Fractional and interim CFOs: bridging leadership gaps and strengthening finance teams

At Brewer Morris, we continue to see rising demand for fractional and interim CFO talent, particularly among growing businesses, SMEs and early-stage start-ups. What was once considered a short-term fix, used to cover parental leave, unexpected departures or transitional periods, has evolved into a strategic solution for organisations looking to strengthen their finance function and scale up effectively.

Today, fractional and interim CFOs are not just filling gaps. They are actively shaping financial strategy, embedding themselves into the day-to-day operations, and delivering long-term value. For many business owners, especially those navigating rapid growth, financial challenges or preparing for fundraising, fractional CFO services offer a cost-effective way to access senior financial expertise without the commitment of a full-time hire.

Fractional versus interim: more than just temporary cover

While both fractional and interim CFOs operate outside the traditional full-time model, their roles are distinct. Interim CFOs typically step in during periods of transition, offering stability and continuity. Fractional CFOs, on the other hand, often work on a part-time basis or project basis, embedding themselves into the business to deliver strategic outcomes over a longer horizon.

Unlike external consultants, fractional CFOs become part of the leadership team. They guide financial planning, mentor internal talent and support decision-making alongside senior stakeholders. Their impact is felt not just in boardrooms, but across the wider finance function, bringing clarity, confidence and cohesion.

Unlocking the strategic value of fractional CFOs

The benefits of fractional and interim CFOs go far beyond operational continuity. When deployed effectively, they can be instrumental in driving transformation, enhancing team performance and preparing the business for future leadership.

Succession planning with purpose

Succession planning is no longer a reactive exercise. It is a proactive strategy. A fractional CFO can provide leadership continuity while internal talent is being developed, or a permanent hire is being sourced. More importantly, they can help identify and address gaps in the skillset of future leaders.

For example, if your internal successor excels in operational finance but lacks exposure to financial forecasting, investor relations or due diligence, a fractional CFO with hands-on industry experience can mentor and upskill them. This approach ensures that when the baton is passed, the incoming leader is fully equipped to succeed in the CFO role.

Enhancing retention and team engagement

Finance teams today are under immense pressure, from regulatory changes to digital transformation. Burnout is a real risk, and retaining top talent requires more than competitive compensation. Fractional CFOs often bring with them a wealth of experience in team dynamics, communication and performance management.

By balancing workloads, setting clear expectations and fostering a culture of collaboration, they can reduce turnover and improve morale. When hired with intention, they become champions of the team, motivating, mentoring and aligning everyone to a shared vision.

A fresh perspective on financial management

One of the most valuable contributions a fractional CFO can make is a fresh, unbiased perspective. They are not bound by legacy systems or internal politics, which allows them to assess the finance function with clarity and objectivity.

Whether it is improving financial reporting, building financial models, or introducing scalable systems for cash flow management, fractional CFOs can drive continuous improvement. Crucially, they ensure that these initiatives are underway before a permanent successor step in, setting them up for success from day one.

This is particularly valuable for start-ups and early-stage businesses, where finance infrastructure is often still evolving. A fractional CFO can help build robust financial planning frameworks, streamline reporting processes, implement effective pricing strategies and prepare the business for future investment or exit strategies.

Why partnering with a specialist recruitment firm matters

At Brewer Morris, we believe that the success of a fractional or interim hire depends on more than just technical capability. It is about cultural fit, leadership style and strategic alignment. That is where a specialist recruitment partner adds real value.

• Access to proven talent: we maintain a curated network of experienced CFOs and finance professionals with a track record of success in similar transitions. Whether you need someone to lead a turnaround, support fundraising, manage mergers or mentor a rising star, we can connect you with professionals who have done it before, and done it well.
• Seamless integration: cultural alignment is critical. A Chief Financial Officer who thrives in a fast-paced, entrepreneurial environment may struggle in a more structured, corporate setting. We take the time to understand your team’s values, pace and style, ensuring that the hire integrates seamlessly and adds value from day one.
• Clarity of scope and intent: fractional and interim hires can serve many purposes, including stabilisation, mentorship, project delivery or strategic planning. We help you define the scope clearly, so expectations are aligned, deliverables are understood and the engagement is set up for success.
• Support through transition: onboarding a fractional CFO is not just about handing over a laptop and login credentials. It is about ensuring the team understands their role, embraces their leadership and engages with their vision. We support this transition by facilitating introductions, setting expectations and ensuring buy-in across the business.
• The risks of going it alone: while the benefits of fractional hiring are clear, the risks of a misstep can be significant, especially without the guidance of a strategic recruitment partner.
• Availability over fit: in a rush to fill a gap, organisations may settle for whoever is available rather than who is best suited. This often leads to poor alignment, limited impact and a missed opportunity to drive real change.
• Misaligned expectations: without clear scoping and vetting, misunderstandings around time commitment, deliverables and leadership style can quickly erode trust. What was meant to be a strategic hire becomes a source of friction.
• Costly delays and disruption: a slow or mismanaged hiring process can leave leadership gaps unaddressed, destabilising teams, increasing the risk of burnout and undermining performance. In today’s fast-moving environment, speed and precision are essential.

Looking ahead: a strategic approach to financial leadership

Fractional and interim CFOs are no longer just a reactive solution. They are a proactive strategy. They offer flexibility, strategic insight and financial leadership, without the long-term commitment of a full-time CFO. For SMEs, start-ups and scale-ups, fractional CFO services provide access to senior leadership at a fraction of the cost of a full-time hire.

Whether you are navigating succession, managing risk, building financial models, or preparing for fundraising, a part-time CFO can help you align your financial goals with your broader business needs. They bring the experience, insight and leadership required to drive profitability, improve decision-making and support long-term growth.

At Brewer Morris, we are proud to partner with organisations across sectors to deliver finance leadership that drives transformation, strengthens teams and prepares the business for what comes next. Whether you are building your in-house finance function, upgrading from a bookkeeper, or seeking support with forecasting, risk management and strategic guidance, we are here to help you find the right finance professional at the right time.