Interim or fractional sales leaders fill gaps without the cost of permanent hires. They pilot new initiatives, shore up weak teams, and keep momentum going. The process: define what you need, find the right person from a roster, decide fast, and set pay based on the limited time they'll work.
Chapters
Gig executives like interim or fractional sales leaders help companies address skill gaps, pilot new initiatives, conserve limited resources and tackle critical priorities. They are the perfect alternative to traditional recruiting, consulting or worst. Doing nothing and hoping for the best. Their success is based on the perfect match. In short, bringing in someone who has been there and done that. As a founder, owner, CEO or board member, you define your needs, the goals you want to accomplish, the specifics of your sales structure, the nature of your product, the target markets, and then know that there is most definitely someone out there who has done that before. The perfect match is bringing their experience into your organization. Now let's look at this in steps. Step 1 the job specification Roles and responsibilities for an interim or fractional sales leader are not the same as the job description used during executive recruiting for a permanent hire. The need for interim leadership typically arises from a special situation that colors the immediate context in which the sales leader will operate. Often these moments call for extraordinary actions or significant reprioritization of the more regular inter business activities. Step 2 the search finding the perfect interim or fractional sales leader is not a hyper fast version of traditional executive recruiting. There is an amazing group of talented sales executives available who are in the middle of their careers with great experience, independent by choice and eager to tackle hands on projects. They're identified, vetted and on the roster of Vendex. Matching your job specification against the roster identifies the perfect match. A tight slate of one, maybe two qualified, interested and available executives. This jump starts the process and makes it pragmatic and real from the very beginning. Step 3 the selection clarify and streamline the selection process before you begin. You want to move quickly, be smart and get buy ins from the right people. Bringing in an interim or fractional sales leader to fill a recognized void is usually not a moment for consensus. It is a moment for leadership and prioritization around the most critical needs. Step 4 the compensation Remember to think big picture when comparing to a fully loaded regular compensation and more importantly, the value to your business of not having a void or gap. Expect on a direct cash comp basis to see an annualized salary that looks higher than the base salary of a permanent executive. Remember though that you're only paying this person for as long as you need their services and there's no additional or indirect cost. And consider the value of not losing momentum against goals over taxing the remaining team members or putting critical operations at risk. Today's interim or fractional sales leaders are a more powerful, flexible and time efficient resource than ever. Manage your expectations and the process, and you will be amazed by how much they can accomplish. Contact us if you would like to find out how we find the perfect match for you.
