01
You're making a first-time hire
Hiring your first VP of Engineering, CFO, Head of Product, or CMO is difficult when nobody on the team has managed that function before. Evaluate leadership impact in practice—not just on a resume or test project.
Contract-to-Hire Executives
Find the Right FitBefore You Both Commit
Executive hiring is a long and expensive process. Avoid a costly mis-hire and streamline the process with the contract-to-hire model. For critical leadership roles, there's no better interview than doing the job.
- No deposit
- Dedicated executive recruiter
- Match replacements at no cost
What role do you need?
- No deposit
- Dedicated executive recruiter
- Match replacements at no cost
15,000+
Proven operators
3 days
To your first match
98%
Match success rate
4.7★
Trustpilot · 300+ reviews
Trusted by teams at fast-growing companies
What is the contract-to-hire model?
Reduce risk and speed up results
Companies hire a senior leader for a defined period—typically 30 to 90 days—as a fractional or interim executive. The leader works with the team, solves real problems, and operates in the role before either side makes a long-term commitment. If it is a strong fit, they transition into a permanent position. If not, the engagement ends without the cost and disruption of a failed executive hire.
01
Paid, real-world work
The operator joins the team and owns the actual role, so you evaluate outcomes rather than interview performance.
02
A focused 30-90 day trial
Agree on success criteria up front and use a defined window to assess judgment, pace, and team fit.
03
Convert when the evidence is clear
Move to a permanent offer when both sides are confident, or end the contract cleanly if the fit is not there.
When to hire
When to use contract-to-hire
02
A previous hire didn't work out
A failed executive search can cost months of momentum and impact team confidence. Contract-to-hire lets both sides validate the fit before making a permanent commitment.
03
You're looking for the right cultural fit
Even if a candidate looks great on paper, you need to make sure they mesh with your culture and operating style. A trial period reveals whether working styles align.
04
The candidate is also evaluating you
Top senior candidates usually have options. They also want to stress-test the fit before going full-time. Contract-to-hire lets both sides do real diligence.
05
You're still shaping the role
Learn the real scope by seeing a senior operator work inside the business before finalizing permanent responsibilities and level.
06
Speed matters, but so does fit
Start quickly without skipping the evidence you need for a permanent leadership decision.
Case Study
How Lob Found Their New Favorite Hiring Model
Challenge
Direct mail platform Lob needed to hire a new VP of Engineering after their last one resigned. Chief People Officer Victoria Ashton pitched a fractional-to-full-time hire. CEO Ryan Ferrier was initially skeptical, but gave the green light to explore profiles.
That is where Go Fractional stepped in.
Solution
Go Fractional immediately got to work.
- Did a deep dive to understand Lob's complex business model and specific leadership requirements
- Leveraged our talent network to surface the most relevant, high-quality executive profiles
- Worked hand-in-hand with Lob to find the perfect match for their trial period
Results
30 days
VP Engineering conversion
45 days
Fractional CFO conversion
2-way
Real diligence before hiring
Compare
Go Fractional contract-to-hire vs. traditional hiring solutions
| Factor | Go Fractional | Retained executive search | Contingent recruiter | Hire from your network |
|---|---|---|---|---|
| Trial period | 30–90 days of real work | None—commit on day one | None | None |
| Diligence depth | Real work, real conditions, real outcomes | Interviews and references | Interviews and references | Personal trust |
| Reversibility | High—either side can walk | Low—severance and repeat search cost | Low—severance and lost momentum | Low—plus a damaged relationship |
| Time to start | 72 hours to interview; 1–2 weeks to start | 60–120 days for placement | 30–60 days | Variable |
| Cost | Retainer during trial; lower placement fee on conversion | 25–35% of first-year compensation | Percentage of first-year compensation on success | No fee, but high hidden risk |
| Best for | First-time executive hires, post-misfire, culture-critical roles | Defined roles, certain commitment | Lower-stakes, easier-to-source roles | Trusted referral for a known role |
Why Contract-to-Hire
Make the permanent decision with evidence from real work
Evaluate leadership impact, operating style, and mutual fit before either side makes a long-term commitment.
A real working trial
Evaluate a senior leader in the actual role for 30–90 days instead of relying on interviews alone.
No deposit to start
Jumping in is easy — no upfront deposit or long contracts required. Engage month to month, for as long as you need.
Verified talent
A dedicated executive recruiter verifies each candidate's qualifications, availability, and interest before sending them your way.
Matches in 3 days
Our funnel is built for speed. Most companies start interviews within the week.
Explore by Category
Trial senior leaders across every function
Browse 15,000+ leaders by function, or skip the search and let us match you.
How it Works
From open role to filled seat in just 3 days
Tell us what you need, meet screened leaders, and start with a simple engagement built around the way you want to hire.
- 1
Book a discovery call
We understand your hiring needs and help finalize your job description.
- 2
Meet shortlisted candidates in 72 hours
We source top talent matched to your needs who are interested in contract-to-hire placements.
- 3
Start within 1–2 weeks
The trial period begins. Make a conversion decision within 30–90 days.
Get Started
Considering a senior hire and want to get it right?
Tell us the role. Meet a proven operator this week.
No deposit · Dedicated executive recruiter · Match replacements at no cost
FAQ
Questions, answered
Hiring at the role level? Each role page carries its own pricing and FAQs.
Other ways to hire
Compare the other engagement models.
