The right leader, for exactly as long as it matters.

A fractional executive is a senior C-suite leader, typically with 15 or more years of operating experience, who embeds directly into your business on a part-time or retained basis. The engagement is structured as a company-to-company contract, so no employment relationship is created. Your leader holds the decisions in their domain, executes alongside your team, and is accountable to business outcomes, for the share of time the role actually requires. It is an established model for Bangkok businesses that need genuine board-level capability without the fixed cost and commitment of a full-time hire.

A senior finance hire in Bangkok averages around THB 3.8m a year, with top executive packages reaching well beyond that. A fractional engagement typically costs 30 to 60% less than a full-time executive at the same seniority. There are no recruitment fees, no Social Security Fund or provident contributions, and no statutory severance exposure, which scales to 300 days' wages at ten years of service. You pay for the seniority and the time you need, invoiced cleanly between entities, and you retain one month's notice to adjust scope or conclude the engagement as priorities evolve. Most engagements run between six and twenty-four months.

Yes, and it is one of the clearest cases for the model. Under the Foreign Business Act, any entity 50% or more foreign-owned is treated as a 'foreigner' and is generally capped at 49% equity in restricted service activities unless it secures a Foreign Business Licence. Nominee shareholding, holding de facto control behind Thai nominees, is criminally penalised, so a workaround is not a structure. A trusted, accountable senior operator who understands BOI promotion (the main route to 100% foreign ownership) and the IBC regime is a structural necessity, not a convenience. The April 2025 Cabinet-approved move to liberalise parts of the Act is in motion but not yet enacted, so this is a regime your leader helps you navigate while it is actively changing.

The model suits the business types that define Bangkok's economy: second- and third-generation family businesses professionalising the C-suite as the first generation steps back; owner-managed SMEs past the point a founder can run finance or operations alone but too small for a full-time hire; EEC manufacturers and suppliers in the automotive, EV and electronics supply chains modernising operations; and VC and CVC-backed scale-ups, backed by funds such as SCB 10X and Krungsri Finnovate, needing institutional finance rigour ahead of a raise. The common thread is a business at a pivotal moment where the cost of the wrong decision outweighs the cost of the right leader.

A consultant produces analysis and recommendations, then steps away. An interim is typically a full-time, short-term placement. A fractional executive embeds for the share of time the role needs, holds decision-making authority in their function, and is measured on outcomes rather than deliverables. They work inside your business alongside your team, not at arm's length from it, and the engagement runs for as long as the leadership moment requires.