Discover how fractional talent is reshaping the future of business and learn how to effectively integrate these valuable resources into your organizational strategy. Stay ahead in a rapidly changing environment with fractional talent strategies.
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As a start-up gears up for a Series A investment, early-phase scaling becomes imperative to secure funding. In the absence of a foolproof playbook, the path forward is far from clear-cut or universally acknowledged. The typical playbook often suggests hiring a VP of Sales, a move fraught with challenges:
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The player/coach model, once a prominent feature in professional sports, has experienced a decline over the past twenty years. This trend can be attributed to the increasing complexity and demands of modern sports, which require specialized coaching expertise.
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Fee models for fractional executives have an art and a science, a balance between multiple factors, and an element of “as-high-or-as-low-as-desperation-takes-you” to it. And that is not too different from the permanent job market: There are job postings for a VP of Sales on Indeed right now, one making $80k, the other over $500k a year.
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"We will wait to hire a sales leader until we have more customers." While it may seem like a prudent approach to save resources, this strategy can have both advantages and disadvantages. Here's some thoughts as we explore what might be behind this statement and whether it's a wise decision for a growing company.
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In the world of startups and small businesses, achieving that elusive first $1 million in revenue can often feel like an insurmountable hurdle. It requires strategic planning, effective execution, and a dedicated team.
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The cannabis sector is a complex organism. It has all the challenges and logistical puzzles of any CPG industry, with the added spice of varying degrees of legality depending on where you’re operating.
Read MoreIdentifying your superpower is even more important as a Fractional Executive. How do you stand out from the crowd? Not by stating that you can do anything for anyone. Even though, after several decades of professional growth, many Fractional Executives have done nearly everything in their profession, to the point that many resumes look alike.
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Their future work relies upon referrals and a successful track record. Interim and Fractional Executives are paid on the understanding of goals and objectives being performed and delivered, and not merely based on attendance.
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Who declares a random Friday a National Day for a certain grape varietal? And who declares all the other days, weeks, and months that we hear about?
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