An operator in
your corner.
Without the full-time salary.
A full-time COO at a growing plumbing or field service company costs $200K–$350K in salary alone, before equity, benefits, and the time it takes to find and onboard the right person. A fractional COO gives you executive-level operational leadership embedded in your business at a fraction of that cost, without the permanent overhead.
This is not a monthly check-in. This is an ongoing operational partnership, attending key meetings, holding leadership accountability, and helping you build the infrastructure your next stage requires.
- Ongoing operational leadership across dispatch, hiring, and margin
- Typically structured as a monthly retainer
- Minimum 3-month commitment
- Both advisors available depending on needs
Fractional COO vs.
the alternatives.
Most plumbing and field service owners are choosing between a few options. Here's how they actually stack up.
| Fractional COO | Full-Time COO | |
|---|---|---|
| Annual cost | Fraction of full-time | $200K–$350K+ |
| Time to start | Days | 3–6 months |
| Embedded in operations | ✓ | ✓ |
| Pattern recognition across companies | ✓ | ✕ |
| Two senior operators vs. one | ✓ | ✕ |
| No equity required | ✓ | ✕ |
| Built to reduce dependency | ✓ | ✕ |
What ongoing advisory
actually means.
Embedded operational leadership
We attend your key leadership meetings, act as a decision-making partner, and hold accountability across your organization, not as an outside advisor watching from a distance.
Strategic and tactical, both
We operate at the level the problem requires. Some weeks that's a board-level strategic conversation. Others it's getting in the weeds on a specific process breakdown.
Organizational infrastructure
We help you build the systems, processes, and team structures your next stage requires, before the absence of them becomes a crisis.
Leadership team development
We work directly with your existing leaders to close skill gaps, improve cross-functional communication, and increase their ability to operate without the owner in the room.
Hiring and onboarding support
Scoping key roles, evaluating candidates, and building onboarding frameworks for leadership hires that actually set people up to succeed.
Built to transfer
We are explicit from day one that our goal is to make ourselves unnecessary. Every system we build, every framework we introduce, it's designed to run without us.
Pricing is built around
what you actually need.
We don't have a standard retainer tier sheet. Engagements are scoped based on depth of involvement, hours per month, and duration. Most retainers are structured monthly with a minimum three-month commitment.
Let's talk about
what's in the way.
A fractional COO partnership is our deepest engagement, but the first step is simple. Just the essentials, so the first conversation is useful. No ten-minute intake, no interrogation.