Fractional CTO & Technology Team Care

Who this is for

Engineering organisations that have lost their head of technology or CTO, are in the middle of replacing one, or have grown to the point where the founders can no longer be the only senior technical voice. Typically 20–100 engineers, where the team is capable but missing the leadership scaffolding to keep moving with intent.

The problem

When the senior technologist leaves — or was never there — the team doesn’t stop functioning, but the things that depend on senior judgement quietly degrade. Architectural decisions get deferred or made in isolation. Hiring slows down or drifts toward whoever is available. Engineering managers carry more strategic weight than they should. Investors and the board start asking questions that need a credible answer.

A short-term internal promotion is rarely the answer — it puts a strong engineer in a role they haven’t trained for, with no senior peer to calibrate against. A full-time replacement is the right end state, but the search takes 4–9 months and the team can’t pause.

What this covers

• Engineering leadership presence — sit in on sprint reviews, planning, and retros to keep the operating rhythm sharp
• Hiring plan and headcount forecasting — what to hire, in what order, against the business plan
• Technical interview design and panel participation for senior and lead roles
• One-on-ones with engineering managers and tech leads — calibration, coaching, escalation
• Architectural sounding board for the team’s in-flight decisions
• Search support for the permanent CTO or head of technology, including interview panels, reference calls, and onboarding
• Board and investor narrative — what the technology function is doing and why
• Vendor, platform, and budget decisions that need senior sign-off

How it works

Engaged monthly with a defined cadence — typically one full day per week of synchronous presence (sprint events, leadership meetings, interviews) plus async support across the rest of the week. Adjusted up or down to match the moment.

3-month minimum, monthly thereafter. Most engagements run 4–9 months and end at the start date of the permanent hire — with a structured handover so the incoming CTO inherits a team that’s been kept on track.

Where this overlaps with People

CTO searches, performance issues on the leadership team, and engineering org redesigns all sit at the intersection of People and Technology. When the engagement crosses that line, Molly steps in alongside Chris — same firm, same context, no second discovery call.