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Fractional vs. Full-Time Executive

Compare the true all-in cost, time-to-impact, and break-even analysis for fractional C-suite leadership versus full-time hires. Built for Canadian market benchmarks.

Configure Your Scenario

10500

Full-Time Hire

All-In Annual Cost

$0K

Salary + 25% benefits + 15% equity

Recruiting & Onboarding

$0K

One-time, upfront cost

Time to Hire

3-6 months

Ramp-Up Period

2-4 months

Time to First Impact

5-10 months

Total First-Year Cost

$0K

Key Risk

If the fit doesn't work: $400K+ sunk cost including severance and knowledge loss.

Fractional Leadership

Monthly Rate

$0K

2 days/week, fully billed

Total for 18-Month Engagement

$0K

15 × 18 months

Time to Hire

1-2 weeks

Ramp-Up Period

1-2 weeks

Time to First Impact

2-4 weeks

Key Advantage

If scope changes or priorities shift, scale up/down monthly. Zero severance, zero transition risk.

Savings vs. Full-Time

$0K (44%)

Break-Even & Scenario Analysis

Break-Even Timeline

Fractional is the clear cost winner at 2 days/week for 18 months — saving 44% vs. full-time first-year costs.

At current settings:

  • • Full-time: $479K year 1
  • • Fractional (18 months): $270K total
  • • Fractional wins by: $209K

Quick Timeline

1

Immediate Impact

Fractional: 1–2 weeks to first deliverables

2

Prove the Role

Use 3–6 months fractional to validate and build structure

3

Hire or Scale

Once validated, promote to full-time or stay fractional

When Does Fractional Make Sense?

You need a strategic function built, not just a seat filled. A fractional CFO or COO can design your finance or operations infrastructure in 6–12 months, then hand it off to a full-time hire who inherits a working system — not a blank slate.

You're between stages. Companies in the $5M–$50M range often can't justify a $250K+ C-suite salary but are past the point where the founder can wear every hat. Fractional fills that gap without the fixed cost.

You need speed. A fractional leader is typically operational in 1–2 weeks versus 5–10 months for a full-time hire (search + ramp). For urgent priorities — fundraising, M&A integration, compliance remediation — that time difference is material.

Disclaimer: Pricing reflects Canadian market averages for mid-market ($15M–$100M revenue) companies based on Robert Half, Caldwell Partners, and proprietary 1205 Consulting engagement data. Actual costs vary by location, experience, market demand, and specific scope. Contact our team for a detailed scoping engagement tailored to your organization.

How the Calculator Works

1

Select Your Role & Duration

Choose the executive function, days per week, and engagement timeline (3-6 months to permanent).

2

Model Your Company

Input company revenue and employee count to adjust pricing for scope and complexity.

3

Compare & Decide

See total cost, time-to-value, break-even timeline, and detailed ROI analysis side-by-side.

What's Factored Into Each Model

Full-Time All-In Cost

  • Salary (role-based benchmark)
  • Benefits & bonuses (25% of salary)
  • Equity & RRSP (15% of salary)
  • Recruiting & onboarding (25% of salary)
  • Time-to-hire & ramp-up delays

Fractional Monthly Rate

  • 1-day/week: $6K–$10K/month
  • 2-day/week: $10K–$18K/month
  • 3–5-day/week: $16K–$30K/month
  • No hiring delays, zero ramp-up time
  • Flexible term—scale up or down instantly

Common Questions

When does full-time become cheaper?

The calculator shows your break-even point: typically around 18–24 months if you need 3+ days/week consistently. Before that, fractional is almost always lower total cost.

What if I don't know exactly how many days I need?

Start with your best estimate (usually 2–3 days/week). The calculator is designed to help you explore scenarios. Use it to model different engagement levels and see which makes sense for your timeline and budget.

Are these rates realistic for Canada?

Yes. Salary benchmarks come from Statistics Canada and Payscale; fractional rates are based on Canadian market standard for seasoned C-suite talent. Rates vary by role, market, and expertise—use this as a realistic baseline.

Can I upgrade from fractional to full-time later?

Absolutely. Many companies use fractional leadership to build capacity, test fit, and de-risk hiring. Once you're confident the role is full-time, transition is straightforward—and you've proven the function works first.

Ready to Explore Fractional Leadership?

Use the calculator to model your scenario, then book a 30-minute scoping call with our team to discuss your specific needs.

Explore Fractional C-Suite ServicesBook a Scoping Call