From where we stand at Connectd, the shift towards fractional careers is no longer emerging - it is well underway, with demand for expert support more than doubling since 2022 across our network of 3,700+ startups and scale-ups. According to the CIPD's 2025 flexible working report, flexible working arrangements have become a baseline expectation for senior professionals across the UK, while ONS data shows that approximately 1.5 million people in the UK are now working in temporary or flexible roles.
What is driving this? Experienced professionals are choosing to apply their expertise across multiple organisations rather than committing to a single employer. They are building fractional careers that offer autonomy, variety and meaningful impact - and they are doing so on their own terms.
The stories that follow come from real members of the Connectd community. Each one illustrates a different pathway into fractional work, and together they paint a clear picture: with the right support, building a financially sustainable fractional career is not only possible - it's already happening.
Key takeaways
- Fractional careers enable experienced professionals to apply their expertise across multiple organisations, creating flexibility, variety and multiple income streams.
- Converting pro bono advisory work into paid fractional engagements is a proven pathway, particularly when supported by structured programmes like Connectd's Transition to Portfolio.
- The UK fractional talent market is growing rapidly, driven by post-pandemic flexibility, rising employment costs and increasing startup demand for senior expertise.
- Connectd members across a huge range of sectors and industries are building financially sustainable fractional careers with the right training, mentoring and community support.
Why fractional careers are accelerating
The growth in fractional work is not a passing trend. It is being shaped by structural changes in how businesses operate and how professionals think about their careers.
1. The post-pandemic flexibility shift
The widespread adoption of remote and hybrid working since 2020 has fundamentally changed what is possible. Experienced professionals who once assumed that impact required physical presence and a single employer now recognise that they can contribute meaningfully to multiple organisations from anywhere. This shift has been especially pronounced in the UK, where CIPD research shows that flexible working requests have risen sharply year on year. For many experienced leaders, the appeal is not just flexibility — it is the opportunity to choose work that aligns with their values and expertise.
2. Rising costs are reshaping how startups hire
With employer National Insurance contributions having risen to 15% in April 2025, the cost of full-time senior hires has become increasingly difficult for early-stage businesses to absorb. A permanent C-suite appointment comes with salary, benefits, employer contributions and often equity expectations - commitments that many startups and scale-ups simply cannot sustain. Fractional talent offers the same depth of expertise at a fraction of the cost and commitment, making it the pragmatic choice for founding teams who need experienced operators now, not in twelve months' time.
3. Demand for specialist expertise is outstripping supply
Startups and scaleups move quickly. They need senior leaders who can step in, assess a situation and deliver results without a lengthy onboarding process. Yet finding the right person at the right level, with the right experience and at the right time, remains genuinely difficult. This is where platforms like Connectd come in, connecting businesses with fractional experts across 60+ countries, 100+ industries and 80+ skillsets. The breadth of the community means that even niche requirements can be matched with experienced professionals who are ready to contribute immediately.
How Connectd members are building fractional careers
Inside the Connectd community, we see these market shifts playing out in real careers every day. The following stories illustrate the different pathways our members have taken, from corporate transitions to pro bono conversions, and the support that made the difference.
Dani Saadu: a career transition with proven ROI
When Dani enrolled in Connectd's Transition to Portfolio programme, he wanted to understand how his corporate skillset — built through Head of People roles across numerous sectors — could be applied in the context of early-stage businesses. The programme enabled him to reframe his professional experience and present it in a way that immediately resonated with startup founding teams.
That shift in perspective quickly translated into opportunity. Dani secured his first remunerated Non-Executive Director (NED) role, which gave him the momentum to continue building his fractional career and amplify his personal brand. He has since featured in a number of industry podcasts and event panels and is currently balancing his NED position with his Head of Talent Management role at a global technology company.
Dani reflects: "Connectd made the transition less daunting. I went from uncertainty to securing paid work with startups who genuinely valued my input."
Brian Fitzpatrick: expanding expertise to embrace mentorship
With more than twenty-five years of experience across both corporate environments and startups as a pioneer in digital media innovation, Brian worked with global companies including WPP, Bertelsmann and AOL before building a career that spans chairman, board member and investor roles, supporting some of the UK's most exciting technology and media startups.
In 2020, he added mentorship to his work, joining Connectd to provide support and guidance to professionals launching their own fractional journeys. For Brian, the motivation is not only imparting the vast knowledge and experience he has gained, but also helping others build the confidence necessary to step into a new way of working — one that may initially feel unfamiliar and a little daunting.
Brian explains: "What makes Connectd's Transition to Portfolio programme unique is how it combines training, mentoring and real-world placements. It does not just build knowledge — it builds confidence. As the community of skilled advisors and fractional experts grows, alongside Connectd's dedicated events, members are also able to tap into peer-to-peer support and learning."
Michael Horsley: from Big Four background to fractional success
With a Big Four background and a successful corporate career spanning customer success, operational strategy and organisational transformation, Michael joined Connectd's Transition to Portfolio programme to apply his experience in advisory and fractional roles.
Michael explains: "The strategic advisory education gave me a solid foundation to build my profile on the platform. Leveraging that knowledge led me to my first advisory role. After working with the founder for five to six months, I was able to convert that pro bono role into a paid fractional position — proving the value I was bringing to the business."
Having completed both the Board Advisory and NED pathways of the programme, Michael has secured several board positions and has also become a Leader in Residence at Leeds University Business School, where he plays a key role in guiding the next generation of founding teams and business leaders. As a qualified ICF Coach and EMCC-accredited Mentor, he has recently joined Connectd's team of expert mentors to offer both startups and advisors the support they need to thrive.
Evelyn Kim: pro bono to remunerated roles
Evelyn, who previously served as Director of Product at Estée Lauder Group, joined Connectd's Transition to Portfolio programme. For her guaranteed pro bono placement, she was matched with Eleusia Beauty, a skincare startup in the Connectd network. Evelyn's knowledge of product development and go-to-market strategy proved essential during the company's early stage, enabling the founding team to refine their launch strategy and establish a strong foundation.
What began as a temporary pro bono placement evolved into an ongoing collaboration. Today, Evelyn continues to serve as Go-to-Market Advisor, this time on a remunerated basis that combines a day rate with KPI-linked bonuses. The relationship has developed into a strong partnership — one that combines Evelyn's global expertise with the founder's entrepreneurial vision — and a clear example of how Connectd's matching model turns initial introductions into lasting, commercially rewarding engagements.
What makes a fractional career rewarding
The stories above share a common thread: fractional work is not simply a stopgap between permanent roles. It is a deliberate career choice that offers distinct advantages.
Flexibility and autonomy. Fractional leaders choose which organisations to support, when to work and how deeply to engage. This level of control is what draws senior professionals away from full-time roles — and what keeps them committed to fractional careers long term.
Multiple income streams. Rather than depending on a single employer, fractional experts spread income across several engagements. Connectd members routinely build diverse client bases across startups and scaleups, creating financial resilience alongside professional variety.
Meaningful impact. Each fractional engagement brings a fresh challenge and visible outcomes. Fractional leaders contribute directly to business growth — refining go-to-market strategies, building leadership teams, restructuring operations — without the layers of bureaucracy that can slow progress in larger organisations.
Continuous learning. Working across multiple businesses, industries and growth stages accelerates skill development in ways a single role cannot match. Every new engagement broadens expertise and strengthens the breadth of experience that makes fractional talent so valuable to the businesses they support.
What lies ahead for fractional careers
The fractional model is still evolving, and several shifts are shaping what comes next.
Demand will continue to grow. With employer costs rising and economic uncertainty persisting, startups and scaleups will increasingly turn to fractional talent as their default route to senior expertise. What was once a workaround is becoming a first choice.
Specialisation will deepen. As the market matures, fractional leaders are increasingly focusing on specific industries, growth stages or functional challenges — fintech CFOs, healthtech CTOs, go-to-market specialists for Series A businesses. This specificity makes matching faster and outcomes sharper.
Community will become a competitive advantage. The professionals who build the strongest fractional careers will be those connected to networks that offer not just opportunities, but peer learning, mentorship and ongoing development. Platforms like Connectd, which combine structured programmes with a curated community, are well positioned to support this shift.
Your next step
Building a fractional career does not require a leap of faith. It requires the right support, the right community and the right opportunities. Connectd provides all three — from specialist training, expert mentoring, and hands-on placements through the Transition to Portfolio programme to a global network of startups and scaleups actively seeking experienced fractional talent.
Many professionals across the Connectd community have already taken this step, and are now building careers that are both financially sustainable and personally fulfilling. Whether you are considering your first fractional engagement or looking to grow an existing practice, the Connectd community is where it happens. Join Connectd to connect with experts or startups and accelerate your growth.
Frequently asked questions
What is a fractional career?
A fractional career involves experienced professionals providing senior-level expertise to multiple organisations on a flexible basis — typically one to three days per week per engagement. Fractional leaders embed within businesses, taking ownership of outcomes and contributing as part of the team — this is distinct from advisory-only or short-term project work.
How do I find my first fractional role?
Many fractional engagements begin through personal networks and community platforms rather than job boards. Structured programmes like Connectd's Transition to Portfolio help professionals reframe their experience, build their profile and secure initial placements — often starting with pro bono advisory work that demonstrates value and builds credibility.
Can I do fractional work alongside a full-time role?
Yes. Many professionals begin with advisory roles alongside their main employment before transitioning fully into fractional work. Dani Saadu, for example, balances an NED position with his full-time Head of Talent Management role — proof that fractional careers can develop incrementally.
How do you convert pro bono work into paid engagements?
The most effective route is to demonstrate clear value through a structured pro bono placement, then transition to a remunerated arrangement as the business grows and your contribution becomes evident. Michael and Evelyn's stories above illustrate this pathway — both converted initial pro bono roles into paid fractional positions through Connectd.
What support does Connectd offer for building a fractional career?
Connectd provides the Transition to Portfolio programme, which combines structured learning, expert mentoring, a peer community, dedicated events and guaranteed pro bono placements. The platform then matches fractional talent with startups and scaleups seeking experienced leaders — creating a clear pathway from training to paid engagements.
Connectd can provide access to specialist training, expert mentoring, and hands-on placements that will enable you to leverage your skills to launch an exciting and rewarding new career. Thousands of professionals have already taken this step, and many are now enjoying careers that are both financially sustainable and personally fulfilling. The next success story could be yours.
