NachoTips: Is fractional the future of work? Chore CEO & Founder Adam Spector shares his insights.

31 Jul 2025 · 2 min

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In this interview, Adam Spector, CEO and Founder of Chore, explains the concept of fractional hiring and why it can be a strategic advantage for both companies and talent. He argues that hiring on a per‑hour or project basis lets firms access specialized expertise without the overhead of a full‑time employee, especially when continuous work for a full‑time role is rare. Spector illustrates this with the example of fractional product managers who are brought in for specific product initiatives, receive higher hourly rates but only for the needed hours, and avoid the costs of long‑term salaries, equity, and management overhead. He also highlights the appeal for workers: flexibility to move between projects, the ability to focus on areas they enjoy, and the freedom to balance multiple engagements. Overall, the conversation positions fractional roles as a flexible, cost‑effective model that aligns talent supply with variable demand.

Tell us more about the fractional roles. What are the opportunities there, both for the fractional team members and also for the companies themselves?
Yeah, I mean, it goes to the point that I was just making. So fractional hiring in general is the way to get the talent you need When you need it without any overhead. So on a per-hour basis, obviously outsourcing something is almost always gonna cost a little bit more than a full-time hire, but that presumes something critical. It presumes that you actually have enough work for a full-time hire to be busy all the time, which is actually pretty rare. Yeah. Like it is pretty rare to have a full-time hire, like you are always busy. I have so much work. I mean, you're gonna be busy the whole time. If that's the case, God bless, hire someone internally. Good for you. But largely that's not the case.
So
I'll give you an example. We're building lots of products ourselves, but we need different product managers for the different types of work we're doing.
Yep.
That means we actually have fractional PMs. We have fractional product managers. They come in for a specific product that they know well. They build that for us and then they go off. So yes, on an hourly basis, I'm paying them more. But I don't need them for 40 hours a week.
Yep.
Right. Like I don't need that much.
For years even.
Yeah. For years and equity and all these other things. I don't need that. And I don't have to manage them. I don't have to do one-on-ones. I don't have to go through a whole hiring process. Just say, look, your job is to do this project, get it done.
And for a lot of them, they probably like the flexibility too, right? So they can then build something really cool, then go on to the next project and so forth. Or maybe they're working on 2 projects at the same time. I think a lot of people are.
And even people who are full-time probably are working on part-time jobs. Yeah. And, but great. So why don't I just embrace that?