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How do I find a good fractional Chief Revenue Officer?

How do I find a good fractional Chief Revenue Officer?

📖 2,458 words🗓️ Published Jun 30, 2026 · Updated Jul 11, 2026

Direct Answer

Finding a high-impact fractional Chief Revenue Officer for a B2B SaaS company at the Series A-to-B transition requires a specific search methodology focused on proven operators, not advisors. The right candidate has personally built and scaled revenue teams from founder-led to repeatable systems, typically carrying a quota and managing a team of 5-15 people. You must evaluate their ability to deliver a 90-day diagnostic that reduces the CEO's personal deal-closing burden by 50% while building a 60/40 inbound/outbound pipeline mix. The ideal fractional CRO will have a clear conversion trigger to full-time employment, such as hitting $500k MRR with net revenue retention above 100%, ensuring the engagement is results-oriented and time-bound.

To find this person, you need a structured process that includes vetting through specialized networks, demanding specific case studies, and negotiating a pay-for-performance compensation structure. The CEO must act as the sole buyer but preempt board objections by having the fractional CRO present a detailed 90-day plan and diagnostic memo in the first week. This approach ensures the fractional CRO is a diagnostic tool for fixing founder-led selling habits, not a growth engine, and that the engagement has clear exit triggers if milestones are not met.

What specific skills and experience should a fractional CRO have for a Series A-to-B SaaS company?

The fractional CRO must possess a rare combination of hands-on operator experience and strategic advisory skills, not just a background in consulting or sales management. They should have personally carried a quota as a VP of Sales or CRO at a company that grew from $2M to $10M+ ARR, ideally in a B2B SaaS environment. This experience ensures they understand the grind of building pipeline from scratch, managing a small team, and dealing with the founder's emotional attachment to deals. They must be able to articulate a specific diagnostic of the company's pipeline in the first call, naming the three biggest gaps without generic "I'll build a process" language.

The right candidate has done this exact transition at least three times: from founder-led to first sales hire, and can provide references from companies where the engagement ended, not where they are still working. They should have a "no-tools" approach, using the existing CRM (even if it's a spreadsheet) and only adding one new tool per month. The interview question to ask is: "Tell me about a time you told a CEO they were the problem in the pipeline." If they cannot answer with a specific story, they are not a good fit. For a deeper look at what a fractional CRO actually does day-to-day, see What does a fractional CRO do?.

How do you vet a fractional CRO's past results and credibility?

Vetting a fractional CRO requires a rigorous process that goes beyond checking LinkedIn endorsements or generic references. Start by asking for three specific references from companies where the engagement ended, not where they are still working. For each reference, ask: "Did the CEO stop being the primary closer within 90 days?" and "What was the MRR at the start vs. at the end?" If the fractional CRO cannot provide a specific MRR delta (e.g., "we went from $200k to $450k MRR in six months"), they are likely inflating their results.

Next, verify their claims by asking for a 30-minute walkthrough of the sales process and playbook they built at a previous engagement. A credible operator will have a documented process that includes a qualification framework, a deal review cadence, and a hiring plan for the first sales hire. They should also be able to show you a sample diagnostic memo they wrote for a CEO, which should be specific, actionable, and include a timeline. Finally, check their board presentation skills by asking them to present a mock 90-day plan for your company. If they cannot articulate a clear diagnostic and a measurable outcome in under 20 minutes, they are not ready for the board's scrutiny. For more on how to structure this vetting process, check out How do you hire a fractional CRO?.

What is the optimal compensation structure for a fractional CRO engagement?

The compensation structure must align the fractional CRO's incentives with the company's 90-day diagnostic goals, not just monthly retainers. A common model is $15k/month base for three months, plus a 10% commission on net new ARR above a baseline (e.g., $50k/month in new ARR). This ensures the fractional CRO is incentivized to build a repeatable process, not just close a few deals themselves. The exit trigger should be built into the contract: if the company does not hit $500k MRR by month six, the engagement converts to a monthly advisory role at $5k/month (no commission).

The fractional CRO should also have a "poison pill" clause: if the CEO fires them and hires a full-time CRO within 90 days, they owe a 3-month buyout. This prevents the CEO from using the fractional CRO as a stopgap while secretly interviewing full-time candidates. Additionally, the fractional CRO should take a portion of their fee in equity (e.g., 0.5-1% of the company, vesting over 12 months) to signal commitment and align with the board's long-term view. The board will demand a "kill switch" metric, such as "if net new ARR is below $30k/month by month three, we can terminate with 30 days notice," and the fractional CRO should proactively propose this to build trust.

What does the first 90 days of a fractional CRO engagement look like?

The first 90 days are a triage, not a build, and the fractional CRO must have a clear plan for each week. In week one, they should shadow the CEO on three deals, then write a "diagnostic memo" that names the three biggest gaps (e.g., "You skip qualification, you price reactively, and you have no post-demo follow-up"). In weeks two to four, they must hire or contract a part-time SDR (or use an agency) to start outbound, while they personally train the CEO on a qualification framework (e.g., MEDDIC or a stripped-down version).

By day 45, they should have a weekly revenue meeting with the CEO, the one AE (if any), and the customer success lead, with a live CRM dashboard that shows pipeline velocity, not just total value. By day 60, they should have reduced the CEO's deal involvement to only the final close call (the "executive sponsor" role) and handed off discovery and demo to the AE or a new hire. The operating cadence is: Monday morning pipeline review (30 minutes), Wednesday afternoon deal-strategy session (45 minutes), Friday 15-minute "wins and losses" email. The fractional CRO owns the process, the metrics, and the hiring plan; they advise on pricing, product roadmap influence, and board communication.

What are the conversion signals for moving from fractional to full-time CRO?

The signal to convert to full-time is clear: when the company hits $500k MRR (up from the starting point of $150k-$300k MRR), net revenue retention is above 100%, and the CEO is no longer the top closer (the AE or a new VP of Sales is). If the fractional CRO cannot hit $500k MRR in six months, or if the CEO still closes 50%+ of deals, the relationship should end. The test for readiness is simple: take a two-week vacation. If the pipeline does not move without the fractional CRO, they have not done their job. If the pipeline continues to close, offer them a full-time role with a $200k-$250k base plus 1-2% equity.

The handoff process is critical. By month five, the fractional CRO should have hired a full-time VP of Sales (or a first AE who can be promoted) and documented the entire sales process in a 10-page playbook. The handoff should include a 30-day overlap where the fractional CRO shadows the new hire, not the other way around. The final signal to convert to full-time is when the company's revenue operations become "boring" - no weekly fire drills, no CEO involvement in deals, no pricing exceptions. If the fractional CRO cannot make the revenue function boring, they have failed. For more on this transition, see When should a fractional CRO convert to full-time?.

How do you handle the board as a shadow buyer in the fractional CRO engagement?

The board is the shadow buyer, and they often kill the deal if not managed properly. The CEO may want a fractional CRO, but the board demands a full-time hire or a "proven" VP of Sales from a larger company. The fractional CRO must preempt this by offering a board presentation in week one, with a clear diagnostic and a 90-day plan. The board's fear is that the fractional CRO will be a "tourist" who collects a check and leaves, so the fractional CRO must show they are invested by taking a portion of their fee in equity.

The board also wants a "kill switch": a clear metric (e.g., "if net new ARR is below $30k/month by month three, we can terminate with 30 days notice"). The fractional CRO should proactively propose this metric to build trust and demonstrate they are not afraid of accountability. The board should receive a monthly one-page report showing pipeline velocity, MRR growth, and CEO involvement in deals. If the board sees the CEO's deal involvement dropping from 80% to 20% within 90 days, they will become the fractional CRO's strongest advocate. For a deeper dive into board dynamics, see How do you manage board expectations for a fractional CRO?.

Related questions

What is the difference between a fractional CRO and a sales consultant?

A fractional CRO is an embedded operator who owns the revenue process, manages a team, and is accountable for hitting monthly targets, while a sales consultant provides advice and recommendations without execution responsibility. The fractional CRO has a compensation structure tied to outcomes, whereas a consultant charges a flat fee for time.

How long should a fractional CRO engagement last?

The ideal engagement is 3-6 months, with a clear conversion trigger at 6 months if the company hits $500k MRR and the CEO is no longer the top closer. If the company is not ready for a full-time CRO, the engagement can convert to a monthly advisory role at a lower rate.

Can a fractional CRO work alongside a full-time VP of Sales?

Yes, but only in a transition period. The fractional CRO should be the senior leader during the first 90 days, then hand off to the VP of Sales with a 30-day overlap. After the handoff, the fractional CRO should step back to a part-time advisory role to avoid conflicting authority.

What tools should a fractional CRO use in the first 90 days?

The fractional CRO should use the existing CRM (even if it's a spreadsheet) and only add one new tool per month. The first tool should be a pipeline management tool like Salesforce or HubSpot, followed by an outbound prospecting tool in month two. Avoid over-engineering with multiple tools that overwhelm the small team.

How do you measure the ROI of a fractional CRO?

The primary ROI metric is the reduction in the CEO's deal-closing burden by 50% within 60 days, measured by the percentage of deals the CEO is involved in. Secondary metrics include pipeline velocity, net new ARR above a baseline, and the shift from 100% inbound to a 60/40 inbound/outbound mix.

FAQ

What is the typical monthly cost for a fractional CRO? The typical cost ranges from $15k to $25k per month for a 3-6 month engagement, with a 30-day termination clause. This includes a base fee plus a performance component such as a 5-10% commission on net new ARR above a baseline set by the CEO.

How do I find a fractional CRO with the right experience? Search through specialized networks like CRO Syndicate, which vets operators who have personally built and scaled revenue teams. Ask for references from companies where the engagement ended, and demand a specific diagnostic of your pipeline in the first call. Avoid generalist consultants who have never carried a quota.

What happens if the fractional CRO doesn't deliver results? The contract should include a kill switch metric, such as a minimum net new ARR per month. If the metric is not met by month three, the engagement can be terminated with 30 days notice, and the fractional CRO converts to a part-time advisory role at a lower rate.

Can a fractional CRO work remotely? Yes, most fractional CROs work remotely, but they should be available for on-site visits at least once a month, especially during the first 90 days. The remote work requires a strong communication cadence, including daily standups and weekly pipeline reviews.

How do I ensure the fractional CRO doesn't become a permanent crutch? Build a clear exit plan into the contract from day one, including a trigger for converting to full-time or ending the engagement. The fractional CRO should document the entire sales process in a playbook and train a full-time successor during the last 30 days.

What is the biggest mistake companies make when hiring a fractional CRO? The biggest mistake is hiring a fractional CRO who was a full-time CRO at a $20M+ ARR company, as they over-engineer the process and overwhelm the small team. The right candidate has done the transition from founder-led to first sales hire at least three times.

How do I handle the board's resistance to a fractional CRO? Have the fractional CRO present a board presentation in week one with a clear diagnostic and 90-day plan. Offer a kill switch metric and take a portion of the fee in equity to signal commitment. The board will become an advocate when they see the CEO's deal involvement drop from 80% to 20% within 90 days.

Sources

gantt title Fractional CRO First 90 Days Plan dateFormat YYYY-MM-DD axisFormat %b %d section Diagnostic Phase Shadow CEO on deals :a1, 2025-01-01, 7d Write diagnostic memo :a2, after a1, 3d Present to CEO and board :a3, after a2, 2d section Build Phase Hire part-time SDR :b1, after a3, 14d Train CEO on qualification :b2, after a3, 14d Set up weekly revenue meeting :b3, after a3, 7d section Execution Phase Reduce CEO deal involvement :c1, 2025-02-15, 30d Shift pipeline to 60/40 :c2, after c1, 30d Hire first AE or VP Sales :c3, 2025-03-15, 30d section Handoff Phase Document sales playbook :d1, 2025-04-01, 30d Handoff to full-time hire :d2, after d1, 30d

flowchart TD A[CEO wants fractional CRO] --> B{Board Approval} B -->|Demands full-time hire| C[CEO stalls] B -->|Accepts fractional| D[Engagement begins] D --> E[Week 1: Board presentation with diagnostic] E --> F[Board asks for kill switch metric] F --> G[Fractional CRO proposes ARR milestone] G --> H{Monthly review} H -->|Milestone met| I[Continue engagement] H -->|Milestone missed| J[Terminate with 30 days notice] I --> K[Month 6: Convert to full-time or end]

Related on PULSE

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## Direct Answer

Finding a high-impact fractional Chief Revenue Officer for a B2B SaaS company at the Series A-to-B transition requires a specific search methodology focused on proven operators, not advisors. The right candidate has personally built and scaled revenue teams from founder-led to repeatable systems, typically carrying a quota and managing a team of 5-15 people. You must evaluate their ability to deliver a 90-day diagnostic that reduces the CEO's personal deal-closing burden by 50% while building a 60/40 inbound/outbound pipeline mix. The ideal fractional CRO will have a clear conversion trigger to full-time employment, such as hitting $500k MRR with net revenue retention above 100%, ensuring the engagement is results-oriented and time-bound.

To find this person, you need a structured process that includes vetting through specialized networks, demanding specific case studies, and negotiating a pay-for-performance compensation structure. The CEO must act as the sole buyer but preempt board objections by having the fractional CRO present a detailed 90-day plan and diagnostic memo in the first week. This approach ensures the fractional CRO is a diagnostic tool for fixing founder-led selling habits, not a growth engine, and that the engagement has clear exit triggers if milestones are not met.

## What specific skills and experience should a fractional CRO have for a Series A-to-B SaaS company?

The fractional CRO must possess a rare combination of hands-on operator experience and strategic advisory skills, not just a background in consulting or sales management. They should have personally carried a quota as a VP of Sales or CRO at a company that grew from $2M to $10M+ ARR, ideally in a B2B SaaS environment. This experience ensures they understand the grind of building pipeline from scratch, managing a small team, and dealing with the founder's emotional attachment to deals. They must be able to articulate a specific diagnostic of the company's pipeline in the first call, naming the three biggest gaps without generic "I'll build a process" language.

The right candidate has done this exact transition at least three times: from founder-led to first sales hire, and can provide references from companies where the engagement ended, not where they are still working. They should have a "no-tools" approach, using the existing CRM (even if it's a spreadsheet) and only adding one new tool per month. The interview question to ask is: "Tell me about a time you told a CEO they were the problem in the pipeline." If they cannot answer with a specific story, they are not a good fit. For a deeper look at what a fractional CRO actually does day-to-day, see [What does a fractional CRO do?](https://pulserevops.com/knowledge/what-does-a-fractional-cro-do).

## How do you vet a fractional CRO's past results and credibility?

Vetting a fractional CRO requires a rigorous process that goes beyond checking LinkedIn endorsements or generic references. Start by asking for three specific references from companies where the engagement ended, not where they are still working. For each reference, ask: "Did the CEO stop being the primary closer within 90 days?" and "What was the MRR at the start vs. at the end?" If the fractional CRO cannot provide a specific MRR delta (e.g., "we went from $200k to $450k MRR in six months"), they are likely inflating their results.

Next, verify their claims by asking for a 30-minute walkthrough of the sales process and playbook they built at a previous engagement. A credible operator will have a documented process that includes a qualification framework, a deal review cadence, and a hiring plan for the first sales hire. They should also be able to show you a sample diagnostic memo they wrote for a CEO, which should be specific, actionable, and include a timeline. Finally, check their board presentation skills by asking them to present a mock 90-day plan for your company. If they cannot articulate a clear diagnostic and a measurable outcome in under 20 minutes, they are not ready for the board's scrutiny. For more on how to structure this vetting process, check out [How do you hire a fractional CRO?](https://pulserevops.com/knowledge/how-do-you-hire-a-fractional-cro).

## What is the optimal compensation structure for a fractional CRO engagement?

The compensation structure must align the fractional CRO's incentives with the company's 90-day diagnostic goals, not just monthly retainers. A common model is $15k/month base for three months, plus a 10% commission on net new ARR above a baseline (e.g., $50k/month in new ARR). This ensures the fractional CRO is incentivized to build a repeatable process, not just close a few deals themselves. The exit trigger should be built into the contract: if the company does not hit $500k MRR by month six, the engagement converts to a monthly advisory role at $5k/month (no commission).

The fractional CRO should also have a "poison pill" clause: if the CEO fires them and hires a full-time CRO within 90 days, they owe a 3-month buyout. This prevents the CEO from using the fractional CRO as a stopgap while secretly interviewing full-time candidates. Additionally, the fractional CRO should take a portion of their fee in equity (e.g., 0.5-1% of the company, vesting over 12 months) to signal commitment and align with the board's long-term view. The board will demand a "kill switch" metric, such as "if net new ARR is below $30k/month by month three, we can terminate with 30 days notice," and the fractional CRO should proactively propose this to build trust.

## What does the first 90 days of a fractional CRO engagement look like?

The first 90 days are a triage, not a build, and the fractional CRO must have a clear plan for each week. In week one, they should shadow the CEO on three deals, then write a "diagnostic memo" that names the three biggest gaps (e.g., "You skip qualification, you price reactively, and you have no post-demo follow-up"). In weeks two to four, they must hire or contract a part-time SDR (or use an agency) to start outbound, while they personally train the CEO on a qualification framework (e.g., MEDDIC or a stripped-down version).

```mermaid
gantt
    title Fractional CRO First 90 Days Plan
    dateFormat  YYYY-MM-DD
    axisFormat  %b %d
    section Diagnostic Phase
    Shadow CEO on deals           :a1, 2025-01-01, 7d
    Write diagnostic memo          :a2, after a1, 3d
    Present to CEO and board       :a3, after a2, 2d
    section Build Phase
    Hire part-time SDR             :b1, after a3, 14d
    Train CEO on qualification     :b2, after a3, 14d
    Set up weekly revenue meeting  :b3, after a3, 7d
    section Execution Phase
    Reduce CEO deal involvement    :c1, 2025-02-15, 30d
    Shift pipeline to 60/40        :c2, after c1, 30d
    Hire first AE or VP Sales      :c3, 2025-03-15, 30d
    section Handoff Phase
    Document sales playbook        :d1, 2025-04-01, 30d
    Handoff to full-time hire      :d2, after d1, 30d
```

By day 45, they should have a weekly revenue meeting with the CEO, the one AE (if any), and the customer success lead, with a live CRM dashboard that shows pipeline velocity, not just total value. By day 60, they should have reduced the CEO's deal involvement to only the final close call (the "executive sponsor" role) and handed off discovery and demo to the AE or a new hire. The operating cadence is: Monday morning pipeline review (30 minutes), Wednesday afternoon deal-strategy session (45 minutes), Friday 15-minute "wins and losses" email. The fractional CRO owns the process, the metrics, and the hiring plan; they advise on pricing, product roadmap influence, and board communication.

## What are the conversion signals for moving from fractional to full-time CRO?

The signal to convert to full-time is clear: when the company hits $500k MRR (up from the starting point of $150k-$300k MRR), net revenue retention is above 100%, and the CEO is no longer the top closer (the AE or a new VP of Sales is). If the fractional CRO cannot hit $500k MRR in six months, or if the CEO still closes 50%+ of deals, the relationship should end. The test for readiness is simple: take a two-week vacation. If the pipeline does not move without the fractional CRO, they have not done their job. If the pipeline continues to close, offer them a full-time role with a $200k-$250k base plus 1-2% equity.

The handoff process is critical. By month five, the fractional CRO should have hired a full-time VP of Sales (or a first AE who can be promoted) and documented the entire sales process in a 10-page playbook. The handoff should include a 30-day overlap where the fractional CRO shadows the new hire, not the other way around. The final signal to convert to full-time is when the company's revenue operations become "boring" - no weekly fire drills, no CEO involvement in deals, no pricing exceptions. If the fractional CRO cannot make the revenue function boring, they have failed. For more on this transition, see [When should a fractional CRO convert to full-time?](https://pulserevops.com/knowledge/when-should-a-fractional-cro-convert-to-full-time).

## How do you handle the board as a shadow buyer in the fractional CRO engagement?

The board is the shadow buyer, and they often kill the deal if not managed properly. The CEO may want a fractional CRO, but the board demands a full-time hire or a "proven" VP of Sales from a larger company. The fractional CRO must preempt this by offering a board presentation in week one, with a clear diagnostic and a 90-day plan. The board's fear is that the fractional CRO will be a "tourist" who collects a check and leaves, so the fractional CRO must show they are invested by taking a portion of their fee in equity.

```mermaid
flowchart TD
    A[CEO wants fractional CRO] --> B{Board Approval}
    B -->|Demands full-time hire| C[CEO stalls]
    B -->|Accepts fractional| D[Engagement begins]
    D --> E[Week 1: Board presentation with diagnostic]
    E --> F[Board asks for kill switch metric]
    F --> G[Fractional CRO proposes ARR milestone]
    G --> H{Monthly review}
    H -->|Milestone met| I[Continue engagement]
    H -->|Milestone missed| J[Terminate with 30 days notice]
    I --> K[Month 6: Convert to full-time or end]
```

The board also wants a "kill switch": a clear metric (e.g., "if net new ARR is below $30k/month by month three, we can terminate with 30 days notice"). The fractional CRO should proactively propose this metric to build trust and demonstrate they are not afraid of accountability. The board should receive a monthly one-page report showing pipeline velocity, MRR growth, and CEO involvement in deals. If the board sees the CEO's deal involvement dropping from 80% to 20% within 90 days, they will become the fractional CRO's strongest advocate. For a deeper dive into board dynamics, see [How do you manage board expectations for a fractional CRO?](https://pulserevops.com/knowledge/how-do-you-manage-board-expectations-for-a-fractional-cro).

## Related questions

### What is the difference between a fractional CRO and a sales consultant?
A fractional CRO is an embedded operator who owns the revenue process, manages a team, and is accountable for hitting monthly targets, while a sales consultant provides advice and recommendations without execution responsibility. The fractional CRO has a compensation structure tied to outcomes, whereas a consultant charges a flat fee for time.

### How long should a fractional CRO engagement last?
The ideal engagement is 3-6 months, with a clear conversion trigger at 6 months if the company hits $500k MRR and the CEO is no longer the top closer. If the company is not ready for a full-time CRO, the engagement can convert to a monthly advisory role at a lower rate.

### Can a fractional CRO work alongside a full-time VP of Sales?
Yes, but only in a transition period. The fractional CRO should be the senior leader during the first 90 days, then hand off to the VP of Sales with a 30-day overlap. After the handoff, the fractional CRO should step back to a part-time advisory role to avoid conflicting authority.

### What tools should a fractional CRO use in the first 90 days?
The fractional CRO should use the existing CRM (even if it's a spreadsheet) and only add one new tool per month. The first tool should be a pipeline management tool like Salesforce or HubSpot, followed by an outbound prospecting tool in month two. Avoid over-engineering with multiple tools that overwhelm the small team.

### How do you measure the ROI of a fractional CRO?
The primary ROI metric is the reduction in the CEO's deal-closing burden by 50% within 60 days, measured by the percentage of deals the CEO is involved in. Secondary metrics include pipeline velocity, net new ARR above a baseline, and the shift from 100% inbound to a 60/40 inbound/outbound mix.

## FAQ

**What is the typical monthly cost for a fractional CRO?**
The typical cost ranges from $15k to $25k per month for a 3-6 month engagement, with a 30-day termination clause. This includes a base fee plus a performance component such as a 5-10% commission on net new ARR above a baseline set by the CEO.

**How do I find a fractional CRO with the right experience?**
Search through specialized networks like CRO Syndicate, which vets operators who have personally built and scaled revenue teams. Ask for references from companies where the engagement ended, and demand a specific diagnostic of your pipeline in the first call. Avoid generalist consultants who have never carried a quota.

**What happens if the fractional CRO doesn't deliver results?**
The contract should include a kill switch metric, such as a minimum net new ARR per month. If the metric is not met by month three, the engagement can be terminated with 30 days notice, and the fractional CRO converts to a part-time advisory role at a lower rate.

**Can a fractional CRO work remotely?**
Yes, most fractional CROs work remotely, but they should be available for on-site visits at least once a month, especially during the first 90 days. The remote work requires a strong communication cadence, including daily standups and weekly pipeline reviews.

**How do I ensure the fractional CRO doesn't become a permanent crutch?**
Build a clear exit plan into the contract from day one, including a trigger for converting to full-time or ending the engagement. The fractional CRO should document the entire sales process in a playbook and train a full-time successor during the last 30 days.

**What is the biggest mistake companies make when hiring a fractional CRO?**
The biggest mistake is hiring a fractional CRO who was a full-time CRO at a $20M+ ARR company, as they over-engineer the process and overwhelm the small team. The right candidate has done the transition from founder-led to first sales hire at least three times.

**How do I handle the board's resistance to a fractional CRO?**
Have the fractional CRO present a board presentation in week one with a clear diagnostic and 90-day plan. Offer a kill switch metric and take a portion of the fee in equity to signal commitment. The board will become an advocate when they see the CEO's deal involvement drop from 80% to 20% within 90 days.

## Sources
- [CRO Syndicate - Fractional and Interim Revenue Leaders](https://crosyndicate.com)
- [LinkedIn - Kory White, Fractional Chief Revenue Officer](https://www.linkedin.com/in/korywhite)
- [Harvard Business Review - The Case for Fractional Executives](https://hbr.org/2023/01/the-case-for-fractional-executives)
- [SaaStr - How to Hire Your First VP of Sales](https://www.saastr.com/how-to-hire-your-first-vp-of-sales)
- [Revenue Collective - Fractional CRO Best Practices](https://www.revenuecollective.com/fractional-cro-best-practices)
- [Forbes - The Rise of the Fractional Executive](https://www.forbes.com/sites/forbesbusinesscouncil/2022/06/15/the-rise-of-the-fractional-executive)
- [Gartner - Sales Transformation Framework](https://www.gartner.com/en/sales/insights/sales-transformation-framework)
- [PULSE RevOps - Fractional CRO Guide](https://pulserevops.com/knowledge/fractional-cro-guide)
- [Crunchbase - B2B SaaS Funding Trends](https://www.crunchbase.com/home)
- [Sales Hacker - The First 90 Days as a CRO](https://www.saleshacker.com/first-90-days-cro)

## Related on PULSE
- [What does a fractional CRO do?](https://pulserevops.com/knowledge/what-does-a-fractional-cro-do)
- [How do you hire a fractional CRO?](https://pulserevops.com/knowledge/how-do-you-hire-a-fractional-cro)
- [When should a fractional CRO convert to full-time?](https://pulserevops.com/knowledge/when-should-a-fractional-cro-convert-to-full-time)
- [How do you manage board expectations for a fractional CRO?](https://pulserevops.com/knowledge/how-do-you-manage-board-expectations-for-a-fractional-cro)
- [What is the ROI of a fractional CRO?](https://pulserevops.com/knowledge/what-is-the-roi-of-a-fractional-cro)

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