Building and scaling a partner program nowadays often starts before a company is ready for a full-time hire. That’s where fractional partnership leadership comes in, a flexible, strategic way to access top-tier expertise without overextending your team or budget. Eleanor Thompson, Founder of Branchworks and a powerhouse in partner-led growth, recently joined us to explain why this model is becoming essential for modern companies.
With over $50M in partner-driven annual recurring revenue (ARR) under her belt, Eleanor has a rare combination of operational expertise and business psychology. Her insights help clarify what fractional leadership really is, when it works best, and how to make it part of your company’s growth engine.
What Is Fractional Partnership Leadership?
Eleanor explains it simply: “Consulting is like building the engine. Fractional leadership is driving the car.” In other words, consulting lays the strategic foundation—analyzing what’s working, what’s not, and defining what needs to be built. Fractional leaders step in after that, executing on the plan with precision and momentum.
Unlike traditional consulting, which often wraps after a strategic review or project, fractional roles continue over time and become embedded in the business. They are hands-on, accountable, and focused on driving measurable outcomes like partner-sourced revenue or program scalability.
When Should You Bring In a Fractional Partnerships Leader?
Not every company is ready to hire a full-time Head of Partnerships. According to Eleanor, the sweet spot for fractional support is when you’ve hit product-market fit, have a few salespeople, and are starting to see real traction, but you don’t yet have a dedicated partnerships resource. This is often around the 25 to 50 employee mark.
At this stage, someone on the team (usually sales, customer success, or even the CEO) is dabbling in partnerships. That’s the moment to bring in an expert who can build your partner foundation and generate momentum, without the cost and commitment of a senior full-time hire.
For larger or later-stage companies, fractional leaders can still play a critical role. They might lead a specific strategic initiative, coach internal partner managers, or help the C-suite shape the long-term vision for partnerships.
What Kind of Companies Benefit Most?
High-growth startups and scaleups are ideal candidates. These businesses need to move quickly and can’t afford to get bogged down with hiring cycles or onboarding delays. Fractional leaders bring both expertise and speed. They’ve done this before. They don’t need hand-holding. And they know how to generate revenue fast—often in ways that surprise the internal team.
Plus, there’s a built-in cost benefit. Fractional professionals bring senior-level insights for a fraction of the cost. There's no need to budget for benefits, equipment, or long-term employment risk. Yet, the results often rival or exceed what a full-time hire could deliver in the same period.
How Long Does It Take to See Results?
Partnerships aren’t overnight magic. Eleanor is crystal clear on this: “Six months. That’s the minimum.” While you might see early signs of success in the first few months, real revenue impact and process maturity take time. That’s why setting expectations upfront is so important.
Every engagement she runs begins with a clear scope and defined milestones. What are we trying to achieve? What does success look like? Who’s involved? These are the questions that drive value and alignment. Treating fractional leaders like true members of your team, inviting them to offsites, key meetings, and internal briefings—makes a huge difference.
Structuring the Engagement for Maximum Value
Start with strategy. Align on your goals. Decide what success means—whether that’s onboarding 10 new partners, building a partner portal, or closing $100K in partner-sourced deals.
Then define how you’ll work together. Weekly check-ins? Access to internal systems? Inclusion in company all-hands? Eleanor emphasizes that partnerships is the most cross-functional role in the business. So the more integrated your fractional leader is, the more they’ll contribute to overall momentum.
The Unique Value Fractional Leaders Bring
Fractional leaders aren’t just experts on Day 1. Because they often work with multiple clients across different industries and regions, they bring an accelerated learning curve. They’re constantly seeing new patterns, challenges, and best practices. That means your company benefits from knowledge you might not otherwise access.
It’s like having a window into how high-performing partner programs operate, without the trial and error. And unlike junior hires, fractional leaders don’t need training wheels. They jump in, collaborate across departments, and start executing immediately.
Advice for Aspiring Fractional Professionals
For those considering the leap into fractional work, Eleanor offers practical guidance. First, be honest about whether this path fits your lifestyle and goals. It’s challenging but deeply rewarding. Once you’re in, never stop learning. Join partnerships communities, stay curious, and don’t be afraid to ask for help. There’s enough opportunity for everyone, and collaboration beats competition every time.
Making Leadership More Inclusive
Eleanor also shared a powerful reminder about women in leadership. “Don’t feel pressured to climb the ladder just because it’s there. Do it if you want to, but it’s also OK if you don’t.” That kind of grounded encouragement is what makes her a standout leader in the field.
At Kiflo, we believe partnerships are about connection, growth, and shared success. Eleanor’s work exemplifies that spirit, and her insights are invaluable for anyone looking to build a more scalable, profitable partner program.
