As I'm currently writing my master thesis, I would like to use the following two figures you used in your article: "38% spike in demand for fractional CMOs" (Chief Outsiders) and "demand will grow by another 20% in the next five years" (APEMS). May it be possible to provide me with the source of those two figures? Thank you in advance!
Really good point - i hadn't thought about how comp plays into this.
When you're negotiating as a full-time candidate, you're "pricing" based on salary benchmarks, whereas as a fractional CMO I've been able to price my services on expected impact, which is millions in revenue.
As I'm currently writing my master thesis, I would like to use the following two figures you used in your article: "38% spike in demand for fractional CMOs" (Chief Outsiders) and "demand will grow by another 20% in the next five years" (APEMS). May it be possible to provide me with the source of those two figures? Thank you in advance!
Hey Stella - it came from the raw data from a survey done by Chief Outsiders. They reported 60% growth in the past 5 years and 38% growth in the past year. https://globaledgemarkets.com/blog-post/should-startups-and-scaleups-hire-fractional-executives/
Saw this trend pick up 2-3 years ago, I've done this route myself. Fact is:
Eng/Prod/Design: Well compensated in cash and equity (as they should)
Sales: Incentives + variable comp rewards top performers
Marketing / Growth Marketing: Flat salary, equity equiv to individual contributors on the EPD team
Product / Growth Product: A little better and less likely to go Fractional b/c you're in the EPD comp structure
Fact is good growth people can bill 500k-1m/yr, and also get equity grants in doing so.
Really good point - i hadn't thought about how comp plays into this.
When you're negotiating as a full-time candidate, you're "pricing" based on salary benchmarks, whereas as a fractional CMO I've been able to price my services on expected impact, which is millions in revenue.