Transitioning from a permanent, full-time employee to a fractional executive can be a big jump. In this article, we’re breaking down the mindset shifts required to make the move.
As the fractional and interim career paths become increasingly popular, we’re exploring how more people can take advantage of what it has to offer. In our latest ‘How to become an interim or fractional leader’ event, Taylor Nash brought together a panel of marketing leaders to discuss their career journeys into consultancy, interim or fractional work.
This article recounts the key takeaways from:
- Camilla Craven, Fractional CMO and Brand Strategist with more than 15 years of experience over 90 brands and 20 countries.
- Claire Taylor-Harris, Marketing Consultant with over 20 years of experience in health, social care and not-for-profit organisations.
- Mays Elansari, Marketing and Brand Director who has recently stepped into the world of interim.
Together, they shared:
- Why pursue interim or fractional leadership roles
- Interim and fractional as a deliberate choice
- The identity shift
Why pursue interim or fractional leadership roles?
Fractional and interim leadership roles have had a significant impact on the world of work. The employment models give companies of all shapes and sizes the flexibility to engage strategic leadership in a cost-effective way.
Meanwhile, Chief Marketing Officers are able to build a more varied career whilst improving the balance between their working and personal lives. It's no surprise to see so many looking to explore interim and fractional careers.
Interim and fractional work as a deliberate career choice
Many marketing leaders have entered interim or fractional work following moments of disruption in their careers. Early results of our 2026 Annual Pay & Hiring Survey revealed that 68% of surveyed interim, freelance, or fractional professionals have been contracting for less than 3 years. Many informed us this was due to redundancy from their permanent, full-time role.
However, our panelists shared the importance of consistently reframing the career move as a conscious decision, not a compromise.
How you arrive versus how you remain
For some, the move to interim or fractional began with an external trigger (restructuring, redundancy, or organisational change), but what matters is what followed.
Once exposed to interim or fractional work, the speakers described actively choosing to stay because it better matched their professional goals, personal circumstances, and desired way of working.
“For me was it didn't instinctively feel as natural, but actually, the big thing for me was I embraced it.”
This mindset shift is important. It reframes interim and fractional work away from being reactive or short-term, and towards being a purposeful career direction.
Modern careers are not linear
The panel strongly challenged the idea of a single, upward career ladder. Moving between permanent, interim, fractional and consultancy roles is now increasingly common, particularly at senior levels.
Rather than seeing these moves as instability, the speakers described them as strategic responses to different life stages, energy levels, and professional goals.
There are a wide variety of benefits to pursuing interim or fractional marketing leadership roles. A key factor is the ability to exert more control over your career.
Embracing the identity shift
One of the biggest and often underestimated shifts discussed by the panel was the move away from being defined by a job title, team size or hierarchal position. In interim and fractional work, credibility no longer comes from where you sit on an org chart, but from the value you can create quickly.
“You come in, you either identify the problem or you’re given a problem to solve… and you very quickly identify the roots, the barriers, the challenges.”
The focus shifts from who you are in the organisation to what you can deliver for it.
Influence without authority
It is a challenge and a skill to be able to operate with high influence but limited formal authority. Fractional and interim leaders are often expected to drive change without directly managing teams or owning long-term outcomes.
This requires confidence, emotional intelligence, and the ability to bring people with you quickly.
It can be difficult. This can feel isolating if you’re accustomed to culture and loyalty over years, rather than months.
The change in value
The way that you are valued by an organisation is one of the biggest changes you will experience. Ultimately, interim and fractional professionals are judged on impact and not longevity. Success is measured by momentum created, clarity delivered or problems solved.
You might feel like you no longer ‘belong’ to a single organisation, but contribute to many. This can be both liberating and confronting.
Redefining confidence and self-belief
Confidence in interim or fractional work looks different from confidence in permanent roles. It is quieter, more grounded, and rooted in self-trust rather than validation from structure.
The ability to say...
- This is where I add value
- This is not my lane
- This work no longer needs me
...is a mark of seniority.
Navigating your new career path
The shift between permanent and interim is certainly not simple, but does offer a wealth of benefits for senior marketing leaders looking to build a portfolio career. Surrounding yourself with fellow interim executives can make all the difference when navigating this change. That's why we host 3Search Events.
About 3Search Events
Committed to delivering the best contract recruitment experience you will ever have, we deliver an extensive events calendar to ensure you continue developing your skills, career and business in the right way.
We want to extend a huge thank you to our panelists for joining us at this panel event. If you’d like to join us at our next one, keep an eye on our events calendar.
