Join The Roster

The Executive Sandbox.

We handle the business development, contracts, and collections. You focus on what you do best: high-leverage execution.

The Sandbox Model

Zero administrative friction.

You are responsible for

  • ✓Delivering at the level this roster represents.
  • ✓Logging your hours accurately.
  • ✓Participating in the monthly internal sync that keeps you connected to the LaaS knowledge base.
  • ✓Treating every client engagement as a reflection of the collective.

You are not responsible for

  • —Finding clients.
  • —Negotiating your own rate.
  • —Chasing invoices.
  • —Managing the relationship layer above your work.
  • —Absorbing scope creep without additional compensation.

The Roster

We work exclusively with senior executives who have held or are qualified for C-suite and VP-level roles — CISOs, CXOs, CCOs, CHROs, CTOs, COOs, and General Counsel.

When you join, you aren't isolated. You become part of a vetted network of peers. If a client engagement requires a complementary skillset outside your wheelhouse, you tap the network. You are never operating alone.

Requirement: We ask for a minimum of six hours per week of availability. Many of our executives carry these engagements alongside existing roles or advisory work.

The Vetting Reality

Most platforms will take anyone with a VP title and a LinkedIn profile. We don't.

Getting onto the LaaS roster is a multi-stage process designed to be genuinely hard to pass. Not as a hazing ritual — but because the executives we place are representing client organizations at the senior leadership level. The bar has to reflect that.

Résumé Review

You submit your résumé. No personal statement, no positioning narrative. Just your record. Our team scores it against a defined set of criteria: the caliber of organizations you've operated in, the complexity of challenges you've owned, the seniority and scope of your roles. This is scored on a structured rubric. If your résumé doesn't clear the threshold, we tell you directly.

Targeted Cover Letter

If your résumé clears Stage 1, we ask you to write a cover letter answering specific questions. These are designed to surface how you think, how you operate under pressure, and what kind of executive challenges you're best suited for. These responses are scored against a second rubric. Your Stage 1 and Stage 2 scores are averaged to determine if you're invited to interview.

At this stage, we'll also ask you to self-identify against a set of executive archetypes. It's useful signal that starts a conversation about where you do your best work.

Interview

The interview is both an evaluation and a calibration. We're assessing capability, communication style, and operating judgment — the things a résumé and cover letter can't fully reveal. We're also beginning the archetype mapping process in earnest: understanding not just what you've done, but how you work, what conditions you thrive in, and what kinds of clients and challenges bring out your best.

Archetype Mapping

Being accepted into the talent pool isn't the end of the process — it's the beginning of a more nuanced one. Through structured conversations after you join, we refine your executive archetype profile. This isn't a label we put on you. It's a working model we build with you, based on your history, your self-knowledge, and what we learn as we start matching you to clients. It's what ensures that when we place you, it's a match worth taking.

The acceptance rate is low.
That’s intentional.

The value of being on this roster depends on it.

The Economics

You do the work. We handle everything else.

Business development, client contracts, invoicing, collections, account management. Not your problem.

Your rate is fixed and known before you take any engagement.

When we match you to a client, you know exactly what you're earning per hour before you commit. There are no negotiation games, no variable rates depending on how the client feels about the invoice. The rate is set. You agree to it. You work.

You are paid on a short, fixed cycle — regardless of when the client pays.

We absorb client payment timing on our end. Your payment isn't contingent on whether the client has processed their invoice. We commit to a Net-15 payment cycle from the close of each billing period. That kind of predictability is rare in fractional work, and we treat it as a structural commitment, not a courtesy.

You control your capacity.

You set how many hours per week you're available. We match you accordingly. If your availability changes, you tell us. We don't overcommit your time or pressure you to absorb scope beyond what you've agreed to. When a client's needs grow beyond contracted hours, that's a conversation we have with the client — not pressure we put on you.

The model only works if the executives on it are exceptional and paid like it.
That’s the deal.

How It Works

01

The Match

When a vetted client engagement matches your specific capability profile, we introduce you and confirm the fit.

02

The Execution

You drop in and begin solving the problem. Our account team manages the client relationship wrapper so you can focus.

03

The Payout

Log your hours through our platform. Compensation is prompt, predictable, and managed entirely by us.

Who This Is Not For.

  • Traditional W2 Seekers

    If you are looking for a place to hide in a corporate hierarchy with a predictable 9-to-5, this is the wrong model.

  • Pure Theorists

    If you prefer drawing 2x2 matrices over actually implementing the structural changes required, you won't survive the roster.

  • Context-Rigid Operators

    Our clients move fast and have complex, idiosyncratic problems. If you cannot rapidly context-switch between different organizations, this isn't a fit.

Logistics & Details

We make the match. You won't browse a client list or bid for engagements. When we identify a fit between your archetype, experience, and a client's needs, we bring it to you before confirming. You can decline. But we do the sourcing, the evaluation, and the recommendation. That's the job we're doing on your behalf so you don't have to.

Tell us. We have a parallel check-in process with every executive on every active engagement, monthly at minimum, specifically so you have a direct line to raise concerns before they become problems. If a client is creating unreasonable demands, moving the goalposts, or making the engagement untenable, that's information we need and act on. You won't be left to manage a bad situation alone.

That depends on your availability and your archetype. Some executives run one deep engagement at six to eight hours per week. Others carry two or three lighter ones. We won't place you beyond what you've committed to, and we won't pressure you to absorb more when a client's needs expand. That conversation happens with the client, not with you.

Your archetype is a matching tool, not a box. It reflects where you've historically done your best work: Scale Architect, Turnaround Specialist, Stabilizer, and others. It's what we use to make placements that are worth your time. It's built with you through the intake process and refined over time. If your archetype evolves, so does your profile. It exists to get you better engagements, not to restrict what you're considered for.

Ready to Join the Roster?

If you are excellent at what you do and want the flexibility of fractional engagement without the volatility of building your own practice, we should talk.