Senior growth leadership, outcomes in 3 to 4 months.

Adaptive advisory hours are deployed proactively—your highest-priority needs are addressed first, scheduled in week one. From there, I lead and run the Growth Signal System through weekly hypothesis reviews with 48-hour scoring, oversee experiment designs before launch, and facilitate bi-weekly result review sessions to drive learning and update the repository. At month’s end, I re-prioritize the backlog and deliver a leadership summary aligned to your north star metrics. Every activity is tracked and reported, so you see tangible learnings and outcomes — not just discussion points.

Approximately 2–3 hours per week from you or your lead growth person — backlog reviews, experiment check-ins, async questions. Less when the program is running smoothly; more during active planning cycles. The goal is to make your team faster and more focused, not add to your calendar.

Before any test launches, I review the hypothesis statement, the primary metric, the minimum detectable effect, the expected sample size, and the minimum runtime. I flag methodology issues before they waste a sprint — and I review results after each test closes to ensure the learning applies to the next cycle and compounds rather than getting lost.

A brief, structured summary: what’s currently in test, what finished and what was learned, what’s next in the backlog, and any program-level flags — pacing against the roadmap, new hypotheses worth considering, resource constraints to address. Leadership-readable in under 90 seconds.

Yes — that’s part of the retainer. I attend the key meetings where growth decisions get made, help navigate competing priorities, and provide senior judgment in real time. Meeting scope and frequency are agreed in advance.

That’s expected, not exceptional. The PXL-scored backlog is designed to be re-sorted when new information changes the picture — a product launch, a shift in the ICP, a traffic drop. One of the most valuable parts of ongoing engagement is a senior operator who can rapidly re-prioritize with context, not just react to the latest request.

Give notice 7 days prior to billing. No penalty, no lock-in. Your backlog, all documentation, and program history are yours — the engagement ends cleanly. If you’re pausing rather than stopping, we can pick up later with full context.

VP-level marketing and growth leaders at Series A–C B2B SaaS companies with a roadmap to execute but no dedicated CRO function. Typically teams of 4–10, accountable for pipeline, with 5,000+ monthly sessions and an execution team ready to ship tests.

We start with a Discovery Sprint or Strategy & Roadmap engagement to build the diagnostic baseline and scored backlog, then roll into the retainer. Without a roadmap, there’s no structured basis for prioritization — and without prioritization, the retainer becomes reactive instead of systematic.

No. I provide strategic direction and program leadership — not copy, code, or campaign execution. Your team or existing vendors implement. I tell them what to build and why, review methodology before launch, and interpret results. This keeps the engagement focused on the highest-leverage work.

It depends on the agency’s scope. If they’re handling implementation — building tests, writing copy, running QA — while I guide strategy and prioritization, that model can work. If there are competing prioritization layers, we should clarify ownership before the retainer begins. You shouldn’t be paying for two people to tell your team what to do.

The retainer is most effective for Series A–C SaaS companies — typically 80–250 employees — with enough web traffic (5,000+ monthly sessions) to run a meaningful optimization program. Earlier-stage companies with limited traffic may be better served by a consulting session first.

The fractional model pairs cleanly with a hiring process. While you recruit, I keep the program moving — so your new hire arrives to a tested strategy in motion, a scored backlog to execute from day one, and a track record of results rather than a blank slate.

A freelancer typically handles execution — copy, design, development. The distinction matters: what most teams need isn’t more execution capacity, it’s better prioritization of the execution they already have. A senior operator who diagnoses what’s blocking growth and tells your team what to build next is a different engagement than a freelancer who builds what you tell them to.

Each test cycle feeds the next. Results are documented in a structured test repository — winner, loser, mechanism, learning extracted. Patterns that repeat become principles. Hypotheses in later quarters are better-evidenced than hypotheses in quarter one because the program has a memory. Most teams reset after every cycle. The retainer is how you stop resetting and start compounding.

The most common failure mode is fractional without a system — an advisor who offers opinions but no structured basis for prioritization or accountability. The Fractional Leadership retainer runs The Growth Signal System: a scored backlog, pre-test briefs, results documentation, and monthly reporting. The structure is what makes it work over time, not the hours.