Fractional COO + Leadership Support for Growing Organizations
Trusted operational and talent leadership — without the full-time commitment.
"Gina is a master connector, with an innate talent for building authentic relationships with and among diverse sets of individuals. If she is in the room, the 'whole' will consistently be substantially more than the sum of its parts."
– Former client, CEO
You Need the Right Executive-Level Support for This Stage of Growth
Your company is growing — you know you need leadership help — maybe it's talent and people strategy, maybe it's operational systems and execution to improve overall organizational effectiveness. But you're not ready to hire a full-time executive yet, or you need someone in the seat now while you figure out the long-term plan.
Fractional support is the ideal solution. I bring the experience and judgment of someone who's been in the seat before, but I work on your timeline and your budget. And I build things that last — systems, processes, and people strategies that keep working long after I'm gone.
I believe so much in the fractional model that I started The T'Collective, a community of fractional talent sourced from Tuck MBA alumni. I've seen firsthand how the right fractional leader can unlock potential in a growing company, and I wanted to help more organizations access that kind of talent.
Signs You’re Ready for Fractional Leadership Support
Many leaders come to me saying, “We’re doing well — but it increasingly feels harder than it should.” If any of the following sound familiar, fractional leadership support may be the right next step:
Slow Decisions
Decisions are slowing down because it’s unclear who owns what
Team Misalignment
Your leadership team is talented, but misalignment is creating friction
Reinventing the Wheel
You’re rebuilding the same processes over and over again
Leadership Bottleneck
The CEO or founder is still the bottleneck for execution
People Systems Falling Behind
Your people systems haven’t kept pace with your growth
Need Senior Level Support
You know you need a COO or senior operator, but not yet full-time
You don’t need more effort — you need better structure and support.
If you're scaling and your people systems haven't caught up yet, I can help you build the infrastructure your team needs to grow: leadership development programs, career pathing, succession planning, performance systems that drive employee growth and impact. I partner closely with your existing People/HR team to make sure everything we build complements and strengthens their existing approach and your overall culture.
What this looks like: Each engagement is unique, but a typical engagement might look like 1-2 days per week over 6- 12 months. I get started by assessing where the biggest gaps are, build out the systems and strategies you need, and work alongside your team to implement them. By the end of the engagement, you'll have a roadmap, systems and the capability to keep it going.
Who this is for: Growing companies that have talented teams but need someone with experience to help develop them, create structure, and set up their HR/People team for long-term success.
Fractional Head of Talent
Fractional COO
You're tired of recreating the wheel every time you need to get something done internally. Communication is breaking down, decision making is unclear, and you need someone to help you operationalize how you work to empower your teams to perform to their potential. I've been called "the battery pack that powers the engine" because I bring clarity, process, and execution to help your leadership team move faster and more effectively
What this looks like: I help you establish strong internal operating systems — how you run meetings, make decisions, align teams, and execute on strategy. I've been a Chief of Staff three times, and I know how to get things unstuck and moving forward. Working directly with the CEO and leadership team, I'll help to build the muscle your organization needs.
Who this is for: Companies that are scaling fast and need someone to help them "grow up" operationally — someone who can bring structure without slowing things down, and who knows how to make things happen.
What We’ll Build Together
By the end of a fractional leadership engagement, clients typically have:
Clear decision-making frameworks and operating rhythms
Stronger leadership alignment and communication
Scalable systems that reduce friction and wasted effort
A more confident leadership team that knows how to move forward without me
A clear plan for what comes next — fractional or full-time
I’ll give you back your time, your focus, and a roadmap that finally works.
How Fractional Leadership Support Works
Every engagement starts with a conversation. I'm listening for two things: are these challenges I have the experience and excitement to solve, and are these leaders I see myself working alongside as teammates? I work best with people who are building something that makes a difference, who lead with curiosity and empathy, and who appreciate thoughtful prioritization, clear communication and who have a sense of humor.
From there, we figure out the right scope and timeline — whether that's a few months or a full year, 1 day a week or 2. I stay flexible as priorities shift, and I'm known for asking the questions that get people to say the thing they've been afraid to say out loud. Once we surface it, we can actually address it and move on.
At the end of my engagement, you have systems and capabilities that keep working without me. That's the goal.
Frequently Asked Questions
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Fractional leadership support gives you access to senior-level expertise — like a fractional COO or Fractional Head of Talent — without the commitment of a full-time executive hire. You get someone who’s been in the seat before, who can step in quickly, assess what’s actually needed, and help you build systems, clarity, and momentum. The goal isn’t dependency — it’s building the capability inside your organization so things keep working long after the engagement ends.
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Consultants typically advise, recommend, and then step away. As a fractional COO, I operate inside your business. I work alongside your leadership team, help make decisions, and support execution — it’s not just strategy. I’ll be accountable for progress, not just ideas, and I’ll stay close enough and be present to adjust as real-world priorities shift.
If you’re interested in creating a development path for your organization’s talent, I offer consulting packages to help organizations create a leadership and talent development strategy. Learn more about it here.
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If your biggest challenges are around execution, alignment, decision-making, and internal operations, a fractional COO is usually the right fit.
If your challenges are more about developing leaders, performance systems, career paths, or scaling your people function, a Fractional Head of Talent engagement may make more sense.
Sometimes it’s not clear — and that’s okay. Many leaders come in knowing something isn’t working but not exactly what the role should be. I’ll help you diagnose what you actually need before locking into a scope.
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Fractional leadership support is especially valuable for:
Growing companies that have outpaced their internal systems
Founder- or CEO-led organizations where everything still runs through one person
Teams with strong talent but unclear processes, roles, or decision rights
Companies that need leadership support now while planning for long-term hires
You don’t need to be broken — you just need to be ready to grow with intention.
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No — and that’s intentional. My role as a fractional COO or fractional talent leader is to strengthen your leadership team, not sideline it. I partner closely with CEOs, founders, and existing organizational leaders, helping them gain clarity, confidence, and leverage. The work is collaborative, not hierarchical.
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Success means you no longer need a fractional leader to function well. You’ll have:
Clear operating rhythms and decision-making processes
Stronger leadership alignment
Scalable people or operational systems
A roadmap for what comes next — whether that’s hiring full-time or continuing to refine internally
The goal is durable progress, not short-term fixes.
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They probably will — and that’s normal. Fractional leadership support is designed to be flexible. I’m known for helping teams surface what’s actually getting in the way, even when it’s uncomfortable, and adjusting the work accordingly. As long as the core partnership is strong, the scope can evolve.
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It can be — but it doesn’t have to be. Some organizations use a fractional COO to clarify what the full-time role should be before hiring. Others use fractional leadership long-term because it’s the right level of support for their stage. The decision is always driven by what serves the business best, not by a preset model.
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It starts with a conversation. I want to understand your challenges, your goals, and how you lead. From there, we’ll jointly decide whether fractional leadership support — whether as a fractional COO, Fractional Head of Talent, or a blend of both — is the right fit, and what success would look like together.
Ready to Talk?
If you're thinking you might need fractional leadership support — whether that's talent strategy, operational systems, or just someone who can help you figure out what you actually need — let's have a conversation.