Services / Advisory
A senior revenue operator inside your business, accountable for the number, at a fraction of what the equivalent hire would cost.
There is a band most companies pass through where the revenue function has outgrown the founder but cannot yet justify a full-time executive. Pipeline is inconsistent, sales and marketing are pulling in different directions, and nobody owns the number from first touch to recognised revenue. Hiring for it means a large fixed commitment made at exactly the moment you have the least clarity about what you actually need.
A senior revenue or GTM hire costs $160K–$200K per year. A Grand Oak engagement typically runs at under 25% of that annual cost, scoped to a defined outcome with no long-term overhead.
What you get is not an advisor who sends a deck and books a monthly call. You get a named Grand Oak lead embedded in the business: in your pipeline reviews, in your CRM, in front of your team. They own the forecast, set the operating cadence, fix what is structurally broken, and answer for the result.
We scope before we engage. A scoping period of up to ninety days can precede a full engagement, and everything is defined before it starts: scope, named lead, timeline, outcome. We would rather tell you during scoping that the engagement is wrong for you than six months into it.
The exit is part of the design. The point of fractional leadership is to build a revenue function that stops needing it, and to hand a permanent hire a working system instead of a mess to unpick. We do not consider the work done until the numbers have moved.
What is covered
of the annual cost of the equivalent senior in-house hire, scoped to a defined outcome with no long-term overhead.
When It Fits
Growth has plateaued and nobody owns why
Revenue is flat or lumpy, each function can point at another one, and no single person has both the authority and the visibility to say what is actually wrong. A fractional lead takes that ownership on day one rather than after a six-month search.
Between revenue leaders
A CRO or VP has left and the search will take months. The gap is where forecast discipline decays and good people start leaving. We hold the function together and hand it over intact.
Preparing for a raise or an exit
Diligence will test whether your numbers hold. Getting the pipeline, forecast and reporting defensible before anyone asks is considerably cheaper than explaining them afterwards.
Not ready for the full-time cost
You need the seniority now and the headcount later. This gives you the first without committing to the second before the shape of the role is clear.
How It Works
We sit with you and account for the real state of the revenue function before committing to anything. Scope, named lead, timeline and outcome are agreed in writing. A scoping period of up to ninety days can precede a full engagement.
Your named lead joins the operating rhythm: pipeline reviews, forecast calls, leadership meetings. They work inside your systems rather than alongside them, and the team knows who they are within the first week.
They own the forecast and the operating cadence, and rebuild what is structurally broken underneath it. Where the fix needs specialist work, we bring in the operator who does that and the lead stays accountable for the outcome.
We help write the brief for the permanent hire, support the interviews, and hand over a documented, running function. The engagement is designed to end.
Tell us what the revenue function looks like today and what is not getting owned. We will scope the engagement and come back with a named lead and a defined outcome, before anything begins.
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