Hiring Part-Time C-Suite Executives Is Trending in Westchester

Like many executives, Kate Swann’s career came of age alongside the rise of the internet. Based in New York, she started out building websites and software at one of the original web startups, Organic, and eventually rose to chief operating officer at Frog Design. But by 2022, Swann found herself edging toward a next chapter. Her husband had started cutting back his work schedule, and her kids had headed off to college. She wanted a slower pace and a more reasonable, sustainable work-life balance. She pivoted to working part-time as the Chief Operating Officer at tutoring firm College Prep 360, and it was the right call. She quickly acquiesced to the concept that fractional executives are expected to roll up their sleeves and do the work, but don’t have to deal with the constant demands of a full-time position. According to Swann, she gets to focus on the highest impact parts of the job rather than deal with the latest emergencies, which greatly appeals to her.

How we got here

Years ago, when companies needed more high-level expertise, the situation went one of two ways: if sufficient funds were available, they filled the role quickly; if not, they held off on reviewing candidates until they could afford to hire someone full-time, says Henning Schwinum, co-founder and managing partner of Vendux, a search firm for fractional sales leaders. In the latter scenario, roles went unfilled for potentially extended periods. The pandemic upended that strategy. As people reassessed what they wanted their work lives to look like, embracing interim executive stints gave them a sense of autonomy. On the business side, leaders came to realize that hiring a fractional exec with the right skill set meant not having to wait or compromise, says Schwinum; they could hire a part-timer on retainer. Rates vary widely with experience and needed time commitment but can range anywhere from $5,000-$10,000+ per month; however, the company does not have to provide a costly benefits package.

IN 2021, LEADERS SAW A LARGER PERCENTAGE OF REMOTE WORKERS COMPARED WITH 2019 IN ALL MAJOR INDUSTRIES.

Another advantage: Companies can capitalize on C-level talent without having to commit. If they need a lot of support, but only temporarily, they can access that, says Christina Rae, president of Buzz Creators, a Westchester boutique PR and marketing firm which works with clients on a fractional basis. For instance, a business preparing for a grand opening or major anniversary event might want help developing a targeted marketing strategy, drafting a timeline, creating a guest list, and distributing and tracking invites, but then can continue with less guidance.

RATES CAN RANGE FROM $5,000 PER MONTH TO OVER $10,000 PER MONTH.

Anecdotally, the recent surge in remote work also made leaders more amenable to hiring fractional executives. Before Covid, people were uncomfortable working with someone they hadn’t met in person, according to Rae. Not anymore. Now, though regional and local knowledge of a marketplace are still nice to have, they’re no longer a hiring prerequisite. “So much information is easily accessible through research,” Rae points out. “You no longer need to actually live in an area to develop effective strategies for it.”

Data bears this out. In 2021, leaders saw a larger percentage of remote workers compared with 2019 in all major industries, according to the Bureau of Labor Statistics. Specifically, leaders in scientific, finance, and insurance saw more than 39 percent of their workforce working remotely in 2021 compared with less than 17 percent in 2019. The rise of the gig economy—which Gallup estimates is the primary job for 29% of all U.S. workers—may have also shown leaders there’s not a one-size-fits-all approach to team building.

Though the C-suite as we know it isn’t going anywhere soon, fractional executives are becoming more commonplace in smaller and more mid-sized businesses. In most cases, it’s time to call in a fractional when you’re growing but not quite sure how to get to the next level. “There’s an entire ‘catch-22’ that people get stuck in,” says Ben Wolf, the founder of a firm in New York for fractional chief operating officers. “In order to scale or improve, they need a high level of experience and expertise, but they can’t afford to hire at that caliber.” Still, it is important to keep company size in mind. Most companies making fractional placements typically make anywhere between less than $1 million to $50 million in revenue, says Schwinum. He has yet to see companies making half a billion dollars or more doing what he calls “true fractional placement.”

Case Study #1

Dan Casterella

Chief executive officer, American Christmas LLC

We’re a 58-year-old company based in Mount Vernon with about 85 employees. We have a great management team that’s been with us for a long time, but we needed to restructure our business development product and hire a head of the department because business development has been difficult for us. We’re a seasonal company, so getting someone in here who understands how that works is not easy. It also takes one year from the sales cycle to see a job start to finish, so there’s a long lead-up time when it comes to training.

We were referred to John Noonan from a friend in one of his business groups. Noonan gave us clarity on what we needed. He helped outline sales processes, reviewed the company’s needs and figured out how to implement a structure. He was able to bridge a gap for us and take us to the next level.

It’s important to recognize that the hours are accounted for. So, if you don’t have a clear plan outlining exactly what you need, it’s going to take a lot longer to get that fractional executive up to speed. It’s not like they’re coming to your office every day and you can spend 10 minutes chatting with them. You have to maximize the hours by being focused and communicative. The beauty of hiring a fractional executive is that you can fill a role without having to hire a full-time employee.

“A fractional executive was able to bridge a gap for us and take us to the next level.”
—DAN CASTERELLA

Case Study #2

Christina Armentano

Chief operating officer, Paraco

Paraco is an energy-distribution company in Rye Brook with 500 employees that’s been in business since 1968. In 2023, we were looking for a full-time human resources executive. We really knew this was going to be a critical role for the company and needed to find the right fit, not only in terms of skillset but culturally.

I had made the decision to go down the fractional road because I didn’t want to rush to make a hiring decision before I was ready. By having a fractional, I’d buy some time. We’re a very acquisition heavy company—we’ve done 60 so far—and are constantly growing. So, I knew that I needed to get somebody who is very strategic. The director of HR is part of the executive team; they’re involved in talent management pre-and post-acquisition, and we are a very safety-focused organization, so the connection between hiring and training the right people is critical. We were thinking, How do we elevate HR, historically viewed as an administrative and disciplinary role, to someone with a seat at the table who’s looking at the organization holistically and making recommendations for the right people and the right structure to propel the company forward?

We have an office in Rye Brook, but our action happens across the seven states that we operate in. The critical hires are often those frontline employees, meaning the employees partnering with our customers, our drivers, our service technicians. We’re also a company that loves to promote from within, so when we go through acquisitions, we’re not just acquiring customers, we’re acquiring talent. The first thing our HR head did was build and develop a team, and the team that she started with is the team that we have today.

Worth a Shot?

The main question business leaders should ask themselves is, ‘Could I fractionalize this function? If the answer is yes, search firms can help, as can a strong professional network and websites such as LinkedIn. Consider this advice:

Work Your Connections.

Good referrals, personal references, and testimonials have been and will continue to be vital in sourcing trustworthy new business partners, says PR pro Christina Rae.

Interview Multiple Hiring Firms.

Don’t engage a firm on the strength of one good call, suggests Christina Armentano, chief operating officer at Paraco, a propane provider based in Rye Brook. “You want to compare other agencies that are out there, just like you would for a candidate you’re looking to hire.”

Hire for Expertise.

Resist the urge to evaluate candidates based strictly on product knowledge, says expert Henning Schwinum, especially if you’re a small or family-owned business. Though you yourself may be a product expert and value that skill in others, it can be detrimental when hiring for sales roles. “You need someone to coach your team and break down barriers internally that hinder success,” says Schwinum. Those skills trump product knowledge.

Set Clear Expectations.

As with any new relationship, it’s helpful to set expectations you both can agree on. The scope of the work should be defined with clear goals from the outset. For example, Rae gives all her clients a timeline that details all steps of the project, who is responsible for which part, and deadlines for deliverables.

Review and Respect Their Availability.

“When you have a full-time employee, they’re generally there to help you throughout the workday,” says Rae. “When you work with someone on a fractional basis, they’re most likely working with other clients as well, so you need to understand that key difference and plan accordingly.”

Check Their Work.

Since this person isn’t with you fulltime, it’s imperative that you make sure they use the hours they work for you wisely. “They should be providing some kind of reporting,” says Rae. Think project updates and strong KPIs that show your return on investment. Bringing results together in a detailed report is ideal.

Related: Hiring in Westchester: What Recruiters Are Looking for in 2026