Senior leadership, sized for a Thai SME.
You have built something real, and the next step needs leadership that effort alone cannot supply. We search for, vet and match senior executives from our collective who embed in your business for the days a week the work needs: executive search, done fractionally.
Why a full-time C-suite rarely fits an owner-led company
Hiring a full-time CFO, COO or CMO sounds like the obvious answer. For most Thai SMEs, it is not yet practical:
The cost is out of proportion
An experienced finance chief in Bangkok commands a senior package, and the fixed cost lands on a business whose margins are already thin.
The search is slow
A permanent senior search takes months, and the pressure to professionalise does not wait.
A wrong hire is hard to reverse
A C-suite appointment that does not work out is costly to unwind in Thailand, financially and in the trust of the team.
The need is part time
Most SMEs need two or three days a week of senior judgement, not a full working week, and paying for the rest is waste.
A fractional executive is an experienced C-suite leader who works in your business on a defined, part-time basis. They join the team, make decisions in their function and answer for the result, rather than writing a report and leaving.
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
More than an introduction
We search our collective, match carefully and then stay involved, so the engagement works for the owner and the executive alike.
Governance for the whole engagement
We keep an eye on every engagement, check that the work matches the brief, and raise drift early so it can be corrected with you.
Peers behind your executive
Your CFO can test a technology spend with a CTO from our collective; your COO can learn from a CMO who has taken products across the region.
Continuity we hold
If your executive steps away, the brief stays with us, a new search runs from it and we oversee the handover.
Matched on more than a CV
We match on character, stage, sector and style. A technically strong CFO who cannot work comfortably in a Thai owner-led company is the wrong match, however good the CV.
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
