Learn how to find the right interim executive for your business. Evaluate skills, experience, and cultural fit to ensure a successful placement.
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The cannabis sector is a complex organism. It has all the challenges and logistical puzzles of any CPG industry, with the added spice of varying degrees of legality depending on where you’re operating.
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Their future work relies upon referrals and a successful track record. Interim and Fractional Executives are paid on the understanding of goals and objectives being performed and delivered, and not merely based on attendance.
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The Fractional Executive does not come with any of the add-ons (paid days off, benefits, recruiting fee, productivity losses), and their engagement is also right-sized to the business needs in terms of talent and time, and they are immediately available.
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Who declares a random Friday a National Day for a certain grape varietal? And who declares all the other days, weeks, and months that we hear about?
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After 30 years in sales, revenue, or growth, most executives have done a lot of different things; in fact, many LinkedIn profiles look alike. Most everyone has worked at a few nameplate accounts, has delivered substantial growth, has built and transformed, hired and coached, and exited successfully. But now it is time to identify your superpower!
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A gifted founder CEO, often with a vague-at-best exit strategy, who’s both the lead technician and the company’s best/only salesperson. And a resistance to standardization, usually attributed to the bespoke, variable, heuristic, or technical nature of the work itself.
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I get asked quite often about the state of the Fractional Industry and what I am seeing on the supply and demand side. My answer runs the risk of being self-serving, and at the same time, as an industry, I feel we need to tell the story. If we don’t, who will?
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The simple answer is that the guarantee is inherent and built into our model. Our placements are neither retained nor made on a contingency basis. There is no upfront investment of up to $70k into recruiting before the executive even has their first day.
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Staffing up and growing an executive team in large increments is outdated. And in other areas of our lives, we have already embraced the alternative. The idea of taking small steps is built into the formula for success in personal development, mentoring, building wealth, or the Kaizen concept.
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