How to Find a Fractional CTO: Checklist & Guide [2025]

You need senior technology leadership but don't want (or can't afford) a full-time CTO. A fractional CTO is the answer—but where do you actually find one who's right for your company?

This isn't like posting on job boards. Most fractional CTOs don't apply for roles. They operate through networks, referrals, and reputation. Finding the right one requires knowing where to look and how to evaluate what you find.

Fractional CTO = A senior technology executive who works with multiple companies on a part-time basis (typically 1-4 days per week), providing strategic leadership, architecture guidance, and team development without the full-time cost or commitment.

Quick Answer

To find a fractional CTO: (1) start with warm referrals from founders and investors, (2) search specialist marketplaces and LinkedIn, (3) use the 10-point selection checklist below to vet candidates, (4) conduct screening calls using the 10 questions provided, and (5) watch for the 10 red flags that indicate poor fit. Budget 2-4 weeks for the search process.

Who This Guide Is For (And Who It's Not For)

This guide is for you if:

You're a founder/CEO seeking part-time senior tech leadership
You've decided you need a fractional CTO but don't know where to start
You want a structured process to find and evaluate candidates
You're in the UK or Europe (though principles apply globally)

This guide is NOT for you if:

You need a full-time CTO (different search process)
You're looking for a developer or contractor
You haven't yet determined whether you need fractional, interim, or full-time (read fractional CTO vs interim CTO first)

Where to Find a Fractional CTO

Sourcing Channels Comparison

Source	Quality	Speed	Cost	Best For
Founder/investor referrals	High	Slow (1-3 weeks)	Free	Pre-vetted, trusted candidates
CTO/founder communities	High	Medium (1-2 weeks)	Free	Active practitioners
Specialist marketplaces	Medium-High	Fast (days)	Platform fees	Structured vetting
LinkedIn direct outreach	Variable	Fast (days)	Free	Large candidate pool
Fractional executive firms	Medium-High	Fast (days)	15-30% markup	Convenience, contract handling
Agencies	Variable	Fast (days)	Variable	Bundled services
Executive search firms	High	Slow (4-8 weeks)	20-30% of engagement	Larger engagements

1. Networks and Referrals (Start Here)

The highest-quality fractional CTOs are found through warm introductions. They're rarely actively looking—they're booked through reputation.

Where to ask:

Other founders (especially those one stage ahead of you)
Your investors (VCs and angels see fractional CTOs across portfolio)
Board members and advisors
Accelerator alumni networks (YC, Techstars, Seedcamp)
Technical advisors you already know

Pro tip: Ask specifically: "Who's the best fractional CTO you've personally worked with or seen work with a portfolio company?" Generic asks get generic answers.

2. CTO and Founder Communities

Active communities where fractional CTOs participate:

CTO Craft — Senior technology leadership community
Rands Leadership Slack — Engineering leadership (40,000+ members)
London CTO — UK-focused tech leadership network
Plato — Engineering leadership mentorship platform
Chief — Executive network (for intros to fractional executives)

Pro tip: Don't post "looking for fractional CTO." Instead, engage with the community, then ask for recommendations via DM to respected members.

3. Specialist Marketplaces

Platforms that vet and match fractional executives:

Toptal — Rigorous vetting, premium positioning
Expert360 — Strong UK/Europe presence
Catalant — Enterprise-oriented
FoundersList — Startup-focused network
Fraction — Dedicated fractional executive platform

Pro tip: Platform vetting varies. Always conduct your own evaluation regardless of platform claims.

4. LinkedIn Direct Search

Search terms that work:

"fractional CTO" + [your city/region]
"part-time CTO" + [your industry]
"CTO advisor" + "startups"

What to look for in profiles:

Clear description of fractional practice (not just "open to opportunities")
Active content about technology leadership
Recommendations from founder clients
Actual CTO experience (not "acted as" or "equivalent to")

5. Fractional Executive Firms vs Independent Fractional CTOs

Factor	Independent Fractional CTO	Fractional Exec Firm
Cost	Direct rate (£800-£2,000/day)	Marked up 15-30%
Vetting	Your responsibility	Pre-screened
Flexibility	Negotiate directly	Standardised terms
Backup coverage	None (unless arranged)	Usually available
Contract handling	Direct with CTO	Firm handles
Relationship	Direct	Through firm

When to use a firm: You're time-constrained, need backup coverage, or want contract/compliance handled.

When to go independent: You want lower cost, direct relationship, and are willing to do your own vetting.

The Selection Checklist

Use this 10-point checklist to evaluate every fractional CTO candidate:

Essential Criteria (Must Have All)

Actual CTO experience — Has held the title with P&L or board accountability (not "senior developer who advised")
Relevant stage experience — Has worked with companies at your stage (±1 level)
Verifiable outcomes — Can cite specific, measurable results from past engagements
Availability alignment — Has genuine capacity for your required time commitment
Communication clarity — Explains technical concepts clearly to non-technical stakeholders

Preferred Criteria (Aim for 3+)

Industry experience — Has worked in your sector or adjacent sectors
Similar challenge experience — Has solved problems like yours before
Founder references — Can connect you with founders they've worked with
Active learning — Demonstrates ongoing engagement with technology trends
Cultural fit signals — Working style aligns with your team and values

Scoring Guide

8-10 checkboxes: Strong candidate, proceed to engagement discussion
6-7 checkboxes: Potential fit, investigate gaps carefully
5 or fewer: Likely not the right match, continue search

Screening Call Script: 10 Essential Questions

Use these questions in your first 30-minute screening call:

Experience Questions (5 min each)

1. "Walk me through your CTO experience. What companies, what stages, what outcomes?"

Listen for: Specific details, board interaction, team sizes, measurable results
Red flag: Vague descriptions, no metrics, "consulting" positioned as CTO work

2. "Describe a situation where your technical decision directly impacted business outcomes."

Listen for: Clear cause-effect, business metrics, trade-off reasoning
Red flag: Only technical metrics, no business context

3. "Tell me about a time you inherited a technical mess. What did you do in the first 30 days?"

Listen for: Diagnostic approach, prioritisation framework, quick wins
Red flag: Jumped to solutions, blamed previous team

Approach Questions (3 min each)

4. "How do you typically structure your first month with a new client?"

Listen for: Clear methodology, stakeholder focus, documented approach
Red flag: "It depends" without framework, no discovery process

5. "How many clients are you currently working with? How do you manage availability?"

Listen for: Honest disclosure, clear boundaries, emergency protocols
Red flag: Evasive about workload, over-promising availability

6. "What happens if we have an urgent production issue on a day you're with another client?"

Listen for: Clear escalation protocol, realistic commitments
Red flag: Promises to always be available (unrealistic)

Fit Questions (3 min each)

7. "What type of company or founder do you work best with?"

Listen for: Self-awareness, specific examples, honest about limitations
Red flag: "I work well with everyone" (no self-awareness)

8. "What would make you NOT a good fit for us?"

Listen for: Genuine self-reflection, identifies potential mismatches
Red flag: Can't name anything, oversells fit

9. "Based on what I've told you, what concerns you about our situation?"

Listen for: Thoughtful assessment, probing questions, early pattern recognition
Red flag: No concerns (hasn't listened), immediately prescribes solutions

10. "What questions do you have for me?"

Listen for: Sharp, probing questions about business, team, challenges
Red flag: Only asks about logistics, no curiosity about your situation

Red Flags: 10 Warning Signs to Watch For

Critical Red Flags (Walk Away)

No verifiable CTO experience — "Acted as" or "equivalent to" CTO doesn't count. Real CTOs have held the title with accountability.
Can't name specific outcomes — "Improved their architecture" without metrics or specifics suggests they weren't actually responsible.
Won't provide founder references — Confidential client names are fine; no references at all is disqualifying.
Desperate for the work — Good fractional CTOs are busy. Immediate availability with unlimited time signals low demand for a reason.
Prescribes solutions before assessment — "You should use microservices" or "Move to Kubernetes" before understanding your context shows shallow thinking.

Serious Red Flags (Proceed with Caution)

No learning about failures — Every experienced CTO has failed. If they only discuss wins, they lack self-awareness or are hiding something.
Technology over business — CTOs who can't connect technical decisions to business outcomes won't be effective leaders.
One-size-fits-all approach — Identical methodology for 5-person seed startup and 50-person Series B indicates selling frameworks, not thinking.
Dismisses your current team — Contempt for past decisions signals poor collaboration skills.
Overpromises on time/results — "I'll fix your technical debt in 3 months" without seeing the codebase is fantasy.

Decision Rubric: Candidate Scorecard

Use this scorecard to compare candidates objectively:

Criteria	Weight	Candidate A	Candidate B	Candidate C
CTO Experience (years, roles)	20%	/10	/10	/10
Stage Relevance	15%	/10	/10	/10
Outcome Track Record	20%	/10	/10	/10
Communication Clarity	15%	/10	/10	/10
Availability Fit	10%	/10	/10	/10
Industry Experience	10%	/10	/10	/10
Cultural Alignment	10%	/10	/10	/10
Weighted Total	100%	/10	/10	/10

Interpretation:

8.0+ = Strong recommendation to proceed
6.5-7.9 = Solid candidate, verify any gaps
5.0-6.4 = Concerns, consider alternatives
Below 5.0 = Not recommended

Outreach Email Template

Use this template when reaching out to potential fractional CTOs:

Subject: Fractional CTO opportunity - [Your Company] ([Stage], [Industry])

Hi [Name],

I'm [Your Name], CEO of [Company]. We're a [stage] [industry] company
with [team size] engineers, and we're looking for fractional CTO support.

We need help with:
- [Primary need #1]
- [Primary need #2]
- [Primary need #3]

Time commitment: [X] days per month
Timeline: Looking to start within [timeframe]

Your background in [specific relevant experience] caught my attention,
particularly [specific accomplishment or content].

Would you be open to a 20-minute call to explore fit?

Best,
[Your Name]

P.S. [Optional: referral source or mutual connection]

Next Steps After Finding Candidates

Once you've identified 2-3 strong candidates:

Conduct deep-dive interviews (60-90 minutes) — See how to hire a fractional CTO for comprehensive interview questions
Check references — Talk to 2-3 founders from recent engagements
Consider a trial project — A defined 2-4 week engagement before ongoing commitment
Review fractional CTO pricing — Understand rate ranges and engagement models
Align on scope — Document expectations, deliverables, and success metrics

Ready to Shortcut the Search?

If you're looking for fractional CTO support for your UK or European company, I'd be happy to assess whether we're a good fit.

Send me your tech stack and top 3 business goals. I'll reply within 48 hours with:

Initial assessment of your situation
Whether fractional CTO support makes sense
What the first 30 days might look like

No pitch, no obligation. Just an honest evaluation of whether I can help.

Book a 20-minute discovery call or email your details directly.

Frequently Asked Questions

How long does it take to find a fractional CTO?

Typically 2-4 weeks if you follow a structured process. Rushing leads to poor fits; taking too long means you're being too selective. Set a deadline of 30 days max.

Should I talk to multiple candidates or just one?

Always evaluate at least 2-3 candidates. Even if the first seems perfect, comparison improves your assessment and negotiating position.

What if I can't find a fractional CTO through referrals?

LinkedIn direct outreach works well. Search "fractional CTO" + your location, filter for people with actual CTO experience, and reach out directly. Expect 20-30% response rates.

How do I know if someone is a "real" fractional CTO vs a consultant?

Real fractional CTOs have held the CTO title with accountability—budget ownership, board reporting, hiring/firing authority. Consultants who "advise CTOs" have different experience.

What's the difference between a fractional CTO and a virtual CTO?

Terms are often used interchangeably. "Virtual CTO" sometimes implies fully remote engagement. The key question is the same: what's their actual CTO experience?

Should I use a fractional CTO firm or find an independent?

Firms offer convenience (vetting, contracts, backup coverage) but cost 15-30% more. Independent gives lower cost and direct relationship but requires your own vetting. See the comparison table above.

How do I evaluate a fractional CTO with no previous fractional experience?

Prior fractional experience isn't required—prior CTO experience is. Many excellent fractional CTOs transition from full-time roles. Evaluate their CTO track record and ability to work across multiple contexts.

What if my needs are very specialised (AI, fintech, healthtech)?

Domain expertise matters but isn't always essential. A strong general CTO can learn your domain; deep domain knowledge without CTO experience is less valuable. Prioritise CTO fundamentals first, domain second.