Define your business needs.

Before you begin your search for a Fractional CMO, take the time to define the needs of your business. What are your goals for this year? How do you expect marketing to achieve them? Do you need someone with experience in a particular industry or market sector? Are you looking for someone to lead a specific initiative, eg: a product launch or international expansion?

Once you know what you need, let us know so we can start your search for the right CMO.

Matching Skills to Objectives.

To find the right CMO for your business, you’ll want to match any prospective candidate’s skills to your objectives. If you’re planning international expansion, look for someone with experience in global markets. If brand awareness is your top priority, seek out evidence candidates have successfully built, developed, and maintained brands in the past. For more on how we match candidates to the needs of your business, take a look at how Be My CMO works.

Marketing expertise vs industry experience

Sector experience may be vital if you're launching a niche product or service, but keep in mind Fractional CMOs are expert marketers whose core skills transition well between industries. Whether it’s tech, e-commerce, retail, or FMCG, a good Fractional CMO will hit the ground running regardless of their background.

Although depending on your needs, you might well need a bona fide industry expert. Weight it up carefully. It's a delicate balance to get right.

Hiring a Fractional CMO: dos and don’ts.

Do: embrace diversity

One big benefit of working with a Fractional CMO is tapping into their diverse wealth of experience. This begins by remaining consciously open on candidate backgrounds.

Do: scrutinise portfolios

Look closely at the digital footprint of prospective candidates. Are they active on platforms like LinkedIn? Github? Have they appeared on podcasts or at events? Is their website up to date?

Do: challenge proposals

Is what they’re suggesting achievable within the timeframe? Is the cost realistic? Will the plan they’re putting forward truly help your business reach its objectives?

Don't: be too rigid

If you’ve been asking for A, B, and C, and a candidate you trust recommends X, Y, and Z, don’t be afraid to consider alternate approaches - as long as they don’t compromise your vision.

Don't: drag your feet

Keep your interview process concise without too much time between stages. Talent will be snapped up by businesses who are prepared to move quickly.

Don't: neglect feedback

The market isn’t massive and if a candidate isn't right for you right now, they might be in the future. Reply to every candidate so that they maintain a positive opinion of your business.