From the lab to a company with a plan and an owner for each part.
The result is real and the funding is in. What the company lacks is someone who has built the commercial side of a business before.
Why Boston founders reach for senior help early
The pattern repeats across spinouts and early teams:
The technical founders run everything
Inventors are doing finance, hiring and supplier calls in the evenings, and the science is slowing down.
The university licence and the cap table are loose ends
Terms with the institution, early advisers and first investors were set quickly and now complicate every conversation.
The first board meets with no pack
Funds expect a plan, a budget and a runway view tied to the milestone, and the team has never produced one.
A full-time executive is out of reach
A senior operator wants a salary and equity the company cannot yet give without cutting the research.
An early company borrows the hard-won experience of someone who has built one before, for as many days as the budget allows. Hiring them costs less than learning the same lessons in your own lab.
Who this is for, and who it is not
Best for
- Founders wearing every hat with no senior cover where it matters most
- Pre-seed to pre-Series A companies that need structure before they can fund it
- Teams that need investor-grade finance, reporting or operations at speed
- Startups scaling headcount faster than their processes can hold
- Founders who want to protect the cap table while adding senior leadership
Not for
- An idea with no product or traction to build structure around yet
- A role a capable full-time hire is already ready to own
- Founders looking to outsource a function rather than lead it
- A single deliverable an agency or contractor could hand back
A first executive with backup
The first senior hire in a spinout shapes everything after it. We match carefully and stay involved, so the founders are not managing it alone.
Involved after the match
We review the engagement with the founders on a set rhythm and raise drift before it costs a milestone.
A collective behind your first executive
Our collective of 800+ backs your first executive. A question about the budget that is really about the licence goes to someone who has faced it.
Continuity through our process
A spinout cannot afford to lose months to a departure. We keep the brief current, reopen the search if needed and manage the transition.
Respect for the work
Scientists spot quickly a leader who does not respect the work, and a CV will not show it. We match for that.
From first call to embedded operator
We move at startup speed.
Tell us your stage
Where are you in the journey? What are the gaps? What does the next 90 days need to deliver?
We match the right operator
From our vetted collective, we introduce the fractional executive matched to your stage, sector, and culture.
Embedded within days
Your fractional embeds with your team, begins the scoped work, and operates with real accountability.
Scale the stack
As you grow, add further specialists from the collective. We coordinate them so they work as a coherent team.
Which leader for your stage
The gap that slows a startup changes as it grows. Here is where most founders feel it first, and who owns it.
The right fractional executive depends on your stage
Start with the widest gap today, then add roles as you scale.
Operators from the region's defining startups, and beyond
