Is your SME growing faster than your management team?
Ho Chi Minh City SMEs are winning bigger customers before they have the senior team to serve them. We find, vet and match experienced executives who embed part time and lead the functions growth depends on: executive search, done fractionally.
Why a full-time C-suite is hard for a Saigon SME
A permanent CFO, COO or CMO looks like the answer, but for most growing SMEs in the city it is not yet realistic:
The package is heavy
A senior permanent hire in Ho Chi Minh City carries a large salary plus contributions and bonuses, a fixed cost that arrives before the growth it is meant to support.
The right person is hard to find
Experienced managers are scarce, multinationals compete for them, and senior roles can stay open for months.
Mistakes are costly
A senior hire who does not fit sets the company back by months, at exactly the moment it is trying to move fastest.
Part-time is often enough
Most SMEs need two or three days a week of senior leadership in a function, not a full week, at least for now.
A fractional executive is a seasoned C-suite leader who works in your company on a defined, part-time basis, takes the decisions in their function and is accountable for them, while the business grows into the permanent team it will need.
Who this is for, and who it is not
Best for
- Founders carrying a C-suite function themselves with no time left to lead
- Businesses that need senior capability two or three days a week, not five
- A specific gap in finance, operations, marketing, technology or people that is holding growth back
- Teams that cannot yet justify, or afford, a full-time executive salary
- Owners who want an operator accountable for outcomes, not a consultant with a deck
Not for
- A junior or purely execution role a full-time manager should own
- A one-off project an agency could deliver and hand back
- Businesses wanting a figurehead rather than someone who does the work
- A pre-revenue idea with no function yet to lead
Why our model suits a growing SME
We search a curated collective, match with care and keep our governance around every engagement.
We stay involved
We review every engagement against its brief and raise early if it drifts, adjusting the scope with you when the business changes.
Our collective behind them
Your COO can ask a CFO from our collective about the cash impact of a new line; your CMO can learn from an operator who has sold to global brands.
Continuity on our side
If your executive moves on, we hold the brief, run the replacement search and oversee the handover.
Matched for fit
Stage, sector and working style count as much as the CV. A strong executive who cannot keep up with a fast-moving Saigon SME is the wrong match.
What an engagement looks like
From first call to an embedded operator in weeks, not months.
Discovery
We spend time understanding your business: challenges, goals, team dynamics, and what 'success' looks like in 90 days.
Match
We introduce the right fractional executive from our vetted collective. You meet them, ask hard questions, and confirm the fit.
Scoped engagement begins
The engagement launches with a defined scope, clear deliverables, and a structured cadence. Your fractional is embedded, not advisory.
Adapt and evolve
As your business changes, the engagement changes with it. Add hours, shift focus, introduce a second specialist, all without restructuring.
Which executive do you need first?
You do not need to know the answer before you call. Match the problem you feel most to the operator who owns it.
Each fractional role maps to a different SME challenge
Start with the gap that is costing you most, and the roles below show which leader owns it.
Backed by executives who have led at
