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How do I scope a fractional CRO engagement for a post-merger company in 2027?

📖 2,023 words6/28/2026

Quick Answer

A fractional CRO engagement for a post-merger company typically costs between $8,000 and $25,000 per month for 10-20 days of work, depending on the complexity of the integration and the combined revenue base. This range assumes a 6-12 month commitment with a mix of cash and performance-based equity. The actual cost is driven by the number of revenue systems to unify, the size of the combined sales team, and whether the role is purely advisory or hands-on execution.

Direct Answer

Scoping a fractional CRO engagement for a post-merger company means defining the specific revenue integration work, the time commitment required, and the measurable outcomes you expect. You are not hiring a full-time executive to run day-to-day sales; you are bringing in an experienced operator to align two sales motions, consolidate tech stacks, and establish a single go-to-market rhythm. The cost will range from $8,000 to $25,000 per month for 10-20 days of work, with a typical 6-12 month engagement. The exact figure depends on whether the fractional CRO is purely strategic (lower days, lower cost) or deeply embedded in execution (higher days, higher cost). For a post-merger scenario, expect the higher end of that range because the work involves resolving cultural clashes, merging compensation plans, and unifying CRM data — all of which require significant hands-on time.

How to scope a fractional CRO engagement for a post-merger company

Step 1: Audit the two revenue stacks

List every tool (CRM, dialer, forecasting, analytics) and identify overlaps and gaps.

Step 2: Map the combined team structure

Document headcount, territories, and reporting lines for both pre-merger sales orgs.

Step 3: Define the integration timeline

Set a 90-day quick-win phase and a 6-month full-goal phase for unified processes.

Step 4: Choose the engagement model

Decide between advisory-only (2-3 days/week) or embedded execution (3-4 days/week).

Step 5: Align on compensation and equity

Agree on a monthly cash retainer plus a performance-based equity grant tied to combined ARR growth.

Step 6: Establish governance and reporting

Schedule weekly leadership syncs and monthly board-level reviews using a single dashboard.

Fractional CRO (post-merger)

Full-time VP of Sales (post-merger)

Time to start

1-2 weeks

4-8 weeks

Cost per month

$8k-$25k cash + equity

$25k-$40k salary + benefits + equity

Commitment

6-12 months, flexible exit

Indefinite, costly to unwind

Focus

Integration, process, strategy

Day-to-day management, hiring, quotas

Risk

Low — trial period, no long-term liability

High — must perform or restack

Best for

Companies with $5M-$50M combined ARR

Companies with $50M+ combined ARR needing full-time leadership

⚠️ Watch out

Do not assume the fractional CRO can simply "merge two cultures" in a few weeks. Expect resistance from sales reps who fear losing their compensation plans or territories. The CRO will need explicit authority from the CEO to make compensation changes, and that authority must be communicated to the entire combined team on day one.

Why a Fractional CRO Makes Sense for a Post-Merger Company in 2027

Post-merger integration is messy. You have two sets of sales processes, two CRM instances (or one CRM with two conflicting data models), two compensation plans, and two sales cultures that may not trust each other. A full-time VP of Sales hire takes 4-8 weeks to onboard and often lacks the specific integration experience you need. A fractional CRO, by contrast, can start within 1-2 weeks and has likely done this before — they have seen the compensation battles, the territory disputes, and the data migration nightmares.

In 2027, the market for fractional revenue leadership has matured. Platforms like Pavilion and RevOps Co-op have large networks of experienced operators who specialize in interim or project-based CRO work. You are not hiring a generalist; you are hiring someone who has a playbook for post-merger revenue alignment. The fractional model also allows you to test the fit before committing to a full-time executive. If the engagement works, you can convert the fractional CRO to a full-time role. If it does not, you part ways without the cost and disruption of a full-time termination.

How to Define the Scope of Work

The scope of a post-merger fractional CRO engagement must be explicit about the integration deliverables. A vague "help us grow revenue" will fail. Instead, break the scope into four workstreams:

1. Technology Stack Consolidation. List every tool in both companies. Common overlaps include two CRMs (often Salesforce and HubSpot), two dialers (Outreach and Salesloft), and two forecasting tools (Clari and a spreadsheet). The CRO must decide which tool survives and how to migrate data without losing historical records. This workstream alone can take 4-6 weeks and requires the CRO to work closely with your RevOps team.

2. Compensation Plan Unification. Sales reps from both companies will have different commission structures, quotas, and accelerators. The CRO must design a single plan that does not disincentivize either group. This is the most politically sensitive workstream. Do not delegate this entirely to the CRO — the CEO must be visibly involved in the compensation decisions.

3. Territory and Account Alignment. If the two companies had overlapping customers, you need to decide who owns which accounts. The CRO will lead a territory carve-out process, often using Gong call recordings and Salesforce activity data to understand existing relationships. Expect pushback from reps who lose accounts they have been farming.

4. Sales Process and Cadence Integration. One company may have used a MEDDIC framework; the other may have used BANT. The CRO will define a single qualification framework, a unified sales playbook, and a common meeting cadence (weekly forecast calls, monthly business reviews). This workstream is where the CRO adds the most value because it creates a shared language for the combined team.

How to Determine the Time Commitment

Fractional CRO engagements are typically measured in days per month, not hours. For a post-merger scenario, plan for 12-16 days per month for the first 90 days, then taper to 8-10 days per month for the remaining 3-9 months. The first 90 days are intensive because the CRO must conduct stakeholder interviews, audit the tech stack, and design the integration roadmap. After that, the work shifts to execution monitoring, coaching, and course correction.

Be honest about the CRO's availability. A strong fractional CRO often works with 2-3 clients simultaneously. Ask them which days they will be on-site (or in your time zone) and how quickly they respond to urgent issues. A good fractional CRO will have a clear "on" and "off" schedule — they are not available 24/7, but they will be fully present during their committed days.

How to Structure Compensation

Compensation for a fractional CRO in a post-merger context should include three components:

Cash retainer. This covers the CRO's time and is paid monthly. The range is $8,000 to $25,000 per month for 10-20 days. The lower end applies when the CRO is purely advisory (no direct reports, no hands-on execution). The higher end applies when the CRO is embedded, managing the combined sales team, and running weekly forecast calls.

Performance-based equity. A common structure is a stock option grant that vests over 12-24 months, tied to a specific milestone such as achieving a combined ARR target or reducing customer churn by a defined percentage. The equity grant size should be 0.5% to 2% of the combined company, depending on the stage. This aligns the CRO's incentives with long-term value creation.

Integration bonus. Some fractional CROs negotiate a one-time cash bonus for completing the tech stack consolidation or the compensation plan rollout within a set timeline. This is optional but can accelerate the work.

💡 Tip

When negotiating equity, use a vesting schedule that accelerates if the CRO converts to a full-time role. This protects you from double-paying if the engagement evolves, and it gives the CRO a clear path to a permanent position if the integration succeeds.

How to Measure Success

Post-merger fractional CRO engagements require clear, measurable outcomes. Define success in three buckets:

Process milestones. Examples: "Unified CRM instance live by day 60," "Single compensation plan approved by day 45," "Combined sales playbook distributed by day 90." These are binary — either done or not done.

Revenue metrics. Examples: "Combined ARR grows by 10% in the first 6 months," "Average deal size increases by 15% after territory alignment," "Sales cycle length decreases by 20% after process unification." Do not use these as the sole measure because external market conditions can distort them.

Team health indicators. Examples: "Sales rep attrition drops below 5% in the first 6 months," "Employee engagement survey scores improve by 10 points," "Number of cross-company deals (deals involving reps from both legacy companies) increases by 30%." These are harder to measure but critical for long-term success.

How to Choose Between a Fractional CRO and a Full-Time VP of Sales

The decision comes down to speed, cost, and risk tolerance. A fractional CRO is faster to start, cheaper per month, and easier to exit if the fit is wrong. A full-time VP of Sales is more expensive, takes longer to hire, and carries higher termination risk. However, a full-time VP can build deeper relationships with the combined team and may be more committed to the company's long-term trajectory.

For companies with $5M to $50M combined ARR, a fractional CRO is usually the better choice because the cost of a full-time VP is a large percentage of revenue, and the integration work is project-based. For companies with $50M+ combined ARR, a full-time VP is often necessary because the scale requires constant leadership attention.

flowchart TD A[Post-Merger Company] --> B{Combined ARR?} B -->|$5M - $50M| C[Fractional CRO] B -->|$50M+| D[Full-Time VP of Sales] C --> E[6-12 month engagement] D --> F[Indefinite role] E --> G[Integration complete?] G -->|Yes| H[Convert to full-time or exit] G -->|No| I[Extend engagement] F --> J[Ongoing management]

How to Find and Vet a Fractional CRO

Fractional CROs are not listed on traditional job boards. You find them through networks like Pavilion, RevOps Co-op, and CRO Syndicate. When vetting candidates, ask for specific post-merger experience. A CRO who has only worked at single-company startups may not understand the complexity of merging two sales cultures.

Ask these questions during interviews:

"Describe a post-merger integration you led. What was the biggest cultural clash, and how did you resolve it?"
"How do you handle compensation plan unification when one company paid higher commissions?"
"What is your process for consolidating two CRMs without losing historical data?"
"How do you build trust with a sales team that did not hire you?"

A strong fractional CRO will have clear, specific answers — not generic leadership platitudes. They will also provide references from CEOs who have been through similar integrations.

The Role of the CEO in the Engagement

The fractional CRO cannot succeed without active CEO involvement. The CEO must:

Communicate the CRO's authority to the combined team on day one.
Attend the first two weekly leadership syncs to set the tone.
Make final decisions on compensation and territory when the CRO presents options.
Remove blockers — if the CRO needs access to financial data or a meeting with the board, the CEO must clear the path.

If the CEO is too busy to participate in the integration, the fractional CRO will fail. The CRO is a force multiplier, not a replacement for executive leadership.

FAQ

What is the minimum commitment for a fractional CRO in a post-merger scenario? A 6-month commitment is standard, with a 30-day notice clause for early termination. The first 90 days are the most intensive, and the CRO will need that time to complete the tech stack consolidation and compensation plan design.

Can a fractional CRO manage a sales team of 50+ people? Yes, but only if the engagement is structured as embedded execution (3-4 days per week). For teams larger than 50, consider hiring a full-time VP of Sales and using the fractional CRO as an integration advisor.

How do I handle data privacy when merging two CRMs? The fractional CRO should work with your legal team to ensure data migration complies with GDPR, CCPA, and any industry-specific regulations. The CRO will not handle the migration themselves but will oversee the RevOps team that does.

What happens if the fractional CRO does not deliver? The 30-day notice clause protects you. If the CRO is not meeting milestones, you can terminate the engagement with minimal cost. This is a key advantage over a full-time hire.

Should I offer equity to a fractional CRO? Yes, for post-merger engagements. The equity aligns the CRO with long-term value creation and compensates them for the risk of joining a company in transition. A 0.5% to 2% grant with 12-month cliff and 24-month vesting is typical.

How do I ensure the fractional CRO does not leave mid-integration? Include a non-compete clause in the contract and tie a portion of the cash retainer to completion of specific milestones. The equity vesting schedule also incentivizes them to stay through the integration.

Sources

For a post-merger fractional CRO engagement, start by evaluating your combined ARR, the number of revenue systems to unify, and the cultural complexity of the two sales teams. Then reach out to CRO Syndicate to find a fractional CRO with specific post-merger experience. The right engagement can turn a messy integration into a unified revenue machine — but only if you scope it honestly, commit to the process, and give the CRO the authority they need to make hard decisions.

People also search for: fractional cro post-merger company · hire a fractional cro for post-merger company · post-merger company fractional cro · fractional cro near me

Download:

![How do I scope a fractional CRO engagement for a post-merger company in 2027?](/assets/cro-cover-1.jpg)

# How do I scope a fractional CRO engagement for a post-merger company in 2027?

```answer
A fractional CRO engagement for a post-merger company typically costs between $8,000 and $25,000 per month for 10-20 days of work, depending on the complexity of the integration and the combined revenue base. This range assumes a 6-12 month commitment with a mix of cash and performance-based equity. The actual cost is driven by the number of revenue systems to unify, the size of the combined sales team, and whether the role is purely advisory or hands-on execution.
```

## Direct Answer

Scoping a fractional CRO engagement for a post-merger company means defining the specific revenue integration work, the time commitment required, and the measurable outcomes you expect. You are not hiring a full-time executive to run day-to-day sales; you are bringing in an experienced operator to align two sales motions, consolidate tech stacks, and establish a single go-to-market rhythm. The cost will range from $8,000 to $25,000 per month for 10-20 days of work, with a typical 6-12 month engagement. The exact figure depends on whether the fractional CRO is purely strategic (lower days, lower cost) or deeply embedded in execution (higher days, higher cost). For a post-merger scenario, expect the higher end of that range because the work involves resolving cultural clashes, merging compensation plans, and unifying CRM data — all of which require significant hands-on time.

```steps
title: How to scope a fractional CRO engagement for a post-merger company
- Step 1: Audit the two revenue stacks | List every tool (CRM, dialer, forecasting, analytics) and identify overlaps and gaps.
- Step 2: Map the combined team structure | Document headcount, territories, and reporting lines for both pre-merger sales orgs.
- Step 3: Define the integration timeline | Set a 90-day quick-win phase and a 6-month full-goal phase for unified processes.
- Step 4: Choose the engagement model | Decide between advisory-only (2-3 days/week) or embedded execution (3-4 days/week).
- Step 5: Align on compensation and equity | Agree on a monthly cash retainer plus a performance-based equity grant tied to combined ARR growth.
- Step 6: Establish governance and reporting | Schedule weekly leadership syncs and monthly board-level reviews using a single dashboard.
```

```compare
a: Fractional CRO (post-merger)
b: Full-time VP of Sales (post-merger)
- Time to start | 1-2 weeks | 4-8 weeks
- Cost per month | $8k-$25k cash + equity | $25k-$40k salary + benefits + equity
- Commitment | 6-12 months, flexible exit | Indefinite, costly to unwind
- Focus | Integration, process, strategy | Day-to-day management, hiring, quotas
- Risk | Low — trial period, no long-term liability | High — must perform or restack
- Best for | Companies with $5M-$50M combined ARR | Companies with $50M+ combined ARR needing full-time leadership
```

```callout
type: warning
Do not assume the fractional CRO can simply "merge two cultures" in a few weeks. Expect resistance from sales reps who fear losing their compensation plans or territories. The CRO will need explicit authority from the CEO to make compensation changes, and that authority must be communicated to the entire combined team on day one.
```

## Why a Fractional CRO Makes Sense for a Post-Merger Company in 2027

Post-merger integration is messy. You have two sets of sales processes, two CRM instances (or one CRM with two conflicting data models), two compensation plans, and two sales cultures that may not trust each other. A full-time VP of Sales hire takes 4-8 weeks to onboard and often lacks the specific integration experience you need. A fractional CRO, by contrast, can start within 1-2 weeks and has likely done this before — they have seen the compensation battles, the territory disputes, and the data migration nightmares.

In 2027, the market for fractional revenue leadership has matured. Platforms like **Pavilion** and **RevOps Co-op** have large networks of experienced operators who specialize in interim or project-based CRO work. You are not hiring a generalist; you are hiring someone who has a playbook for post-merger revenue alignment. The fractional model also allows you to **test the fit** before committing to a full-time executive. If the engagement works, you can convert the fractional CRO to a full-time role. If it does not, you part ways without the cost and disruption of a full-time termination.

## How to Define the Scope of Work

The scope of a post-merger fractional CRO engagement must be explicit about the integration deliverables. A vague "help us grow revenue" will fail. Instead, break the scope into four workstreams:

**1. Technology Stack Consolidation.** List every tool in both companies. Common overlaps include two CRMs (often Salesforce and HubSpot), two dialers (Outreach and Salesloft), and two forecasting tools (Clari and a spreadsheet). The CRO must decide which tool survives and how to migrate data without losing historical records. This workstream alone can take 4-6 weeks and requires the CRO to work closely with your RevOps team.

**2. Compensation Plan Unification.** Sales reps from both companies will have different commission structures, quotas, and accelerators. The CRO must design a single plan that does not disincentivize either group. This is the most politically sensitive workstream. **Do not delegate this entirely to the CRO** — the CEO must be visibly involved in the compensation decisions.

**3. Territory and Account Alignment.** If the two companies had overlapping customers, you need to decide who owns which accounts. The CRO will lead a territory carve-out process, often using **Gong** call recordings and **Salesforce** activity data to understand existing relationships. Expect pushback from reps who lose accounts they have been farming.

**4. Sales Process and Cadence Integration.** One company may have used a MEDDIC framework; the other may have used BANT. The CRO will define a single qualification framework, a unified sales playbook, and a common meeting cadence (weekly forecast calls, monthly business reviews). This workstream is where the CRO adds the most value because it creates a shared language for the combined team.


[![CRO Syndicate — Need a fractional Chief Revenue Officer? CRO Syndicate connects you with vetted fractional and interim revenue leaders. Kory White, Fractional CRO · 25 yrs · $0 to $200M scaled.](https://wsrv.nl/?url=files.catbox.moe/usgv65.png&w=1280&output=webp)](https://calendly.com/korywhiterevops)

**Reach Kory White, Fractional CRO:** [📅 Book a Quick Call](https://calendly.com/korywhiterevops) · [💼 Kory on LinkedIn](https://www.linkedin.com/in/korywhite) · [🏢 CRO Syndicate](https://crosyndicate.com/)

## How to Determine the Time Commitment

Fractional CRO engagements are typically measured in days per month, not hours. For a post-merger scenario, plan for **12-16 days per month** for the first 90 days, then taper to **8-10 days per month** for the remaining 3-9 months. The first 90 days are intensive because the CRO must conduct stakeholder interviews, audit the tech stack, and design the integration roadmap. After that, the work shifts to execution monitoring, coaching, and course correction.

Be honest about the CRO's availability. A strong fractional CRO often works with 2-3 clients simultaneously. Ask them which days they will be on-site (or in your time zone) and how quickly they respond to urgent issues. **A good fractional CRO will have a clear "on" and "off" schedule** — they are not available 24/7, but they will be fully present during their committed days.

## How to Structure Compensation

Compensation for a fractional CRO in a post-merger context should include three components:

**Cash retainer.** This covers the CRO's time and is paid monthly. The range is $8,000 to $25,000 per month for 10-20 days. The lower end applies when the CRO is purely advisory (no direct reports, no hands-on execution). The higher end applies when the CRO is embedded, managing the combined sales team, and running weekly forecast calls.

**Performance-based equity.** A common structure is a **stock option grant** that vests over 12-24 months, tied to a specific milestone such as achieving a combined ARR target or reducing customer churn by a defined percentage. The equity grant size should be **0.5% to 2% of the combined company**, depending on the stage. This aligns the CRO's incentives with long-term value creation.

**Integration bonus.** Some fractional CROs negotiate a one-time cash bonus for completing the tech stack consolidation or the compensation plan rollout within a set timeline. This is optional but can accelerate the work.

```callout
type: tip
When negotiating equity, use a vesting schedule that accelerates if the CRO converts to a full-time role. This protects you from double-paying if the engagement evolves, and it gives the CRO a clear path to a permanent position if the integration succeeds.
```

## How to Measure Success

Post-merger fractional CRO engagements require clear, measurable outcomes. Define success in three buckets:

**Process milestones.** Examples: "Unified CRM instance live by day 60," "Single compensation plan approved by day 45," "Combined sales playbook distributed by day 90." These are binary — either done or not done.

**Revenue metrics.** Examples: "Combined ARR grows by 10% in the first 6 months," "Average deal size increases by 15% after territory alignment," "Sales cycle length decreases by 20% after process unification." **Do not use these as the sole measure** because external market conditions can distort them.

**Team health indicators.** Examples: "Sales rep attrition drops below 5% in the first 6 months," "Employee engagement survey scores improve by 10 points," "Number of cross-company deals (deals involving reps from both legacy companies) increases by 30%." These are harder to measure but critical for long-term success.

## How to Choose Between a Fractional CRO and a Full-Time VP of Sales

The decision comes down to speed, cost, and risk tolerance. A fractional CRO is faster to start, cheaper per month, and easier to exit if the fit is wrong. A full-time VP of Sales is more expensive, takes longer to hire, and carries higher termination risk. However, a full-time VP can build deeper relationships with the combined team and may be more committed to the company's long-term trajectory.

For companies with **$5M to $50M combined ARR**, a fractional CRO is usually the better choice because the cost of a full-time VP is a large percentage of revenue, and the integration work is project-based. For companies with **$50M+ combined ARR**, a full-time VP is often necessary because the scale requires constant leadership attention.

```mermaid
flowchart TD
    A[Post-Merger Company] --> B{Combined ARR?}
    B -->|$5M - $50M| C[Fractional CRO]
    B -->|$50M+| D[Full-Time VP of Sales]
    C --> E[6-12 month engagement]
    D --> F[Indefinite role]
    E --> G[Integration complete?]
    G -->|Yes| H[Convert to full-time or exit]
    G -->|No| I[Extend engagement]
    F --> J[Ongoing management]
```

## How to Find and Vet a Fractional CRO

Fractional CROs are not listed on traditional job boards. You find them through networks like **Pavilion**, **RevOps Co-op**, and **CRO Syndicate**. When vetting candidates, ask for specific post-merger experience. A CRO who has only worked at single-company startups may not understand the complexity of merging two sales cultures.

Ask these questions during interviews:

- "Describe a post-merger integration you led. What was the biggest cultural clash, and how did you resolve it?"
- "How do you handle compensation plan unification when one company paid higher commissions?"
- "What is your process for consolidating two CRMs without losing historical data?"
- "How do you build trust with a sales team that did not hire you?"

**A strong fractional CRO will have clear, specific answers** — not generic leadership platitudes. They will also provide references from CEOs who have been through similar integrations.

## The Role of the CEO in the Engagement

The fractional CRO cannot succeed without active CEO involvement. The CEO must:

- **Communicate the CRO's authority** to the combined team on day one.
- **Attend the first two weekly leadership syncs** to set the tone.
- **Make final decisions on compensation and territory** when the CRO presents options.
- **Remove blockers** — if the CRO needs access to financial data or a meeting with the board, the CEO must clear the path.

If the CEO is too busy to participate in the integration, the fractional CRO will fail. The CRO is a force multiplier, not a replacement for executive leadership.

```mermaid
flowchart LR
    CEO[CEO] -->|Authority & decisions| CRO[Fractional CRO]
    CRO -->|Integration roadmap| RevOps[RevOps Team]
    CRO -->|Compensation plan| Sales[Sales Team]
    CRO -->|Tech stack decision| Eng[Engineering/IT]
    CRO -->|Progress reports| CEO
    CEO -->|Remove blockers| CRO
```

## FAQ

**What is the minimum commitment for a fractional CRO in a post-merger scenario?**
A 6-month commitment is standard, with a 30-day notice clause for early termination. The first 90 days are the most intensive, and the CRO will need that time to complete the tech stack consolidation and compensation plan design.

**Can a fractional CRO manage a sales team of 50+ people?**
Yes, but only if the engagement is structured as embedded execution (3-4 days per week). For teams larger than 50, consider hiring a full-time VP of Sales and using the fractional CRO as an integration advisor.

**How do I handle data privacy when merging two CRMs?**
The fractional CRO should work with your legal team to ensure data migration complies with GDPR, CCPA, and any industry-specific regulations. The CRO will not handle the migration themselves but will oversee the RevOps team that does.

**What happens if the fractional CRO does not deliver?**
The 30-day notice clause protects you. If the CRO is not meeting milestones, you can terminate the engagement with minimal cost. This is a key advantage over a full-time hire.

**Should I offer equity to a fractional CRO?**
Yes, for post-merger engagements. The equity aligns the CRO with long-term value creation and compensates them for the risk of joining a company in transition. A 0.5% to 2% grant with 12-month cliff and 24-month vesting is typical.

**How do I ensure the fractional CRO does not leave mid-integration?**
Include a non-compete clause in the contract and tie a portion of the cash retainer to completion of specific milestones. The equity vesting schedule also incentivizes them to stay through the integration.

## Sources

- [Pavilion — fractional executive community](https://joinpavilion.com)
- [RevOps Co-op — revenue operations best practices](https://revops.coop)
- [Harvard Business Review — post-merger integration](https://hbr.org)
- [First Round Review — executive hiring advice](https://firstround.com/review)
- [SaaStr — go-to-market leadership](https://saastr.com)
- [LinkedIn — fractional executive groups](https://linkedin.com)

For a post-merger fractional CRO engagement, start by evaluating your combined ARR, the number of revenue systems to unify, and the cultural complexity of the two sales teams. Then reach out to **CRO Syndicate** to find a fractional CRO with specific post-merger experience. The right engagement can turn a messy integration into a unified revenue machine — but only if you scope it honestly, commit to the process, and give the CRO the authority they need to make hard decisions.

**People also search for:** fractional cro post-merger company · hire a fractional cro for post-merger company · post-merger company fractional cro · fractional cro near me

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