Fractional COO Engagement Options and Scope
Practical engagement formats for installing an operating rhythm that reduces chaos and increases follow-through. This document outlines what is included, what is not, and what each option is designed to achieve.
How these engagements work
The core deliverable is an operating rhythm: clear ownership, documented execution, accountability loops, and a small set of decision-grade metrics. The exact format changes based on urgency, team maturity, and the amount of implementation support you want.
Engagement options
Ops Diagnostic (clarity fast)
Best when the team is busy, priorities are shifting, and you need to identify the constraint and define the plan.
What’s included
- Intake and context review across goals, constraints, current tools, and team structure.
- Workflow mapping for core functions (sales, delivery, support, finance, hiring, or product), focused on handoffs and failure points.
- Constraint identification and operating model recommendation.
- Practical KPI set (few metrics that reflect health and execution).
- 90-day prioritized roadmap with implementation sequence, owners, and cadence.
- Risk list and red flags (where execution will likely break without changes).
Deliverables
- Operating rhythm outline (meetings, agendas, roles, scorecard cadence).
- Backlog of SOPs and systems to build, prioritized by leverage.
- Decision log and next actions with owners.
Not included
- Full SOP library buildout.
- Hands-on execution as a team member to “do the work” inside daily operations.
- UI/UX design or brand work.
30-day Sprint (fix a specific bottleneck)
Best when you have one clear pain point: dropped leads, fulfillment chaos, onboarding gaps, reporting blind spots, or recurring fires.
What’s included
- Define sprint objective and success criteria (what changes in 30 days).
- Implement 1 to 2 high-leverage systems (example: pipeline discipline, follow-up cadence, SOP-driven onboarding).
- Install a lightweight cadence: weekly priority review, issue list, and owner accountability.
- Build a minimal scorecard and review rhythm.
- Training and handoff so the team can run it without constant reminders.
Deliverables
- Sprint plan with milestones and responsibilities.
- System definition (workflow, fields, rules, checklists).
- Operating cadence template (agenda, roles, KPI review cadence).
Not included
- Large-scale re-org or multi-department transformation.
- Complex custom software builds, unless explicitly scoped as a separate project.
- Ongoing management of staff performance as a direct supervisor.
90-day Operating System Install (build durable execution)
Best when the business needs consistent execution, delegation, and measurable weekly progress across multiple areas.
What’s included
- Finalize the operating model (roles, owners, decision rights, escalation paths).
- Install the meeting rhythm: weekly execution, KPI scorecard review, and monthly planning cadence.
- Create core SOPs and checklists for repeatable work, focused on high-frequency processes.
- Implement accountability system: commitments, due dates, visibility, and follow-through loops.
- Build reporting discipline for pipeline and operations so leaders are not guessing.
- Leadership coaching on delegation and operational communication.
Deliverables
- Scorecard with cadence and ownership for each metric.
- SOP starter library and structure for continued expansion.
- Meeting agendas, issue-tracking method, and decision log.
- Quarter plan with priorities, milestones, and owners.
Not included
- Full-time availability, daily standups, or always-on operations coverage.
- Customer service handling or high-volume admin work.
- Graphic design and visual branding deliverables.
Ongoing Cadence (fractional COO retainer)
Best when you want a steady operating rhythm and an outside operator to keep execution tight, metrics honest, and priorities realistic.
What’s included
- Weekly or bi-weekly cadence: priority setting, follow-through review, and constraint management.
- KPI review rhythm: keep scorecards accurate, interpret trends, and adjust execution.
- Process improvement pipeline: continuously build SOPs and remove friction.
- Leadership enablement: delegation, meeting discipline, accountability coaching.
- Project rescue support: make stalled initiatives executable with scope, gates, and momentum.
Deliverables
- Recurring operating reviews with documented decisions and commitments.
- Updated issue list, project list, and owner assignments.
- Incremental SOP library growth with adoption reinforcement.
Not included
- Replacing a full-time COO.
- Direct management of every function without an internal leader.
- AI-integration-for-hire services.
If you need a format in between, the most common hybrid is: Ops Diagnostic, then a 30-day Sprint, then 90-day install or ongoing cadence.
What I will do versus what I will not do
What I will do
- Turn operational confusion into a clear operating rhythm with owners, cadence, and metrics.
- Build SOP-driven execution so work does not rely on memory or constant supervision.
- Create practical pipeline and follow-up systems that prevent dropped leads.
- Make reporting decision-grade and consistent, without vanity dashboards.
- Stabilize execution during growth or transition periods.
What I will not do
- Graphic design, brand identity work, or UI/UX-heavy initiatives.
- High-volume customer service or repetitive admin task execution.
- Full-time coverage or corporate-style time control.
- AI integration services or building AI features as the engagement focus.
- Work that depends on long, consensus-heavy approvals and slow decision cycles.
What you need on your side
- A single accountable decision-maker for priorities.
- Access to current tools, reports, and team members relevant to the scope.
- Willingness to enforce cadence: meetings, scorecards, and follow-through.
- Openness to process discipline, even when things are busy.
My role is to build the system and help you run it until it becomes normal. Your role is to protect the cadence and keep decisions moving.
Commercial terms (high level)
- Minimum rate: $200/hour, or fixed-fee equivalent for clearly scoped packages.
- Capacity: up to 80 hours per month.
- Work mode: remote, async-first; meetings only where they create leverage.
Final pricing depends on scope, urgency, and meeting cadence. If you want fixed-fee packaging, the scope must be concrete and bounded.
Proven impact
Hard outcomes across revenue, operational scale, and transaction readiness.