You decided to bring on a Fractional COO. But now the question is: How do I find a Fractional COO?
You need two things:
- Successful sourcing, using your network, Linkedin, Google Search or Freelance Platforms
- An effective selection process, using interviews, references and trial engagements
Sourcing
First, you’ll have to find the right candidates to speak to. Here are some proven methods.
Find a Fractional COO through your network
A Fractional COO engagement needs trust. Identifying who you can trust takes time. So why not take the shortcut and speak to people you already trust: Your network.
If you know other entrepreneurs in the same industry, reach out to them and ask if they have worked with a Fractional COO before. Or if they know anyone that has.
Be aware that there might be two different types of successful outcomes:
- Someone you know, or someone they know, has worked with a Fractional COO before. If they were happy, you have a very strong first signal that this Fractional COO might be good. And they can also serve as one of your references during the selection process.
- Someone you know, or someone they know, knows a Fractional COO: In this case, you don’t know much about how good they are. But at least you have a first candidate to look at.
Find Fractional COO on LinkedIn
Given the nature of the business, most Fractional COOs are on Linkedin. Hence it makes a solid starting point for the search.
Search
Use the search bar, type Fractional COO. You can add the industry you’re searching for, however it will decrease the number of search results. I would recommend that only if you need to narrow down your search because you have too many results.
In the search filter, by “People”, so you specifically find Fractional COO profiles. You can also filter by geography if that’s relevant.
Useful information on Linkedin
Check the profiles you’ve found. There’s a lot of useful information on Linkedin that can help you build short-list:
- Check the full profile of a potential candidate, specifically headline, banner and About-section. This will tell you more about the positioning and specialities of the Fractional COO.
- If they’re actively posting on Linkedin, check what they have to say. Does it cover problems you’re facing or resonate in another way? Beware: An inactive LinkedIn profile doesn’t say anything about the quality of the Fractional COO: Some people use Linkedin, others don’t.
- Check the experience section on their profile. Some Fractional COOs mention their engagements there as well.
Once you have identified one or more candidates that you like, connect with them and send them a message that you’re looking for support. The goal is to schedule a first intro call or meeting.
Google Search
Searching for Fractional COO on Google might be another option. You’ll directly find small firms and Fractional COOs that are positioned to take on new clients.
If you need the Fractional COO to be in office, you can also search locally. Use Google Maps or add “near me” to your search.
If you go with a small firm or an individual doesn’t really make a difference. Rather check the websites you find for cultural fit, approach and profiles.
Freelance Platforms like Upwork or Toptal
Another option are freelance platforms like Upwork and Toptal.
Either, put up a job posting outlining what you need specifically. Or just search for the role “Fractional COO” directly and see what profiles you like.
A word of caution: When you look at satisfaction and star-ratings on these platforms, always see them in context of the hourly rate of the person. A five-star rating for someone charging $20/hour is something very different than a five-star rating for someone charging $250/hour.
Recruiting firms aren’t listed here: The very point of a Fractional COO is not having to go through lengthy and expensive recruiting processes.
Selection
Once you have a couple of promising candidates, you need to select the right one.
Intro
The first step will likely be some form of intro. This call or meeting is about understanding if there’s a general fit.
A few important things to pay attention to are gut feel and relevant experience.
I’ve written a whole article about what to look for in a Fractional COO.
Interview
You might want to do a proper interview, especially when screening multiple candidates. Have a written scorecard and interview script, so you lead the interviews in a comparable way. This way, you’ll be able to compare the outcomes across candidates.
In the interview, focus on past job success. Where in his career has the candidate solved similar problems to the ones you’re facing. Or has produced comparable results to the ones you’re looking for.
Use your scorecard to define a minimum score: If none of the candidates you interviewed scored well, keep searching. Bringing on the wrong Fractional COO is worse than having the position open for another week or two.
References
When a candidate has performed well in an interview and you’re ready to start working with them, I recommend doing a last validation through reference interviews.
Get 2-3 contacts of past clients or bosses from the candidate, and reach out to them. Schedule 5-10 minutes with them, explain that you’re looking to hire the candidate. Then ask for strengths and weaknesses of the candidate.
Trial engagement
The beauty about a Fractional COO is that many will offer monthly engagements. This allows you to start your engagement with a trial.
Set some simple goals on an isolated topic for this first month. This will allow you to gauge how the candidate:
- Approaches problems,
- Collaborates with your team and
- Collaborates with you.
Be upfront about the trial nature of the first month.
If you follow these steps, you increase your chances of finding the right Fractional COO right off the bat.
