The future of work has long been described as something imminent, just around the corner. But from where we stand at Connectd, working daily with thousands of founders, fractional leaders and board advisors, it’s clear that the future has already arrived. Over the past several years, our team has witnessed a profound shift in how senior talent chooses to work, and in how early-stage companies choose to grow. Fractional leadership and portfolio careers have moved from emerging concepts to essential components of modern business building.
On our platform alone, demand for fractional leadership has risen dramatically, with a 110% increase in fractional placements in the past 12 months and the number of fractional experts sought by startups doubling since 2022. Yet this phenomenon reaches far beyond Connectd. Research from the OECD, McKinsey and the World Economic Forum shows a global restructuring of careers, skills and leadership models.
The rise of fractional work is not an anomaly; it’s part of a wider transformation in how expertise is accessed, how careers evolve and how companies scale.
Why fractional work is accelerating now
1. Professionals want autonomy, flexibility and purpose
As the OECD forecasts, 50% of professionals will have portfolio careers by 2030, a seismic rise in flexible, multi-engagement work. Fractional roles allow experienced leaders to curate careers filled with variety, impact and choice.
At Connectd, we hear this every day. As our COO, Claudia Stankler, says:
“Success in this world depends on guidance, the right opportunities and a realistic picture of what’s possible. Fractional work isn’t a passing trend—it’s a smarter, more intentional way to design a career on your own terms.”
From those looking to accelerate their careers, professionals wanting to pivot away from the corporate grind or experienced executives seeking renewed purpose, people are opting out of the traditional leadership ladder in favour of diverse, meaningful work.
2. Startups need senior expertise long before they can afford full-time hires
Companies today must navigate complex commercial, financial, technical and regulatory challenges at an earlier stage than ever, but a full-time CFO, CMO or COO to tackle these challenges is often too expensive or premature.
Fractional leaders provide the “Goldilocks model”: expert leadership, scaled to the business stage. Our platform data shows 27% of demand is in marketing, 20% in fundraising, and 8% each in AI/tech and sales, roles that directly drive growth and investment readiness.
3. Remote work has normalised global fractional leadership
McKinsey reports that flexibility is now a top determinant of senior talent decisions, and remote work has dissolved geographical barriers. Fractional leaders now support companies across continents, and founders can finally access best-fit expertise instead of local availability.
4. AI has increased, not reduced, the value of senior strategic leadership
While AI automates execution, strategy, judgement and cross-functional leadership are more essential than ever. The World Economic Forum and McKinsey both highlight that strategic, creative and leadership-oriented roles will grow fastest by 2030 - exactly the work fractional leaders excel in.
What we're seeing inside the Connectd community
Because Connectd sits at the centre of the startup and scaleup ecosystem, our team sees the fractional economy developing in real time:
- Fractional demand is broadening across 100+ specialisms, from product and growth to finance, people, AI and operations.
- The need for fractional experts has doubled since 2022, signalling a lasting structural shift rather than a temporary trend.
- Founders increasingly adopt a “fractional-first” talent strategy, using fractional leaders during key milestones before hiring permanently.
- Fractional leaders are now seen as strategic assets, not temporary fixes—crucial during fundraising, scaling, commercialisation and international expansion.
Fractional leadership is no longer a workaround; it's becoming the growth engine of the early-stage economy.
Why startups are embracing fractional leadership
For high-growth businesses, fractional talent offers powerful advantages:
Speed
Senior hires can take months. Fractional leaders typically deliver impact within weeks—or days.
Cost efficiency
Founders preserve runway, avoiding premature senior salaries. External research shows fractional hiring can save 30–40% vs full-time executive roles, while the Connectd report highlights average savings of 35%.
Flexibility
Engagements scale up or down depending on the business stage.
Reduced risk
Fractional relationships allow founders to “test” senior talent before committing long-term.
Strategic clarity
Fractional leaders often bring the external perspective that helps founders make smarter, more informed decisions during periods of growth or change.
What lies ahead: the next era of fractional work
This is where the most significant transformation is coming. Based on Connectd’s platform insights, global labour research and our team’s work with founders and professionals, we believe five major shifts will define the next decade:
1. Fractional leadership becomes the default for early-stage companies
Startups will increasingly build teams around a core full-time nucleus supported by a flexible bench of fractional specialists. Examples we already see:
- Fractional CFOs establishing financial systems pre-Series A
- Fractional CMOs running go-to-market for launch and optimisation
- Fractional CPOs and CTOs overseeing product delivery until the first technical hire
- Fractional People leaders building culture and hiring frameworks
This hybrid model allows founders to access deep expertise years earlier than traditional hiring models would allow.
2. Portfolio careers will mainstream across industries
While tech and fintech lead the trend, we expect widespread adoption across:
- clean tech
- health tech
- climate and sustainability
- manufacturing and supply chain
- education
- digital commerce
As the OECD and WEF point out, multi-engagement careers will accelerate due to shifting skill demands and rapid job evolution.
3. Fractional roles will standardise across scope, pricing and expectations
Our team predicts the rise of structured fractional frameworks:
- Clearer onboarding processes
- Defined KPIs for fractional engagements
- Consistent benchmarks for pricing and time commitment
- Clearer distinction between strategic vs executional fractionals
- Specialist certifications and training programmes
This mirrors how interim leadership and management consulting professionalised decades ago.
4. AI-powered platforms will enhance fractional matching and success
AI will not replace fractional leaders but it will improve:
- Matching fractional experts to founder needs
- Spotting skill gaps early
- Forecasting future talent needs
- Automating operational overhead, freeing leaders to focus on strategy
Fractional leaders who leverage AI tools and cutting edge technology will become dramatically more efficient, valuable and in demand.
5. Cross-border fractional leadership will surge
The next generation of startups will be global from day one. Fractional leaders will follow.
We expect:
- More cross-border, asynchronous fractional C-suite teams
- Globally distributed advisory boards
- Multinational portfolio careers
- The dissolution of the “local talent constraint” for early-stage companies
In this model, communities and networks like Connectd will become the infrastructure enabling global, flexible leadership.
The future is fractional — and it's already unfolding
At Connectd, we believe the future of work will be defined by flexibility, expertise and intentional career design. Fractional leadership delivers all three.
For founders, it provides the strategic capability required to scale.
For professionals, it offers autonomy, diversity and renewed purpose.
For the ecosystem, it accelerates innovation and reduces waste.
The shift is structural, global and accelerating fast. To become part of this revolution, speak to one of our expert team.
