Small team, serious duties. Add the seniority, not the headcount.
Luxembourg SMEs often carry obligations that would suit a company ten times the size. A regulator, an auditor or a client in another country does not grade on size.
Why a permanent hire is hard to justify
A full-time CFO or COO seems the obvious move. For a team of your size it is a stretch:
The seat is not full time
The work peaks around closes, filings and reviews. For the rest of the month a permanent executive has less to do than they cost.
Notice runs long
Notice periods on a permanent contract lengthen with service, so a hire that does not fit is slow to correct.
The people are on the other side of a border
Much of the available talent lives in France, Belgium or Germany, and it has several employers to choose from.
Scarce skills are scarcer still
The specialists a small supervised firm needs are in demand across the whole country.
Your fractional executive gives the business the part of the week it calls for, inside the team, deciding in their domain and answering for the result. It is how a small firm meets obligations built for a larger one.
Who this is for, and who it is not
Best for
- Founders carrying a C-suite function themselves with no time left to lead
- Businesses that need senior capability two or three days a week, not five
- A specific gap in finance, operations, marketing, technology or people that is holding growth back
- Teams that cannot yet justify, or afford, a full-time executive salary
- Owners who want an operator accountable for outcomes, not a consultant with a deck
Not for
- A junior or purely execution role a full-time manager should own
- A one-off project an agency could deliver and hand back
- Businesses wanting a figurehead rather than someone who does the work
- A pre-revenue idea with no function yet to lead
What a small firm gets from us
A small firm cannot absorb a senior hire that fails. We stay involved after the match so the risk is shared.
Proportionate governance
Short reviews scheduled with you and the executive, and early warning if delivery begins to slide.
Specialists on call
Regulatory, tax or systems questions new to a small team can go from your executive to specialists across our collective of 800+.
Your brief, kept current
Nobody is kept waiting in reserve. A current brief is what we keep, and it makes any later search quick.
Hands-on and multilingual
We match for leaders who do as well as direct, in the languages your team and supervisor use.
What an engagement looks like
From first call to an embedded operator in weeks, not months.
Discovery
We spend time understanding your business: challenges, goals, team dynamics, and what 'success' looks like in 90 days.
Match
We introduce the right fractional executive from our vetted collective. You meet them, ask hard questions, and confirm the fit.
Scoped engagement begins
The engagement launches with a defined scope, clear deliverables, and a structured cadence. Your fractional is embedded, not advisory.
Adapt and evolve
As your business changes, the engagement changes with it. Add hours, shift focus, introduce a second specialist, all without restructuring.
Which executive do you need first?
You do not need to know the answer before you call. Match the problem you feel most to the operator who owns it.
Each fractional role maps to a different SME challenge
Start with the gap that is costing you most, and the roles below show which leader owns it.
Backed by executives who have led at
