perfect match. In short, bringing in someone who has “been there and done that.” 

As a founder, owner, CEO, or board member, you define your need: the goals you want to accomplish, the specifics of your sales structure, the nature of your product, the target markets, etc. …and there is most definitely someone out there who has done that before. The perfect match is bringing their experience into your organization!

Now, let’s look at this in steps:

Step 1: The Job Specifications

Roles and responsibilities for an interim or fractional sales leader are not the same as the job description used during executive recruiting for a permanent hire. 

The need for interim or fractional sales leadership typically arises from a special situation that colors the immediate context in which they will operate. Often, these moments call for extraordinary actions or a significant re-prioritization of more “regular” business responsibilities. 

The job specifications need to focus intensely on the situation at hand, and—most importantly—on the work that must be done by the interim or fractional sales leader and the team in the next three, six, or nine months. This work might involve overseeing the normal course of business, and it typically requires something different or additional. 

·       Do not recycle the job description you used before or the one you plan to use for a permanent search. 

·       Be prepared for radical or unexpected questions to help you identify the main priorities of the interim or fractional executive for the coming months. 

Step 2: The Search

Finding the perfect interim or fractional sales leader is not a hyper-fast version of traditional executive recruiting.

There is an amazing group of talented sales executives available who are in the middle of their careers, with great experience, independent by choice, and eager to tackle hands-on projects at top companies. They are identified, vetted, and on the roster. 

Matching the job specifications against the roster identifies the perfect match, a tight slate of one, maybe two qualified, interested, and available executives. This jumpstarts the process and makes it pragmatic and real from the beginning.

There is not the time to cast a wide net and process a funnel of possible candidates, not to mention to unwind them from existing roles. 

·       Do not expect to see dozens of resumes or spend time in a score of interviews.

·       Be thrilled when the perfect match is well-aligned with your needs. This is the best way to move quickly.

Step 3: The Final Selection

Clarify and streamline the process before you begin.

You want to move quickly, be smart, and get buy-in from the right people. Bringing in an interim or fractional sales leader to fill a recognized void is not usually a moment for consensus—it is a moment for leadership and prioritization around the most critical needs.

·       Identify the primary decision-maker. 

·       Manage other stakeholder expectations. Not everyone will get to be part of this decision or meet the executive before their selection. 

Step 4: The Compensation

Remember to think big picture when comparing to a fully loaded compensation and, more importantly, the value to your business of not having a void or gap.

Interim sales leaders are more expensive on a cash comp basis than permanent hires. Why? Because they are coming in on short notice to operate in what is likely a complex situation. You want the best, the perfect person for the job. 

Compare apples to apples, because you won’t be paying for many indirect employee expenses like benefits, holidays, sick days, bonus, equity, training, equipment, or recruiting. 

Fractional presents the opportunity to only pay for what you need. If the need for the qualification and experience of a sales leader only exist for 10 hours a week, contract and pay for only 10 hours. 

·       Expect, on a direct cash comp basis, to see an annualized salary that looks higher than the base salary of a permanent executive. Remember, though, that you’re only paying this person for as long as you need their services, and there is no indirect cost.

·       Consider the value of not losing momentum against goals, over-taxing remaining team members, and putting critical operations at risk.

Today’s interim or fractional sales leaders are a more powerful, flexible, and time-efficient resource than ever. Manage your expectations and the process, and you will be amazed by how much they can accomplish.

Contact us if you would like to find out how we find the perfect match for you.

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Photo by Anne Gosewehr