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How much does a fractional VP of Sales cost in Delaware in 2027?

📖 1,675 words6/28/2026

Quick Answer

A fractional VP of Sales in Delaware in 2027 typically costs between $5,000 and $15,000 per month, with the range driven by the number of engagement days per month, the company's stage and complexity, and whether the arrangement includes performance incentives or equity. For a 10-day-per-month engagement at a growth-stage company, expect $10,000–$15,000 monthly; for a lighter 5-day commitment at an earlier stage, $5,000–$8,000 is common. Delaware's small-business density and proximity to Philadelphia and New York mean most fractional leaders work remotely or hybrid, so local supply is thin but national talent is accessible.

Direct Answer

A fractional VP of Sales in Delaware in 2027 costs $5,000 to $15,000 per month, with the midpoint around $10,000 for a standard 8–10 day per month engagement. This range depends on three factors: the scope of work (strategy vs. hands-on pipeline management), the company's revenue stage (pre-revenue vs. $2M+ ARR), and whether you include performance bonuses or equity. Delaware's market is dominated by small-to-midsize businesses in finance, legal services, and life sciences, but most fractional leaders operate remotely from the Northeast corridor—so you're paying for expertise, not geography. Unlike a full-time VP of Sales (which would cost $180,000–$250,000 in base salary plus benefits and equity), fractional arrangements give you senior leadership without the overhead of a full-time hire. The honest trade-off: you get 5–10 days of focused attention per month, not 20.

How to evaluate and hire a fractional VP of Sales in Delaware

Step 1: Define your engagement scope

Decide if you need strategy only (board-level) or hands-on pipeline management (coaching reps, closing deals).

Step 2: Determine days per month

Typical ranges: 5 days (light advisory), 10 days (operational), 15 days (near full-time). More days = higher cost.

Step 3: Check for Delaware-specific needs

If you require in-person meetings, expect a premium for local talent or travel costs. Most work is remote.

Step 4: Interview for stage fit

A fractional leader who scaled from $0–$5M is different from one who scaled $10M–$50M. Match their experience to your ARR.

Step 5: Negotiate cash vs. equity split

Many fractional VPs accept a lower cash rate for equity (e.g., 0.5%–2% over 2–3 years). This aligns incentives but dilutes you.

Step 6: Review the engagement contract

Look for a 30–60 day notice period, clear deliverables, and a clause for converting to full-time if needed.

Fractional VP of Sales (5–10 days/month)

Full-time VP of Sales (20+ days/month)

Cost per month

$5,000–$15,000

$15,000–$25,000 (salary + benefits + taxes)

Commitment

3–6 month contract, flexible

12+ months, full-time employment

Time on your business

5–10 days per month

20+ days per month

Equity expectation

Often negotiable (0.5%–2%)

Standard (1%–3% for early-stage)

Best for

$0–$5M ARR, testing leadership

$5M+ ARR, scaling predictably

Why Delaware matters (and doesn't)

Delaware is a unique market for fractional sales leadership because of its corporate density—more than 60% of Fortune 500 companies are incorporated here, but the actual operational headquarters are elsewhere. The local economy is driven by small-to-midsize businesses in financial services, legal tech, life sciences, and chemical manufacturing (DuPont legacy). However, the supply of experienced fractional VPs of Sales living in Delaware is thin. Most fractional leaders in the region are based in Philadelphia, New York, or Washington D.C., and they work remotely or travel for key meetings. What this means for you: you're not paying a "Delaware premium" or getting a "Delaware discount." The cost is the same as hiring a fractional VP in any mid-Atlantic state, adjusted for the engagement's scope and your company's stage. If you need in-person presence for team meetings or customer visits, expect to cover travel expenses (typically $500–$1,500 per trip), but most work is done via Zoom, Slack, and shared CRM access.

The real drivers of cost

1. Days per month (the biggest lever)

Fractional engagements are priced by day or by retainer. A 5-day-per-month engagement (one day per week) is typically $5,000–$8,000. A 10-day-per-month engagement (two days per week) is $10,000–$15,000. A 15-day-per-month engagement (three days per week) can reach $15,000–$22,000, at which point you're approaching full-time cost without the full-time commitment. Honest advice: if you need more than 10 days per month for more than 6 months, hire a full-time VP of Sales. Fractional works best when you need targeted expertise—building a sales process, coaching a team, or closing a funding round—not ongoing daily management.

2. Company stage and revenue

A fractional VP of Sales for a pre-revenue startup (raising seed round) costs $5,000–$8,000 per month because the work is lighter: building a go-to-market plan, defining ICP, setting up CRM. A growth-stage company ($1M–$5M ARR) costs $10,000–$15,000 per month because the fractional leader is actively managing a sales team, running pipeline reviews, and closing enterprise deals. A scale-up ($5M–$20M ARR) may require a fractional CRO (Chief Revenue Officer) at $15,000–$25,000 per month, which is a different role than VP of Sales (CRO owns marketing and customer success too). Match the title to the need: VP of Sales = sales team only; CRO = revenue team (sales + marketing + success).

3. Cash vs. equity

Many fractional leaders accept a lower cash rate in exchange for equity or performance bonuses. A typical split: $7,000–$10,000 per month cash plus 0.5%–1.5% equity (vested over 2–3 years) for a growth-stage company. This aligns the fractional leader with long-term outcomes but dilutes your cap table. If you're bootstrapped, expect to pay the higher end of the cash range. If you're venture-backed, equity is standard. Be candid during negotiations: ask for their "all-in" expectation—cash, equity, and any bonus tied to hitting revenue targets.

When fractional makes sense (and when it doesn't)

💡 Tip

Fractional works best when you have a clear, time-bound objective. For example: "I need to build a sales playbook and train two SDRs in the next 90 days." If you need ongoing leadership for 12+ months, consider a full-time hire. Fractional is a bridge, not a permanent solution.

Good fits for fractional VP of Sales:

Pre-revenue or early-stage ($0–$1M ARR): You need a sales process, CRM setup, and first customer conversations. A fractional VP gives you senior guidance without a $200K salary.
Growth-stage with a weak VP ($1M–$5M ARR): Your current VP is struggling to scale, or you fired them and need interim leadership while you search for a full-time replacement.
Funding round preparation: You need a credible sales leader to present to investors and build a forecast model. A fractional VP with a track record adds legitimacy.
Product launch: You're entering a new vertical or geography and need a short-term expert to open doors.

Poor fits for fractional VP of Sales:

High-volume sales org ($10M+ ARR with 10+ reps): A fractional leader's limited time (5–10 days/month) can't provide the daily coaching and pipeline management a large team needs.
Chaotic, founder-led sales: If the founder is still the primary closer and resists delegating, a fractional VP will struggle to add value. You need a full-time leader who can take over.
Long-term stability: If you know you need a VP of Sales for 18+ months, hire full-time. Fractional leaders are expensive per day and don't build the same cultural depth.

How to find a fractional VP of Sales in Delaware

⚠️ Watch out

Don't limit your search to Delaware. The best fractional sales leaders for Delaware-based companies often live in Philadelphia, New York, or work remotely from anywhere. Focus on industry experience (fintech, life sciences, legal tech) and stage fit, not geographic proximity. If you require in-person meetings, specify that upfront and expect to pay for travel.

Interview questions to ask:

"What is your engagement model? How many days per month do you typically work with a client my size?"
"Can you walk me through a specific sales process you built for a $1M–$5M company? What were the results?"
"How do you handle the transition when a full-time VP is hired? Do you stay on for overlap?"
"What tools do you require? (Salesforce, HubSpot, Outreach, Gong, Clari)" – Note: be honest about what you have. If you're on HubSpot and they only know Salesforce, that's a friction point.

The honest math: fractional vs. full-time

Let's compare the 12-month cost for a Delaware company at $2M ARR:

Fractional VP of Sales (10 days/month): $12,000/month × 12 months = $144,000. No benefits, no payroll taxes, no severance. You get 120 days of senior leadership.

Full-time VP of Sales: $18,000/month base salary ($216,000/year) + 20% benefits/taxes ($43,200) + equity (1%–2%, valued at $20,000–$40,000 per year) = $260,000–$300,000 total cost. You get 240 days of leadership.

The fractional option is 40–50% cheaper but gives you half the time. The question is: do you need 240 days of leadership, or can you accomplish your revenue goals with 120 focused days? For most companies under $5M ARR, the answer is the latter.

When to convert to full-time

If your fractional VP of Sales is performing well and you find yourself needing more than 10 days per month for 3+ consecutive months, it's time to discuss a full-time offer. Many fractional leaders are open to conversion—it's a natural pipeline for them. Negotiate a conversion clause in your initial contract: a 30-day notice period and a pre-agreed full-time salary (typically $180,000–$250,000 base plus equity). This protects you from losing momentum if the relationship evolves.

flowchart TD A[Founder/CEO decides to hire sales leadership] --> B{Revenue stage?} B -->|0–$1M ARR| C[Fractional VP of Sales] B -->|$1M–$5M ARR| D{Fractional or full-time?} D -->|Need 5–10 days/month| C D -->|Need 15+ days/month| E[Full-time VP of Sales] B -->|$5M+ ARR| E C --> F[Define engagement: 5, 10, or 15 days/month] F --> G[Contract: 3–6 months, cash + optional equity] G --> H{Performance review at 90 days} H -->|Working well, need more time| I[Convert to full-time] H -->|Working well, time-bound objective met| J[Extend or transition out] H -->|Not working| K[Terminate with 30-day notice]

FAQ

Can I hire a fractional VP of Sales who lives in Delaware? Yes, but the pool is small. Most fractional leaders in the region are based in Philadelphia or New York and work remotely. If you require in-person meetings, expect to pay travel costs or find a local consultant through Pavilion or LinkedIn.

What's the difference between a fractional VP of Sales and a fractional CRO? A fractional VP of Sales focuses exclusively on the sales team—hiring, coaching, pipeline management, closing. A fractional CRO owns the entire revenue function: sales, marketing, and customer success. CROs cost more ($15,000–$25,000/month) and are better for $5M+ ARR companies.

Do fractional VPs of Sales include marketing in their scope? Not typically. If you need marketing strategy (demand generation, content, ABM), hire a fractional CMO or a fractional CRO who covers both. A VP of Sales usually expects marketing to produce leads; they focus on converting them.

How long should I plan for a fractional engagement? Most engagements run 3–6 months. A 3-month engagement is common for a specific project (building a sales process, launching a product). A 6-month engagement is typical for ongoing leadership while you search for a full-time hire. Longer than 12 months is rare and suggests you should convert to full-time.

What tools does a fractional VP of Sales need? At minimum: a CRM (Salesforce or HubSpot), a sales engagement platform (Outreach or Salesloft), and a revenue intelligence tool (Gong or Clari). If you don't have these, the fractional leader will help you set them up, but that takes time away from selling. Be honest about your tech stack during the interview.

Is equity standard for fractional roles? It's common but not universal. For early-stage companies (pre-seed to Series A), equity is often expected as part of the compensation to offset the lower cash rate. For later-stage or bootstrapped companies, cash-only is more common. Expect to negotiate.

Can I fire a fractional VP of Sales easily? Yes, if your contract includes a 30-day notice period (standard). There's no severance, no unemployment insurance, and no legal risk beyond the contract terms. This flexibility is a major advantage over full-time hires.

Sources

flowchart LR A[Founder/CEO] --> B[Define need: VP of Sales vs CRO] B --> C[Determine days/month: 5, 10, or 15] C --> D[Set budget: $5K–$15K/month] D --> E[Search: Pavilion, LinkedIn, CRO Syndicate] E --> F[Interview: stage fit, tools, engagement model] F --> G[Negotiate: cash, equity, notice period] G --> H[Contract: 3–6 months, clear deliverables] H --> I[90-day review: extend, convert, or exit]

Download:

![How much does a fractional VP of Sales cost in Delaware in 2027?](/assets/cro-cover-5.jpg)

# How much does a fractional VP of Sales cost in Delaware in 2027?

```answer
A fractional VP of Sales in Delaware in 2027 typically costs between $5,000 and $15,000 per month, with the range driven by the number of engagement days per month, the company's stage and complexity, and whether the arrangement includes performance incentives or equity. For a 10-day-per-month engagement at a growth-stage company, expect $10,000–$15,000 monthly; for a lighter 5-day commitment at an earlier stage, $5,000–$8,000 is common. Delaware's small-business density and proximity to Philadelphia and New York mean most fractional leaders work remotely or hybrid, so local supply is thin but national talent is accessible.
```

## Direct Answer

A fractional VP of Sales in Delaware in 2027 costs $5,000 to $15,000 per month, with the midpoint around $10,000 for a standard 8–10 day per month engagement. This range depends on three factors: the scope of work (strategy vs. hands-on pipeline management), the company's revenue stage (pre-revenue vs. $2M+ ARR), and whether you include performance bonuses or equity. Delaware's market is dominated by small-to-midsize businesses in finance, legal services, and life sciences, but most fractional leaders operate remotely from the Northeast corridor—so you're paying for expertise, not geography. Unlike a full-time VP of Sales (which would cost $180,000–$250,000 in base salary plus benefits and equity), fractional arrangements give you senior leadership without the overhead of a full-time hire. The honest trade-off: you get 5–10 days of focused attention per month, not 20.

```steps
title: How to evaluate and hire a fractional VP of Sales in Delaware
- Step 1: Define your engagement scope | Decide if you need strategy only (board-level) or hands-on pipeline management (coaching reps, closing deals).
- Step 2: Determine days per month | Typical ranges: 5 days (light advisory), 10 days (operational), 15 days (near full-time). More days = higher cost.
- Step 3: Check for Delaware-specific needs | If you require in-person meetings, expect a premium for local talent or travel costs. Most work is remote.
- Step 4: Interview for stage fit | A fractional leader who scaled from $0–$5M is different from one who scaled $10M–$50M. Match their experience to your ARR.
- Step 5: Negotiate cash vs. equity split | Many fractional VPs accept a lower cash rate for equity (e.g., 0.5%–2% over 2–3 years). This aligns incentives but dilutes you.
- Step 6: Review the engagement contract | Look for a 30–60 day notice period, clear deliverables, and a clause for converting to full-time if needed.
```

```compare
a: Fractional VP of Sales (5–10 days/month)
b: Full-time VP of Sales (20+ days/month)
- Cost per month | $5,000–$15,000 | $15,000–$25,000 (salary + benefits + taxes)
- Commitment | 3–6 month contract, flexible | 12+ months, full-time employment
- Time on your business | 5–10 days per month | 20+ days per month
- Equity expectation | Often negotiable (0.5%–2%) | Standard (1%–3% for early-stage)
- Best for | $0–$5M ARR, testing leadership | $5M+ ARR, scaling predictably
```

## Why Delaware matters (and doesn't)

Delaware is a unique market for fractional sales leadership because of its **corporate density**—more than 60% of Fortune 500 companies are incorporated here, but the actual operational headquarters are elsewhere. The **local economy** is driven by small-to-midsize businesses in financial services, legal tech, life sciences, and chemical manufacturing (DuPont legacy). However, the **supply of experienced fractional VPs of Sales** living in Delaware is thin. Most fractional leaders in the region are based in Philadelphia, New York, or Washington D.C., and they work remotely or travel for key meetings. **What this means for you**: you're not paying a "Delaware premium" or getting a "Delaware discount." The cost is the same as hiring a fractional VP in any mid-Atlantic state, adjusted for the engagement's scope and your company's stage. If you need in-person presence for team meetings or customer visits, expect to cover travel expenses (typically $500–$1,500 per trip), but most work is done via Zoom, Slack, and shared CRM access.

## The real drivers of cost

### 1. Days per month (the biggest lever)

Fractional engagements are priced by day or by retainer. A **5-day-per-month** engagement (one day per week) is typically $5,000–$8,000. A **10-day-per-month** engagement (two days per week) is $10,000–$15,000. A **15-day-per-month** engagement (three days per week) can reach $15,000–$22,000, at which point you're approaching full-time cost without the full-time commitment. **Honest advice**: if you need more than 10 days per month for more than 6 months, hire a full-time VP of Sales. Fractional works best when you need **targeted expertise**—building a sales process, coaching a team, or closing a funding round—not ongoing daily management.

### 2. Company stage and revenue

A fractional VP of Sales for a **pre-revenue startup** (raising seed round) costs $5,000–$8,000 per month because the work is lighter: building a go-to-market plan, defining ICP, setting up CRM. A **growth-stage company** ($1M–$5M ARR) costs $10,000–$15,000 per month because the fractional leader is actively managing a sales team, running pipeline reviews, and closing enterprise deals. A **scale-up** ($5M–$20M ARR) may require a fractional CRO (Chief Revenue Officer) at $15,000–$25,000 per month, which is a different role than VP of Sales (CRO owns marketing and customer success too). **Match the title to the need**: VP of Sales = sales team only; CRO = revenue team (sales + marketing + success).

### 3. Cash vs. equity

Many fractional leaders accept a **lower cash rate in exchange for equity** or performance bonuses. A typical split: $7,000–$10,000 per month cash plus 0.5%–1.5% equity (vested over 2–3 years) for a growth-stage company. This aligns the fractional leader with long-term outcomes but **dilutes your cap table**. If you're bootstrapped, expect to pay the higher end of the cash range. If you're venture-backed, equity is standard. **Be candid during negotiations**: ask for their "all-in" expectation—cash, equity, and any bonus tied to hitting revenue targets.


[![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/)

## When fractional makes sense (and when it doesn't)

```callout
type: tip
**Fractional works best when you have a clear, time-bound objective.** For example: "I need to build a sales playbook and train two SDRs in the next 90 days." If you need ongoing leadership for 12+ months, consider a full-time hire. Fractional is a bridge, not a permanent solution.
```

### Good fits for fractional VP of Sales:
- **Pre-revenue or early-stage** ($0–$1M ARR): You need a sales process, CRM setup, and first customer conversations. A fractional VP gives you senior guidance without a $200K salary.
- **Growth-stage with a weak VP** ($1M–$5M ARR): Your current VP is struggling to scale, or you fired them and need interim leadership while you search for a full-time replacement.
- **Funding round preparation**: You need a credible sales leader to present to investors and build a forecast model. A fractional VP with a track record adds legitimacy.
- **Product launch**: You're entering a new vertical or geography and need a short-term expert to open doors.

### Poor fits for fractional VP of Sales:
- **High-volume sales org** ($10M+ ARR with 10+ reps): A fractional leader's limited time (5–10 days/month) can't provide the daily coaching and pipeline management a large team needs.
- **Chaotic, founder-led sales**: If the founder is still the primary closer and resists delegating, a fractional VP will struggle to add value. You need a full-time leader who can take over.
- **Long-term stability**: If you know you need a VP of Sales for 18+ months, hire full-time. Fractional leaders are expensive per day and don't build the same cultural depth.

## How to find a fractional VP of Sales in Delaware

```callout
type: warning
**Don't limit your search to Delaware.** The best fractional sales leaders for Delaware-based companies often live in Philadelphia, New York, or work remotely from anywhere. Focus on industry experience (fintech, life sciences, legal tech) and stage fit, not geographic proximity. If you require in-person meetings, specify that upfront and expect to pay for travel.
```


**Interview questions to ask**:
- "What is your engagement model? How many days per month do you typically work with a client my size?"
- "Can you walk me through a specific sales process you built for a $1M–$5M company? What were the results?"
- "How do you handle the transition when a full-time VP is hired? Do you stay on for overlap?"
- "What tools do you require? (Salesforce, HubSpot, Outreach, Gong, Clari)" – **Note**: be honest about what you have. If you're on HubSpot and they only know Salesforce, that's a friction point.

## The honest math: fractional vs. full-time

Let's compare the **12-month cost** for a Delaware company at $2M ARR:

**Fractional VP of Sales (10 days/month)**: $12,000/month × 12 months = **$144,000**. No benefits, no payroll taxes, no severance. You get 120 days of senior leadership.

**Full-time VP of Sales**: $18,000/month base salary ($216,000/year) + 20% benefits/taxes ($43,200) + equity (1%–2%, valued at $20,000–$40,000 per year) = **$260,000–$300,000** total cost. You get 240 days of leadership.

The fractional option is **40–50% cheaper** but gives you half the time. The question is: do you need 240 days of leadership, or can you accomplish your revenue goals with 120 focused days? For most companies under $5M ARR, the answer is the latter.

## When to convert to full-time

If your fractional VP of Sales is performing well and you find yourself needing **more than 10 days per month** for 3+ consecutive months, it's time to discuss a full-time offer. Many fractional leaders are open to conversion—it's a natural pipeline for them. **Negotiate a conversion clause** in your initial contract: a 30-day notice period and a pre-agreed full-time salary (typically $180,000–$250,000 base plus equity). This protects you from losing momentum if the relationship evolves.

```mermaid
flowchart TD
    A[Founder/CEO decides to hire sales leadership] --> B{Revenue stage?}
    B -->|0–$1M ARR| C[Fractional VP of Sales]
    B -->|$1M–$5M ARR| D{Fractional or full-time?}
    D -->|Need 5–10 days/month| C
    D -->|Need 15+ days/month| E[Full-time VP of Sales]
    B -->|$5M+ ARR| E
    C --> F[Define engagement: 5, 10, or 15 days/month]
    F --> G[Contract: 3–6 months, cash + optional equity]
    G --> H{Performance review at 90 days}
    H -->|Working well, need more time| I[Convert to full-time]
    H -->|Working well, time-bound objective met| J[Extend or transition out]
    H -->|Not working| K[Terminate with 30-day notice]
```

## FAQ

**Can I hire a fractional VP of Sales who lives in Delaware?**  
Yes, but the pool is small. Most fractional leaders in the region are based in Philadelphia or New York and work remotely. If you require in-person meetings, expect to pay travel costs or find a local consultant through Pavilion or LinkedIn.

**What's the difference between a fractional VP of Sales and a fractional CRO?**  
A fractional VP of Sales focuses exclusively on the sales team—hiring, coaching, pipeline management, closing. A fractional CRO owns the entire revenue function: sales, marketing, and customer success. CROs cost more ($15,000–$25,000/month) and are better for $5M+ ARR companies.

**Do fractional VPs of Sales include marketing in their scope?**  
Not typically. If you need marketing strategy (demand generation, content, ABM), hire a fractional CMO or a fractional CRO who covers both. A VP of Sales usually expects marketing to produce leads; they focus on converting them.

**How long should I plan for a fractional engagement?**  
Most engagements run 3–6 months. A 3-month engagement is common for a specific project (building a sales process, launching a product). A 6-month engagement is typical for ongoing leadership while you search for a full-time hire. Longer than 12 months is rare and suggests you should convert to full-time.

**What tools does a fractional VP of Sales need?**  
At minimum: a CRM (Salesforce or HubSpot), a sales engagement platform (Outreach or Salesloft), and a revenue intelligence tool (Gong or Clari). If you don't have these, the fractional leader will help you set them up, but that takes time away from selling. **Be honest about your tech stack** during the interview.

**Is equity standard for fractional roles?**  
It's common but not universal. For early-stage companies (pre-seed to Series A), equity is often expected as part of the compensation to offset the lower cash rate. For later-stage or bootstrapped companies, cash-only is more common. Expect to negotiate.

**Can I fire a fractional VP of Sales easily?**  
Yes, if your contract includes a 30-day notice period (standard). There's no severance, no unemployment insurance, and no legal risk beyond the contract terms. This flexibility is a major advantage over full-time hires.

## Sources

- [Pavilion – Community for revenue leaders](https://joinpavilion.com)
- [RevOps Co-op – Operations-focused revenue community](https://revopscoop.com)
- [Harvard Business Review – Sales leadership and compensation research](https://hbr.org)
- [First Round Review – Startup hiring and leadership advice](https://firstround.com/review)
- [SaaStr – SaaS sales and fractional leadership insights](https://saastr.com)
- [LinkedIn – Professional network for fractional talent search](https://linkedin.com)

```mermaid
flowchart LR
    A[Founder/CEO] --> B[Define need: VP of Sales vs CRO]
    B --> C[Determine days/month: 5, 10, or 15]
    C --> D[Set budget: $5K–$15K/month]
    D --> E[Search: Pavilion, LinkedIn, CRO Syndicate]
    E --> F[Interview: stage fit, tools, engagement model]
    F --> G[Negotiate: cash, equity, notice period]
    G --> H[Contract: 3–6 months, clear deliverables]
    H --> I[90-day review: extend, convert, or exit]
```

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