01
Paid + CRM ownership
Acquisition and retention under one roadmap.
01Fractional leadership
Fractional Head of Growth without the full-time cost.
Embedded growth leadership for startups that need a senior owner for acquisition, lifecycle and measurement. You get that without hiring a €150–250k Head of Growth before the system exists.
For 10–150 person SaaS and fintech teams with channels running and pressure to make growth repeatable.
Talk scope & rates →Share team size, channels and the bottleneck. We’ll map the fit.Prefer a 6-month build-out?
15+ years across performance, CRM,analytics, and growth leadership
bunqBitvavoDymeGuudMaczfit
€150–250k
Typical full-time Head of Growth cost before the role, dashboards and cadence exist.
−18%
bunq CAC in labeled self-published results from embedded growth work.
10–150
Company size band where fractional ownership usually beats a premature senior hire.
02The problem
Most teams hire senior too early, or rent a channel agency forever.
A full-time Head of Growth often costs €150–250k per year before the role, dashboards and cadence exist. Agencies ship channel work without owning CAC payback across paid, CRM and conversion. Fractional leadership sits in between: embedded ownership on a flexible monthly scope.
03What you get
What the role covers.
Paid media across Google and Meta; CRM and lifecycle setup; research and segmentation; CAC and LTV dashboards with a fixed operating rhythm. Monthly sprints, bi-weekly or monthly syncs, and quarterly strategy reviews keep decisions moving.
02
Operating cadence
Sprints, syncs, and quarterly resets.
03
Decision dashboards
CAC, LTV, retention, experiment velocity.
04
Hiring readiness
Job specs and system for a future full-time hire.
04How to engage
How to run a fractional growth engagement.
Engagements start with scope and success metrics, then move into a monthly sprint cadence. Expect senior ownership of the backlog, hands-on work where it unblocks the team, and quarterly reviews that reset priorities from the numbers rather than vanity channel reports.
- Step 01ScopeWeek 1
Align on outcomes and access
Define ICP, KPIs, tool access, and the first 90-day backlog.
- +Success metrics
- +Access checklist
- +90-day plan
- Step 02Install cadenceWeeks 2–4
Stand up sprints and reporting
Weekly or bi-weekly decisions with dashboards that show CAC, retention and experiment status.
- +Sprint board
- +Dashboard v1
- +Stakeholder syncs
- Step 03ExecuteMonthly
Run paid, CRM and conversion work
Hands-on where needed; coach the team where leverage is higher.
- +Channel work
- +Lifecycle fixes
- +Experiment reviews
- Step 04ReviewQuarterly
Reset roadmap from results
Quarterly strategy review; expand, hire, or wind down based on unit economics.
- +Quarterly review
- +Hiring plan
- +Scope flex
05Proof
Embedded growth experience.
At bunq, growth work spanned acquisition and retention with labeled self-published results of −18% CAC and −15% churn. At Resumedia and OneFit the pattern was the same: unify paid, CRM and measurement so founders stop being the weekly system. For a finite install instead of an ongoing partnership, see the Growth Engine Build-Out.
Client results · Growth Architecture Playbook · CAC Payback calculator · Audit & Strategy Sprint · CRM Implementation
06Compare
Consultant vs fractional vs full-time.
Pick the commitment level that matches your stage. Fractional is for teams that need ownership now without a premature senior hire.
| Advisor / consultant | Fractional HoG | Full-time Head of Growth | |
|---|---|---|---|
| Embedded ownership of the growth roadmapEmbedded ownership after the workshop ends. | ✕ | ✓ | ✓ |
| Cross-channel trade-offs (paid + CRM + conversion)One owner for CAC, retention, and experiment cadence. | ~ | ✓ | ✓ |
| Hands-on in ads / CRM when neededStrategy that comes with hands to execute it. | ✕ | ✓ | ✓ |
| Monthly cost vs full-time senior hireSenior coverage without €150–250k salary load. | ✓ | ✓ | ✕ |
| Clear cadence (sprints, syncs, quarterly reviews)Operating rhythm installed with the engagement. | ✕ | ✓ | ~ |
07FAQ
Questions founders ask.
/01How is this different from a consultant?+
Consultants recommend and leave. Fractional Head of Growth embeds: owns the roadmap, joins the operating cadence and stays accountable to CAC, retention and experiment velocity.
/02How is it different from an agency?+
Agencies optimize channels. This role owns cross-channel trade-offs: when to cut paid, when to fix CRM, when conversion is the bottleneck.
/03Is it strategic only?+
No. Strategy plus hands-on work in Google Ads, CRM or analytics when the team needs an operator rather than another slide deck.
/04What size company is a fit?+
Typically 10–150 people with existing channels and enough complexity that a junior marketer cannot own the system alone.
/05Can it include hands-on channel work?+
Yes. Paid, CRM and analytics are in scope when that is the fastest path to the outcome.
/06How does the cadence work?+
Monthly sprints with planning and review, bi-weekly or monthly syncs for decisions, and quarterly strategy reviews. Dashboards cover acquisition, retention and ROI.
Let’s talk growth leadership.
Share team size, channels and the bottleneck. We’ll map whether fractional, a sprint or the Growth Engine fit better.