Hire Fractional CEO — chief executive leadership, part-time
Most companies between ten and two hundred people do not need a full-time chief executive — they need executive judgment applied consistently: a clear strategy, an operating cadence that holds, hiring decisions made well, and honest reporting to the board or owners. A fractional CEO provides that leadership on a structured part-time basis, with real accountability for outcomes rather than hours billed.
I'm Omer Muneer Qazi, a Dubai-based Fractional CTO & Solutions Architect with 15+ years of experience and 100+ projects delivered across 6 countries. I work alongside founders and boards who need senior leadership without the cost or commitment of a full-time CEO — if your gap is specifically in technology leadership, talk to me about fractional technology leadership instead.
A chief executive, embedded part-time
P&L ownership
Clear accountability for revenue, margins, and cash — with a budget the leadership team actually manages against, reviewed monthly, not a spreadsheet that dies in January.
Operating cadence
Weekly leadership meetings, monthly business reviews, and quarterly planning installed as a rhythm the company keeps — so execution stops depending on the founder's memory and mood.
Org design & hiring
The right structure for your stage, senior hires scoped properly, and underperformers addressed directly — because most execution problems are really org problems.
Strategy that fits on one page
A written strategy the whole company can repeat: where you compete, how you win, and what you will not do — reviewed quarterly against results, not set once and framed.
Board & owner reporting
Board packs that tell the truth on one page: numbers, narrative, risks, decisions needed — so board meetings become useful instead of theatrical.
Founder transition support
If you are a founder stepping back from day-to-day operations, a managed handover of authority — your team learns to run without you while you keep the vision and the relationships that matter.
From first conversation to operating rhythm
A structured engagement with no surprises — you’ll always know what’s happening and what’s next.
Discovery & fit
We discuss where the company stands, what keeps you up at night, and whether a fractional CEO is genuinely the answer — sometimes the real need is a COO, a strategy reset, or an honest conversation with the board.
Diagnostic month
The first thirty days are spent inside the business: financials, team, customers, pipeline — ending with a written assessment and a 90-day plan you approve before anything changes.
Embedded leadership
Two to three days a week inside the company: running the cadence, making decisions, hiring, and holding the team accountable — present enough to lead, part-time enough to stay objective.
Review & transition
Quarterly reviews against agreed outcomes. When the company is ready for a full-time CEO — or no longer needs one — a clean handover, including help hiring the permanent replacement.
Why hire a fractional CEO through a Fractional CTO
A CEO engagement fails when the executive treats it as a consulting gig — slides, no accountability. I only work with fractional executives who take real ownership: named outcomes, regular reporting, and the willingness to make hard calls. My technology background means the digital and product side of the business gets proper scrutiny, not hand-waving.
If you are weighing whether your company needs a CEO, a COO, or something else entirely, that is exactly the right first conversation. Contact me and we will work out what the business actually needs before anyone is hired.
Frequently asked questions
How much does a fractional CEO cost compared to a full-time CEO?
Typically a third to a half of a full-time CEO's total compensation, for two to three days a week. You get senior leadership without salary, bonus, equity, benefits, or a multi-year commitment — and without the six-month search a permanent hire requires.
How many days a week does a fractional CEO work?
Most engagements run two to three days per week, structured around your operating cadence — leadership meetings, reviews, and decision forums. The schedule flexes around board meetings, planning cycles, and crises.
Will a part-time CEO have real authority with my team?
Yes — that is contractual, not optional. A fractional CEO holds defined decision rights over strategy, hiring, and the P&L, communicated clearly to the whole company. Without real authority it is just expensive advice, and I do not set up engagements that way.
How does a fractional CEO work with the founder?
As a partner with a defined division of labour. Common pattern: the founder keeps vision, key relationships, and product instinct while the fractional CEO runs operations, the team, and the numbers. The boundaries are written down in week one, not discovered in month six.
What happens when we outgrow the fractional arrangement?
That is a success, not a failure. The engagement includes succession planning: defining the full-time role, running the search, and handing over with a proper transition — usually over one to two quarters.
Discuss your leadership needs
Tell me where your company stands and what the next twelve months demand — I will give you an honest read on whether a fractional CEO is the right answer.