The number of LinkedIn profiles with "fractional" in their executive title, per Harvard Business Review. This same growth curve is showing up directly in demand for fractional CMO services and part-time CMO services alike.
That number may have doubled again since.
The good news is, companies are catching on. Per Gartner, by 2027, over 30% of midsize enterprises will have at least one fractional or interim executive on retainer. It's a trend reshaping mid-market marketing strategy planning at the board level.
The logic is compelling. Decades of senior experience without full-time or long-term overhead.
No 90-day searches
No benefits, no equity
No long-term commitment
The best fractional C-suite executives also arrive with their own bench of vetted subject matter experts. Experienced specialists in media buying, sales, supply chain, retention, third-party marketplaces, brand, finance, packaging, data modeling, AI, and more. This is the model behind true marketing executive consulting: senior strategy plus an execution bench, not just an extra seat at the table.
No recruiter fees
No upskilling
World-class talent, ready to start
Is it the right time for a fractional in every company? No. But, for growth-stage and midsize businesses that need senior expertise, the model is hard to argue with, and remote work now makes it easier. This is precisely where growth-stage marketing needs outpace what a single internal hire can cover.
But buyer beware. There's a second trend emerging, and it's easier to miss.
Excluding 2020, 2025 was the worst year for corporate layoffs since the Great Recession, per outplacement firm Challenger, Gray & Christmas, Inc. The supply of fractional talent has exploded. That shift is changing executive hiring decisions as fast as it's changing marketing decisions.
And not all of that supply is equal. A real comparison of CMO providers has to go beyond the title on someone's LinkedIn profile.
For example, titles like "fractional CMO" have increased far faster than the experience behind them. Unfortunately, many who have assumed the title have never held a CMO or CMO-level role, never worked with clients as a 1099 consultant, never operated in a fractional or interim capacity, and may only stay around until their next full-time role. That gap matters in B2B, B2C, and DTC marketing leadership, where the wrong hire costs a full budget cycle, not just a bad quarter.
Clients rarely think about this upfront. As layoffs continue and the supply grows, so does the importance of due diligence. This is the fractional CMO evaluation checklist most companies skip.
Vet the experience
Ask for specifics
Check commitment to the model
Consider experienced resources
If you're considering a fractional CMO or comparing fractional CMO services, it's a conversation worth having before you sign a contract.
The fractional/interim model works when done right. Companies that figure this out early and bring in the best resources will have a significant talent and cost advantage over those still thinking in full-time terms.
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About the Author
Lisa Bratkovich, Partner, The CMO Syndicate
Lisa is an accomplished Chief Marketing Officer known for driving significant growth for e-commerce, direct-to- consumer, and omnichannel CPG brands. With an over 30-year track record of proven results, Lisa works with CEOS and CMOs to unlock revenue and profit for large-cap to early-stage start-up brands.
She has led the launch, optimization, and scale for many brands and is also an expert in subscription business models, DRTV, and celebrity-based brands. With her P&L, general management, and AI-focused experience, Lisa also helps companies better monetize their marketing efforts and internal expenditures.