What Deliverables Can I Expect from a Fractional Executive?
What do fractional executives actually deliver? From strategy docs to team systems, this post outlines the real outputs you can expect—plus how leadership presence and accountability are part of the package.
The core deliverable of a fractional executive isn’t a deck—it’s progress. You should expect clear priorities, strong leadership, team alignment, and measurable outcomes within the agreed scope of work.
That said, companies often want to know: What will this person actually do? What will I see, hold, or measure?
Let’s walk through what fractional work looks like in practice—week to week, month to month.
What we own depends on the function
Deliverables vary by role. Here’s a quick overview of what’s typical in core fractional positions:
Fractional CMO
- Go-to-market strategy
- Brand positioning and messaging
- Campaign planning and execution
- Marketing calendar and team org chart
- Reporting dashboards (ROAS, CAC, LTV, etc.)
Fractional CFO
- Financial model and forecast
- Cash flow reporting
- Budget planning and variance analysis
- Investor reporting packs
- Scenario planning and board prep
Fractional COO
- Org structure and hiring roadmap
- Operational workflow design
- SOPs (standard operating procedures)
- Tool and system selection
- Internal communication structure
Fractional CRO
- Revenue model and forecasting
- Sales playbooks and commission plans
- Pipeline reviews and CRM clean-up
- Funnel optimization reports
- Training sessions and sales KPIs
But there’s more than just artifacts
The real deliverables go beyond documents or reports. You’re also buying:
- Leadership presenceWe show up to lead. Team standups, exec meetings, 1:1s—we’re in the loop and moving things forward.
- AccountabilityWe don’t just advise—we own outcomes. That means deadlines, traction, and saying no when needed.
- Decision supportFounders and teams get a strategic sounding board. You won’t need to make high-stakes calls in isolation.
Weekly rhythm: what it looks like in practice
Here’s a typical cadence for a 2-day/week engagement:
- Monday or Tuesday:Weekly planning call with founder or team leadPriorities set, blockers removed, calendar reviewed
- Midweek:Execution—briefing teams, writing docs, reviewing performanceasync check-ins, Slack updates, shared documents
- Friday:Weekly summary or quick debriefMetrics sent, outcomes documented, next steps locked in
The result? No drift. No waiting. No wondering what we’re doing.
Common artifacts (you can expect to receive)
Depending on the role, scope, and need, you might get:
- Strategy docs (e.g. GTM plan, hiring roadmap, messaging framework)
- Live dashboards and reporting setups
- Team assessments and role definitions
- Workflow diagrams or SOPs
- Training materials and onboarding guides
- Asana/Notion/ClickUp workspaces with priorities and milestones
These aren’t fluff—they’re tools your team can actually use.
Deliverables evolve over time
In Month 1, the focus might be assessment, stabilization, and urgent execution.
In Month 2–3, we move into structure, delegation, and optimization.
By Month 4+, we’re often building internal ownership or hiring our replacement.
The best fractional execs leave behind repeatable systems, not dependencies.
Final thoughts
If you’re hiring a fractional executive and not getting real deliverables—strategies, reports, team alignment, systems—it’s time to have a conversation.
Because the job isn’t to advise. It’s to build, fix, and lead.
And that’s exactly what the deliverables should reflect.
Written by Remco Livain
Fractional CMO & Growth Leader | Available Worldwide
