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Mike Dayton

Founder of Fractyl and a dynamic fractional CRO recognized for his revenue and GTM prowess. With a track record spanning Oracle, Hyperion, Entrust, and multiple startups, he's known for his expertise and experience in driving success through strategic leadership and inspiring approach.

Redefining Executive Recruitment: Fractyl vs. LinkedIn Recruiter

Redefining Executive Recruitment: Fractyl vs. LinkedIn Recruiter

In the competitive landscape of executive recruitment, tech startups often face unique challenges in sourcing top-tier talent, the biggest being cost. More startups are turning to fractional executive hires to strike a better balance between quality and cost of experienced leadership. While platforms like LinkedIn Recruiter have long been the industry standard, a new contender, Fractyl, is revolutionizing the way startups connect with fractional executives. Let’s explore how Fractyl sets itself apart from LinkedIn Recruiter and how its innovative features are reshaping the executive recruitment landscape.

Tech-Centric Focus:

Fractyl distinguishes itself by catering exclusively to the tech industry, providing startups and executives with a targeted platform tailored to their specific needs. Unlike LinkedIn Recruiter and other fractional talent marketplaces which span multiple industries, Fractyl’s specialized approach ensures that both parties have access to a niche network of tech-focused talent and opportunities.

Curated Membership of Tech Executives:

Fractyl prides itself on its curated membership of tech executives with documented success in delivering results for tech companies. This selective approach ensures that startups have access to high-caliber talent with industry-specific skills and relevant expertise, sparing them the time and effort of sifting through countless profiles. In contrast, LinkedIn Recruiter’s broad user base can make it challenging to identify top-tier candidates with relevant expertise. 

Pre-Screened, Vetted Fractional Execs:

Fractyl streamlines the recruitment process by offering startups the ability to search for pre-screened and vetted fractional executives. This saves valuable time and resources, allowing startups to quickly identify and onboard talent without the hassle of extensive vetting procedures. Unlike LinkedIn Recruiter, Fractyl’s human-driven vetting process provides startups with assurance of quality and relevance in their candidate selections.

Discreet Networking for Executives:

Fractyl empowers executives to discreetly search for opportunities without broadcasting their job-seeking status. This feature is particularly appealing to tech executives who value confidentiality and discretion in their job search. Unlike LinkedIn, where job-seeking intentions may be visible to HR departments, Fractyl offers a confidential environment for executives to explore opportunities without compromising their current positions.

Showcasing Growth Playbooks:

Fractyl goes beyond traditional recruitment platforms by enabling members to showcase their growth playbooks – project-based service offerings that have delivered results for similar tech companies. This unique feature allows executives to highlight their expertise and accomplishments, providing startups with. Additionally, Fractyl Marketplace, set to launch soon, will enable tech executives to showcase and sell their service offerings, akin to a “Fivver for C-levels,” further expanding opportunities for collaboration and engagement.

In summary, while LinkedIn Recruiter remains a popular choice for general talent sourcing, Fractyl offers a specialized and innovative solution tailored specifically to the needs of tech startups and fractional executives. With its tech-centric focus, curated membership of experienced executives, pre-screened vetting process, discreet networking features, and unique capabilities like showcasing growth playbooks and Fractyl Marketplace, Fractyl is redefining the way startups approach executive recruitment in the digital age. As the tech industry continues to evolve, platforms like Fractyl are poised to play a pivotal role in shaping the future of talent acquisition and management.

The Rise of Fractional Executives: Meeting the Unique Needs of Tech Startups

The Rise of Fractional Executives: Meeting the Unique Needs of Tech Startups

In the fast-paced world of high-tech startups, agility and expertise are paramount for success. As these companies navigate rapid growth and innovation, traditional models of executive leadership are evolving to meet their unique needs. A recent article by John Yuva with The Future of Work Exchange sheds light on the rising trend of fractional executives and why they are becoming indispensable for startups in the tech sector.

Flexibility in Talent Acquisition:

Fractional executives offer startups a flexible and on-demand approach to talent acquisition. Whether it’s roles like Chief Marketing Officer (CMO) or Chief Financial Officer (CFO), startups now have scalable talent options to execute critical programs and initiatives. This flexibility allows startups to access executive expertise without the commitment of full-time salaries and long-term contracts, aligning with their agile and resource-efficient ethos.

Expertise at Lower Costs:

The concept of fractional executives is particularly appealing to small- to medium-sized tech enterprises that may lack the resources to hire full-time executive talent. For instance, a fractional CRO can craft and execute customer acquisition and revenue growth initiatives at a lower cost compared to a permanent executive. This enables startups to access high-caliber expertise without breaking the bank, making essential roles attainable for organizations of any size.

Navigating Dynamic Markets:

In today’s  marketplace, characterized by an ever evolving technology landscape, the services of fractional executives are invaluable. For instance, hiring a fractional CTO can help startups navigate tech platform and technology decisions, build and lead product development teams, and optimize contract vs in house product development. This agility and expertise are crucial for startups to quickly get to market with an MVP to prove their business thesis – to customers and prospective investors.

The Fractional Executive Movement:

The rise of fractional executives is driven by several factors, including the growth of the gig economy, the demand for specialized skills on a flexible schedule, and the financial benefits for both executives and startups. Moreover, there is a growing appreciation for work-life balance among senior executives, as well as a trend towards career diversification and portfolio careers. Fractional roles offer executives the opportunity to apply their expertise across multiple clients or industries, while startups benefit from access to experienced talent without the overhead of full-time positions.

Start-Ups and Smaller Tech Firms:

Start-ups, in particular, are prime candidates for fractional executive leadership. As these companies strive to execute with limited resources, fractional executives can provide specialized expertise to set operational strategy and ensure focused growth. Similarly, smaller established firms can reinvest savings from not hiring full-time senior leaders into fractional executives, accelerating growth strategies and developing the next generation of leaders.

The rise of fractional executives represents a paradigm shift in executive leadership, especially within the high-tech startup ecosystem. As startups seek agility, expertise, and cost-effective solutions, fractional executives offer a compelling alternative to traditional hiring models. By leveraging fractional talent, startups can navigate challenges, drive growth, and scale their business, all without breaking the bank.

Unlocking Opportunities for Aging Executives: Embracing Fractional Roles in Tech

Unlocking Opportunities for Aging Executives: Embracing Fractional Roles in Tech

In the ever-evolving landscape of the American workplace, a seismic shift is underway, driven by changing demographics and a historic talent drain. As the workforce ages, U.S. companies are facing a critical challenge that demands a forward-thinking approach. The solution lies in moving beyond ageism and investing in older employees, empowering them to continue contributing and thriving in their careers.

The Demographic Shift:

The United States, along with other developed nations, is experiencing a rapid increase in its aging population, with profound implications for the labor force. Today, millions of Americans are aged 65 and over, and this number is expected to surge in the coming years. This demographic shift is fueling a talent drain as large numbers of Baby Boomers retire, posing significant challenges for businesses across all sectors.

The Potential of Older Workers:

Amidst this demographic transformation, there lies a tremendous opportunity: encouraging older workers to extend their careers and continue making valuable contributions to the workforce. Already, the older workforce in America has grown substantially since the mid-1980s, and older adults are projected to account for a significant portion of labor force growth in the next decade. With longer lifespans and a desire to remain engaged, older workers possess valuable skills, experience, and expertise that can benefit companies in various industries.

Breaking Down Ageism:

Despite the potential of older workers, corporate leaders must confront and overcome ingrained ageist attitudes and practices prevalent in the business world. From mid-career onwards, employees often face institutionalized ageism, with promotions slowing down, training opportunities diminishing, and plans in place to ease out seasoned professionals. This systemic bias not only overlooks the contributions of older workers but also perpetuates outdated stereotypes about cognitive decline and productivity.

Embracing Diversity and Inclusion:

To fully harness the potential of older workers, companies must adopt a more inclusive approach to talent management. This includes reevaluating traditional retirement age norms, offering opportunities for upskilling and development at all career stages, and fostering intergenerational diversity in the workplace. By creating environments where employees of all ages are valued and respected, companies can unlock the full potential of their workforce and drive innovation and growth.

The Role of Fractional Executive Opportunities:

For aging executives seeking new opportunities to continue contributing and earning, fractional roles offer an attractive option. By working fractionally for multiple companies, older executives can leverage their wealth of experience and expertise across different organizations, industries, and projects. This not only provides flexibility and autonomy but also enables executives to remain actively engaged in meaningful work while adapting to changing market demands.

Looking Towards the Future:

As the American workforce undergoes profound demographic shifts, businesses must adapt to remain competitive and sustainable. By embracing age diversity, investing in older workers, and reimagining traditional employment models, companies can navigate the talent drain and preserve their most valuable asset—their people. As the business landscape evolves, enlightened companies are recognizing the value of older workers and taking proactive steps to ensure their continued success and contribution to the workforce.

In the face of demographic challenges, the future of work demands a paradigm shift—one that embraces age diversity, challenges ageist norms, and empowers older workers to thrive. For aging executives in the tech industry, fractional roles offer a pathway to continued success and fulfillment, enabling them to leverage their expertise across multiple organizations and projects. By embracing this new model of employment, both companies and executives can unlock opportunities for growth, innovation, and long-term sustainability in the ever-changing landscape of the American workplace.

Attribution: This article is based on the insights and research from Michael Clinton’s article “The Seismic Shift That’s About to Change the American Workplace” published in Esquire Online on February 13th, 2024.

Why Seasoned Tech Leaders are Embracing Fractional Flexibility

Why a fractional Chief Revenue Officer is a win-win for tech startups

In the ever-evolving landscape of technology and business, the role of executives has seen a significant transformation. Traditional notions of full-time, in-house leadership are being challenged by a growing trend: fractional tech executives. These seasoned professionals, with years of expertise under their belts, are opting for flexible arrangements that allow them to work on a fractional basis across multiple companies. Let’s explore why experienced tech executives are choosing to work fractionally and the benefits it offers both to them and the companies they serve.

Embracing Flexibility

One of the primary reasons experienced tech executives are turning to fractional work arrangements is the flexibility it affords. After years of working in high-pressure, full-time roles, many executives find themselves craving a better work-life balance. Fractional work allows them to regain control over their schedules, allocate time for personal pursuits, and avoid the burnout that often accompanies traditional corporate positions. This flexibility is particularly appealing to executives who have reached a stage in their careers where they prioritize quality of life over relentless career advancement.

Diverse Opportunities

Fractional work also opens doors to a diverse range of opportunities that may not be available in a traditional executive role. By working with multiple companies simultaneously, executives can broaden their skill sets, gain exposure to different industries and business models, and tackle new challenges head-on. This variety keeps their work fresh and stimulating, preventing stagnation and fostering continuous professional growth. Additionally, fractional executives have the freedom to choose projects that align with their interests and expertise, allowing them to make a meaningful impact in areas where they can truly excel.

Cost-Effectiveness for Companies

From the perspective of companies, hiring fractional tech executives can be a cost-effective solution that provides access to top-tier talent without the overhead associated with full-time executives. Fractional arrangements allow companies to leverage the expertise of seasoned professionals on a part-time basis, reducing the financial burden of salaries, benefits, and other expenses typically associated with full-time employees. This is especially beneficial for startups and small to medium-sized businesses that may not have the resources to afford a full-time executive team but still require strategic leadership to drive growth and innovation.

Agility and Adaptability

In today’s fast-paced business environment, agility and adaptability are key to success. Fractional tech executives bring a unique perspective to the table, drawing from their diverse experiences across different companies and industries. Their ability to quickly assess challenges, devise innovative solutions, and pivot strategies as needed can be invaluable to companies navigating uncertain terrain. By tapping into the expertise of fractional executives, organizations can stay ahead of the curve and remain competitive in an ever-changing market landscape.

Mentorship and Knowledge Transfer

Another significant benefit of fractional tech executives is the mentorship and knowledge transfer they provide to internal teams. Seasoned executives bring years of wisdom and expertise to the table, serving as valuable mentors and coaches to junior employees. Their guidance can help nurture talent, develop leadership skills, and foster a culture of learning and growth within the organization. Additionally, fractional executives often bring best practices and insights from their experiences across different companies, enriching internal teams with fresh perspectives and innovative approaches.

 

The rise of fractional tech executives reflects a broader shift towards flexible work arrangements and a recognition of the value that experienced professionals can bring to organizations in a part-time capacity. By embracing flexibility, diversity, and cost-effectiveness, both executives and companies stand to benefit from fractional arrangements. As the business landscape continues to evolve, fractional work is likely to become an increasingly prevalent and impactful model for executive leadership in the tech industry.

Fractyl Off the Clock

Fractyl Off the Clock

Hey everyone, it’s Mike here, coming to you from the stunning shores of Maui! Today, I just wrapped up a business call with the CEO of one of our clients, where I serve as a fractional Chief Revenue Officer. It’s incredible how technology allows me to work from anywhere, even while I’m about to hit the waves for a surf lesson with my wonderful wife.”

“As we step into this new year, I’ve been reflecting on the transformation I’ve experienced since transitioning to fractional work. It’s truly been a game-changer. Not only am I more fulfilled and less stressed, but I’m also nicely compensated.”

“This shift has allowed me to take control over my work-life balance. I can’t stress enough how crucial this has been for my well-being and that of my family. Instead of being tied down to a full- time role, I’ve been able to embrace the freedom and flexibility that comes with fractional work, allowing me to pursue my passions and spend quality time with loved ones.”

So, to all my friends and connections on LinkedIn, if you’ve been considering making a change towards professional and financial independence, I invite you to reach out. I’m here to offer advice and support as you navigate this transition to fractional work. Join the Fractyl network for free, and take that first step towards a more balanced, fulfilling career.”

Here’s to a new year filled with independence, balance, and endless possibilities. Let’s make it happen together. Mahalo, everyone. Catch you on the next wave!”

Why a Fractional Chief Revenue Officer is a Win-Win for Tech Startups

Why a fractional Chief Revenue Officer is a win-win for tech startups

CRO Chief Revenue Officer

As a startup CEO or founder, you understand the importance of having a strong, predictable revenue stream. As your customer base (and ARR) begins hitting critical mass, you’ll look to hire a Chief Revenue Officer (CRO) to scale up your sales and revenue generation operations. If you haven’t already, you’ll also quickly learn that CROs are well paid positions, with salaries alone in the $300k range. Add on variable compensation, equity, benefits, and recruiting fees and you could be looking at making a near seven-figure investment all in.

Fractional CRO services provide a cost-effective way to access the expertise of a CRO (or even Sales VP) without committing to a full-time hire. With fractional CRO services, you can bring on a seasoned CRO professional on a part-time or project basis. This way, you can benefit from their expertise in revenue generation strategies, sales pipeline management, pricing optimization, developing sales talent, and more, without having to pay a hefty full-time salary, benefits, recruiting fees, you get the picture.

Additionally, fractional CRO services offer flexibility in terms of project scope and duration. You can hire a CRO professional for a specific project, such as launching a new product or expanding into a new market. Alternatively, you can bring them on a part-time basis to provide ongoing guidance and support for your revenue generation efforts and sales team. Maybe you just want a CRO on hand to assist or advise on an ad-hoc basis, similar to an attorney on retainer.

The average tenure of a technology CRO is only 18 to 24 months. Like a professional sports team coach, the CRO is both behind and in front of the proverbial tip of the spear and the first one to go when CEOs need to make changes to settle restless investors. Working as a fractional CRO could provide a better way to work, especially for seasoned sales leaders who want to avoid getting stuck with a company that is facing more fundamental issues than sales alone can fix. By offering their expertise on a part-time basis, they can help multiple startups achieve their revenue goals while exercising better control over when they work and for whom. If you’re a seasoned sales leader interested in exploring fractional work, or already loving the gig economy, consider joining Fractyl as a member.

Essentially, fractional CRO services provide a win-win situation for both startups and CRO professionals. By hiring a CRO professional on a part-time or project basis, startups can benefit from their expertise without committing to a full-time hire, while CRO professionals can work on a variety of projects and gain control over their careers and their most important asset – time.

If you’re a startup founder or CEO interested in exploring how a fractional CRO could help you hit your next revenue milestone, without becoming a cost millstone, post a fractional job(s) on Fractyl and search for verified & pre-vetted candidates on the marketplace.