Operating Rhythm
- Weekly pipeline & forecast cadence
- Manager 1:1s & coaching playbook
- Monthly QBRs & board-ready rollups
Fractional Sales Leadership
Hands-on revenue leadership without the full-time hire—operating rhythm, deal support, and manager enablement that keeps wins repeatable.
Oversight scope
Operator-led leadership across people, process, and pipeline—so revenue isn’t left to hope or heroics.
Deal & Pipeline
- Live deal reviews & stage discipline
- Risk flags, next-step rigor, multi-threading
- Dashboards: coverage, pace, win-rate
GTM & Messaging
- ICP focus & motion alignment (in/outbound, PLG)
- Narrative, talk tracks, objection library
- Marketing & CS alignment on handoffs
People & Hiring
- Role scorecards & interview kits
- Ramp plans & performance standards
- Comp structure and territory design
How it works
0–2 Weeks: Onboard
Deep-dive on pipeline, people, and product; align on goals; establish the operating rhythm and dashboards.
30–45 Days: Stabilize
Tighten stage definitions, stand up QBRs, install coaching loops, prioritize quick wins and key risks.
Months 2–6: Operate
Run weekly forecast, drive deals to close, sharpen messaging, and coach managers to self-sufficiency.
Transition (Optional)
Hire/level a permanent leader; handoff playbooks, scorecards, and dashboards for a clean transition.
What you get
Revenue OS
Weekly/Monthly cadence, agendas, and definitions that keep teams aligned and accountable.
Dashboards & Reporting
Coverage, pace, conversion, and forecast accuracy—board-ready and manager-usable.
Playbooks & Coaching
Talk tracks, discovery guides, objection handling, and manager prompts that actually get used.
Hiring & Ramp
Role scorecards, interview kits, ramp plans, and performance standards tied to outcomes.
Fractional Sales Leadership pairs well with Outsourced Sales Support and Sales Training .
54% of leadership clients add Outsourced Support to execute faster; 31% add Training to unify team language and process.
FAQs
How senior is the leadership?
Operator-led: we’ve carried quota and led teams. Expect pragmatic calls, not advisory slides.
How many hours per week?
We scope for outcomes, then right-size the cadence. Typical bands: 8–20 hrs/week with defined ceremonies.
Can you help hire the full-time leader?
Yes—scorecards, interview loops, and transition/handoff are included when you’re ready.
Will this disrupt the team?
No. We install a simple rhythm that reduces meetings and increases clarity and accountability.
Ready to align people, process, and pipeline?
Let’s talk about implementing the right structure and leadership to accelerate growth.
Subscribe to the Newsletter
Plays, templates, and insights on building a repeatable revenue engine.