When clients compare “apples to oranges”—specifically, when they weigh fractional leadership against permanent hires, consultants, in-house team members, gig-workers, or doing nothing without recognizing the fundamental differences.
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Long before playlists, streaming, or skipping tracks, I learned how to listen—really listen—one album side at a time. And that habit shaped far more than my musical taste.
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Some childhood stories are about medals won, records broken, and trophies displayed proudly on the shelf. Mine are about trying—repeatedly—and quitting just as repeatedly. I was never particularly athletic, and despite a competitive streak that could have powered a small city, my body stubbornly refused to cooperate with my ambitions.
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Lego wasn’t just a childhood obsession. It was leadership training in disguise. Those multi-hour sessions of building, breaking, rebuilding, and explaining taught me to love the iterative process, respect the power of structure, and—yes—recognize when my own rules limit creativity.
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Every leader who sells expertise—fractional executives included—has faced the same maddening moment: a prospective client lines up your offering next to three others, scans only the price column, and declares, “This one is cheaper.” As if professional services were interchangeable commodities priced by the pound.
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The Commodore 64 is long gone, replaced by devices millions of times more powerful. But the lesson it taught me remains intact: build things that matter, for people who matter, with just enough technology to get the job done.
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The traditional résumé is basically worthless. Not because people aren’t accomplished.
Not because experience doesn’t matter. But because the language of résumés has become generic to the point of emptiness.
What began as a niche solution—one executive helping a founder “on the side”—has matured into a vibrant marketplace. Yet, with growth comes competition, confusion, and hiring mistakes that can derail results before they begin.
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Sales conversations revolve around words—questions asked, objections raised, promises made. But any seasoned sales leader knows that what a prospect doesn’t say can be far more telling than what comes out of their mouth.
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The best executive search firms for sales roles offer far more than a database of resumes. They act as strategic partners—helping organizations scope the assignment, and then rapidly identify, assess, and onboard leaders who can drive sales performance, transform go-to-market strategies, and align with culture.
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