The seniority a Swedish SME has not yet put on the payroll.
You have built a company that works. The gap between how it runs and how it needs to run is rarely effort. It is experience, and a business this size cannot yet carry it full time.
Why a full-time C-suite is not right at this stage
Many assume a permanent CFO, COO or CMO is the answer. For most Swedish SMEs it does not fit:
Employer costs are heavy
A senior hire adds employer contributions, pension and benefits to the salary. For a company still growing into its structure, that total is out of proportion.
A wrong hire is expensive to correct
Getting a senior hire wrong is expensive to put right here, in time and in money.
The search takes months
A proper executive search is slow, and the problem you are hiring for does not wait.
You need judgement, not a full week
Most smaller companies need a couple of days of real senior input. Paying for five buys a lot of spare capacity.
A fractional executive is a seasoned operator who works with your company on a part-time footing. Not an adviser who files a report and goes: a senior operator who joins your team, holds the decisions in their own area and answers for the result. For a company in a small home market, it is the way to reach people who have done this at scale.
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
How we work with an owner-led Swedish company
No board pack and an owner with the last word. We provide the review a larger company takes for granted.
An outside check
Agreed check-ins with the owner and the executive give progress a second judge.
Depth on call
Your executive can call on peers in our collective of 800+ for questions outside their field.
Continuity we look after
If the executive moves on, our notes start the next search and we handle the handover.
Chosen with the owner
An owner-led company runs on trust, so we test whether the owner and the executive can work together before anything else.
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
