In the U.S., a fractional C-level executive typically costs about $6,500 to $15,000 per month for 12 to 15 hours of work per week, based on a middle range of $125 to $250 per hour (Go Fractional benchmarks, October 2026). Role, seniority, and scope move the price; platform fees are extra.
This guide separates two things: independent market data on what fractional executives charge, and Shiny’s own commercial terms. Market figures are U.S.-only and dated so you can judge how current they are.
Table of Contents
- Fractional Executive Cost by Role (U.S., October 2026)
- What Moves the Price
- Pricing and Fee Models, in Plain Language
- Fractional vs. Full-Time: A Side-by-Side Cost Comparison
- When Fractional Stops Making Sense
- Shiny’s Pricing (Our Commercial Terms)
- Frequently Asked Questions
- Sources and Methodology
1. Fractional Executive Cost by Role (U.S., October 2026)
The table shows market rates only, before any platform, markup, or placement fee. Hourly figures are the middle 50% of observed rates (25th to 75th percentile) with the median in brackets. Monthly retainers equal that hourly band multiplied by the typical weekly hours and a four-week month.
| Role | Hourly rate, middle 50% (median) | Typical hours / week | Monthly retainer at those hours | Typical fractional scope |
|---|---|---|---|---|
| Fractional CFO | $125–$210 ($175) | 14 | $7,000–$11,700 | Cash and runway management, board and investor reporting, fundraising preparation, finance systems |
| Fractional CMO | $125–$200 ($175) | 15 | $7,500–$12,000 | Positioning, go-to-market and demand plan, oversight of marketing staff and agencies |
| Fractional CTO | $150–$250 ($200) | 15 | $9,000–$15,000 | Architecture and technical roadmap, engineering hiring, build-versus-buy and security decisions |
| Fractional COO | $150–$225 ($180) | 12 | $7,200–$10,800 | Operating cadence, process design, cross-functional execution |
| Fractional CHRO | $125–$215 ($150) | 13 | $6,500–$11,100 | People strategy, compensation frameworks, policies, HR compliance |
| Fractional CSO (Chief Strategy Officer) | $140–$215 ($175) | 13 | $7,200–$11,100 | Strategic planning, market entry, partnership and M&A analysis |
| Fractional CIO | $150–$250 ($200) | 13 | $7,800–$13,000 | IT systems and vendors, security and compliance posture, technology budget |
Source: Go Fractional rate benchmarks, last updated October 10, 2026, built from U.S. fractional job posts and candidate profiles over the prior 90 days. Sample sizes differ by role; the COO, CHRO, CSO, and CIO figures rest on fewer than 10 job posts each and should be treated as directional. A cross-check against published provider prices (Fractional Rates Index v2.1.1, August–September 2026) shows median U.S. monthly retainers of $8,250 for CMOs and $8,000 for CTOs, consistent with the ranges above.
How to read the bands by seniority
The benchmarks do not segment by seniority, so use the bands as a planning tool:
- Plan near the lower band for a well-defined, mostly hands-on mandate where prior C-suite tenure is not essential.
- Plan near the upper band, or above it, if you need someone who has already held the title at your stage, led a fundraise or exit, or worked in a regulated industry.
- Scale for hours, not title. A retainer at 8 hours a week is roughly half of one at 15. Weekly hours drive the monthly figure more than any other single factor.
2. What Moves the Price
- Weekly hours: the retainer scales almost linearly with time committed.
- Role: technology roles (CTO, CIO) currently sit at the top of the hourly ranges above.
- Seniority and track record: prior C-suite experience at a comparable company commands a higher rate.
- Scope and complexity: regulated industries, multi-entity finances, or complex technical stacks require deeper expertise.
- How you hire: sourcing directly, through a marketplace, or through a search firm adds different fees on top of the executive’s own rate (see section 3).
3. Pricing and Fee Models, in Plain Language
Two kinds of cost apply: what the executive charges and what the hiring channel charges.
What the executive charges
- Hourly: you pay for time used. Best for narrow advisory work or a trial period. U.S. median published hourly rates sit around $175 (Fractional Rates Index, 2026).
- Monthly retainer: a fixed monthly fee for an agreed scope and number of hours or days. The most common structure for ongoing leadership because both sides can plan around it.
- Project fee: one fixed price for a defined deliverable, such as preparing a fundraise, migrating a finance system, or running a compliance audit. Price depends entirely on scope; ask for milestones and what happens if scope changes.
What the hiring channel charges
- Markup: the platform adds a percentage to the executive’s rate for as long as the engagement runs. Example: a 10% markup on a $10,000 retainer means you pay $11,000 per month.
- Placement or matching fee: a one-time fee for running the search, usually with no ongoing cut. It is paid whether or not the engagement lasts.
- Conversion fee: a one-time fee owed to the platform if you later hire the fractional executive full-time. Example: a 15% fee on a $200,000 salary is $30,000.
- Executive search fee: for full-time hires, retained search firms commonly charge 30–35% of first-year compensation (Talentfoot).
To compare channels fairly, add every fee over the expected engagement length. A markup costs more the longer the engagement runs; a one-time fee costs more if the engagement ends early. Our comparison of fractional executive platforms lists each platform’s fee structure.
4. Fractional vs. Full-Time: A Side-by-Side Cost Comparison
The example below compares a full-time C-level hire with a fractional CFO at 14 hours per week. It uses public U.S. benchmarks, not Shiny data, and annualizes fractional rates over 52 weeks.
| Cost element | Full-time executive | Fractional CFO (14 hrs/week) |
|---|---|---|
| Cash compensation | $213,990 base: U.S. median for chief executives, May 2025 (BLS). Venture-backed packages often differ. | $91,000–$152,880 per year at $125–$210/hr |
| Benefits and payroll taxes | About 31.5% of total compensation for U.S. management occupations (BLS, June 2026). That is roughly $98,400 on the base above, for about $312,400 in total. | None for the company; the executive covers their own as a contractor |
| Equity | Usually expected; size depends on stage and role, with multi-year vesting | Occasionally, by negotiation; most engagements are cash-only |
| Recruiting cost | $64,000–$75,000 if a retained search firm charges 30–35% of the base above | $0 if self-sourced; otherwise the platform fees in section 3 |
| Ramp time | New leaders take just over six months on average to reach break-even, meaning they contribute as much value as they have consumed (Watkins, The First 90 Days) | Depends on scope; set written 30-, 60-, and 90-day deliverables before the start date |
| Exit flexibility | Governed by employment terms; may include notice periods, severance, and equity acceleration | Governed by the contract’s notice period; hours can usually be adjusted month to month |
The saving is not universal. At 14 hours a week, the fractional CFO above costs roughly 30–50% of the full-time figure before platform fees. Push the same executive to three days a week (24 hours) at $210/hr and the cost reaches about $262,000 a year. Add a 10% markup and it is about $288,000, close to the loaded full-time cost before equity and recruiting. Fractional is most cost-effective when the work genuinely needs fewer than two days a week.
For the non-financial side of the decision, read Fractional vs. Full-Time Executive: Where Should You Hire One?
5. When Fractional Stops Making Sense
- The work needs three or more days a week, every week. At that point the cost approaches full-time (see section 4) without the commitment.
- The leader must manage a large team day to day. Direct reports need consistent availability that a part-time schedule struggles to provide.
- Investors, lenders, or regulators expect a full-time officer. Examples include a later-stage fundraise or a public-market process.
- The role is now about continuity, not a defined problem. If you can no longer write a clear scope with an end point, the role is probably permanent.
Many companies handle the transition by converting the fractional executive to full-time. If you hired through a platform, check its conversion fee first.
6. Shiny’s Pricing (Our Commercial Terms)
The market data above is independent. This section describes what Shiny charges:
- No upfront fee to post a role or receive matches.
- A 10% markup on the fractional executive’s compensation for the duration of the engagement.
- A 15% conversion fee, calculated on first-year total cash compensation (base salary plus bonus) and charged only if the fractional engagement converts to a full-time hire.
Example: a fractional CFO at $10,000 per month through Shiny costs you $11,000 per month. You see the full price before you commit.
Create an account and post a role to get matched with pre-vetted fractional executives.
7. Frequently Asked Questions
How much does a fractional CFO cost?
In the U.S., a fractional CFO typically charges $125 to $210 per hour (median $175), or about $7,000 to $11,700 per month at 14 hours a week (Go Fractional, October 2026). Fundraising, multi-entity accounting, or regulated industries push toward the top of that range. See our fractional CFO guide and CFO services for startups.
Do fractional executives get equity?
Sometimes, but most fractional engagements are paid in cash. When equity is offered, it is negotiated case by case and is usually smaller than a full-time executive’s grant, with vesting tied to the engagement. Get tax and legal advice before granting it.
How many days per week does a fractional executive work?
Market benchmarks assume about 12 to 15 hours a week, or roughly one and a half to two days. Engagements range from a few hours a week for advisory work to two or three days for hands-on leadership.
What is the cheapest way to hire a fractional executive?
Sourcing directly through your own network carries no platform fees, but you do the sourcing, vetting, and reference checks yourself. Free directories work the same way. Marketplaces and search firms charge for doing that work. The cheapest option overall depends on how much your own time is worth and how long the engagement will run. Compare fee structures in our platform comparison.
When does fractional stop making sense?
When the role needs three or more days a week on an ongoing basis, requires daily management of a large team, or must be a full-time officer for investors or regulators. At three days a week, fractional costs approach a loaded full-time salary. See section 5.
How much does Shiny charge?
Shiny charges no upfront fee, a 10% markup on the fractional executive’s compensation, and a 15% conversion fee, calculated on first-year total cash compensation, only if the engagement converts to a full-time hire.
8. Sources and Methodology
- Go Fractional, Fractional Rate Benchmarks (CFO, CMO, CTO, COO, CHRO, Chief Strategy Officer, CIO), last updated October 10, 2026. Rolling 90-day window of U.S. job posts and candidate profiles. Retainers = hourly rate × typical weekly hours × 4 weeks, rounded down to the nearest $100. Go Fractional operates a fractional hiring platform.
- Fractional Rates Index v2.1.1, saasfractionalcpo.com/data, published provider prices recorded August–September 2026 (CC BY 4.0).
- U.S. Bureau of Labor Statistics, Occupational Outlook Handbook: Top Executives (median for chief executives, May 2025).
- U.S. Bureau of Labor Statistics, Employer Costs for Employee Compensation, June 2026 (released September 9, 2026), Table 4: management, professional, and related occupations, private industry.
- Talentfoot, “Retained vs. Contingency vs. Engaged Executive Search Fees.”
- Michael Watkins, The First 90 Days (Harvard Business Review Press), as summarized by CIO.com.
Figures are U.S. benchmarks as of October 2026 and are not quotes. Your actual cost depends on the executive, scope, and contract.
