Part-time technology leadership for growth-stage teams — architecture, vendor choices, hiring, governance and delivery oversight — without the cost or commitment of a full-time CTO hire.
Not every team needs a full-time CTO yet. Some need senior technical judgment for a few hours a week — to avoid expensive missteps while the company scales.
Founding team is strong but non-technical, or technical but stretched. Need someone who can challenge architecture choices and hire the next 5 engineers.
20–200 person companies without a dedicated technology leader — tech is ranked under "IT" and nobody owns medium-term architecture.
Your CTO left; you don't want to rush the next hire. Fractional coverage keeps momentum and protects the team from drift.
Technical due-diligence, M&A advisory, or board-level tech oversight for portfolio companies and founders you work with.
Review and own the 12–24 month technical roadmap. Make the "build vs buy vs partner" calls. Design for the company you'll be in 18 months, not the one you are today.
Pick the right ERP, the right DMS, the right cloud platform, the right build partner. Run honest vendor evaluations; walk you through the trade-offs.
Define roles, run senior-hire interviews, assess existing team, spot gaps. Build the org chart you'll actually need — not just the one you can afford today.
Weekly cadence with engineering leads. Code-review samples, architecture-review gates, release-management discipline, production-readiness posture.
Technical due-diligence on acquisition targets for PE, VC, or strategic buyers — architecture, team, debt, scalability, risk. Written report with actionable findings.
Translate between your engineering team and your board. Technical deep-dives made digestible; business priorities made concrete for engineers.
8–16 hours / month, ongoing. Weekly 90-minute sync with the founding or leadership team, plus async availability for decisions and reviews.
4–8 hours / month. Monthly strategy session plus on-call for architecture and vendor decisions. Ideal for founders past product-market fit.
Fixed-scope engagement: tech due-diligence, a replatforming decision, a CTO-search support cycle, or an architecture overhaul.
For portfolio companies of funds I work with, or founders I know well. Formal board observer / advisor role with equity compensation — 2–4 hours / month.
60-minute conversation to understand your company, current tech posture, pain points, and what a good outcome looks like 6 months from now.
Either a paid 4-week trial retainer or a short fixed-scope project (e.g. architecture review) so both sides can calibrate fit before committing.
If it works, we move to a monthly retainer with a 30-day out clause on either side. Reviewed every 6 months to check we're still solving the right problem.
Tell me about your team and where you want to be in 6 months — I'll come back with whether I'm the right fit.
