What does a fractional VP of Sales actually do?

A fractional VP of Sales works 1 to 3 days per week with your company, running pipeline reviews, coaching individual reps, building sales processes and playbooks, managing CRM and reporting infrastructure, and owning revenue targets alongside your team. They provide the same strategic direction and operational discipline as a full-time VP Sales, delivered part-time.

How much does a fractional VP of Sales cost in Australia?

In Australia, a fractional VP of Sales costs $3,000 to $8,000 per month for 1 to 2 days per week (the most common engagement level). Intensive engagements at 3+ days per week run $10,000 to $15,000 per month. By comparison, a full-time VP Sales costs $300,000 to $400,000+ annually in total compensation including base, variable, and super.

When should I hire a fractional VP Sales instead of a full-time one?

A fractional VP Sales makes sense when your company is at $500K to $5M ARR, your sales team is under 6 to 8 people, you need experienced leadership but cannot justify the cost of a full-time executive, or you want to build the sales function before committing to a permanent hire. Once your team exceeds 8 reps or you are in a rapid scaling phase, transition to full-time.

How many companies does a fractional VP Sales typically work with?

Most fractional VPs work with 2 to 4 companies simultaneously, dedicating 1 to 2 days per week to each. This is one of the benefits of the model: you get a leader with diverse experience across multiple companies and industries, bringing fresh perspectives and best practices from their other engagements.

Can a fractional VP Sales help me hire my sales team?

Yes. Hiring is one of the core deliverables. They define the role requirements, write the job description, screen candidates, participate in interviews, and help design compensation plans. Because they have hired sales reps at multiple companies, they typically have strong networks and calibrated judgment about candidate quality.

What is the difference between a fractional VP Sales and a sales consultant?

A fractional VP Sales embeds in your team and does the work: runs pipeline reviews, coaches reps, makes decisions, and owns outcomes. A sales consultant provides advice, frameworks, and recommendations, then you implement. If you need someone to build and lead, hire fractional. If you need a second opinion on strategy, hire a consultant. For more on [fractional leadership options](/fractional), see the full breakdown.

How do I measure the ROI of a fractional VP Sales?

Track four metrics: pipeline generation (has it increased since they started?), win rate (are deals closing more often?), ramp time for new hires (are they productive faster?), and rep retention (are reps staying longer?). Most companies see measurable improvement in 2 to 3 of these metrics within the first 90 days of a fractional VP Sales engagement.

What happens when I outgrow fractional and need full-time leadership?

The best fractional VPs build themselves out of a job. They document everything (processes, playbooks, dashboards), help you recruit the full-time replacement, and provide a 30-day overlap for knowledge transfer. Many fractional VPs include this transition planning as part of their engagement.

What Does a Fractional VP of Sales Do? Weekly Cadence, Deliverables, and Cost in Australia

A fractional VP of Sales is a part-time sales executive who works with your company 1 to 3 days per week, providing the strategic direction, process discipline, and coaching that a full-time VP Sales would deliver. In Australia, fractional VPs of Sales cost $3,000 to $8,000 per month for 1 to 2 days per week, compared to $250,000 to $350,000+ in total annual compensation for a full-time equivalent.

The role is not advisory. A fractional VP Sales does not write a strategy document and leave you to implement it. They join your pipeline reviews, coach your reps, build your sales process, hire new team members, and own revenue targets alongside your team. They just do it part-time.

This guide covers the weekly cadence, key deliverables, who benefits most from fractional sales leadership, cost benchmarks for Australia, and how to evaluate whether a fractional VP Sales is the right choice for your stage.

What a Fractional VP Sales Actually Does Each Week

Here is what a typical week looks like for a fractional VP Sales working 1.5 days per week with a company at $1M to $5M ARR.

Weekly Cadence (1.5 Days/Week Example)

Day 1 (Half Day, Monday Morning): Pipeline and Strategy

Time	Activity
8:00 to 9:00	Review CRM data, pipeline changes, and activity metrics from the prior week
9:00 to 10:00	Pipeline review meeting with sales team: deal-by-deal review of top 10 opportunities
10:00 to 11:00	1:1 coaching with 1 to 2 reps on specific deals or skill gaps
11:00 to 12:00	Forecast update and discussion with CEO/founder

Day 2 (Full Day, Wednesday or Thursday): Coaching and Building

Time	Activity
9:00 to 10:30	Call review session: listen to 3 to 5 recorded calls with reps, provide structured feedback
10:30 to 12:00	Process work: update playbooks, refine email sequences, optimise CRM workflows
12:00 to 13:00	Lunch with team (relationship building)
13:00 to 14:30	1:1 coaching sessions with remaining reps
14:30 to 16:00	Strategic project work: compensation plan design, hiring, market analysis
16:00 to 17:00	Async updates: Slack responses, email, preparing for next week

Between Days (Async Support)

A good fractional VP Sales does not disappear between their on-site days. They provide:

Slack/Teams availability for deal strategy questions and urgent coaching

Weekly written summary of observations, recommendations, and next steps

Async review of proposals, pricing, and deal strategies

Introduction facilitation to their network when relevant

Key Deliverables in the First 90 Days

Month 1: Diagnostic and Quick Wins

Sales audit: Full review of current pipeline, win/loss analysis, team capabilities, process gaps, and tool utilisation. Delivered as a written diagnostic with prioritised recommendations

Pipeline clean-up: Remove dead opportunities from the CRM, re-qualify stalled deals, and establish a consistent definition of pipeline stages

Coaching cadence: Establish weekly 1:1s with each rep and weekly pipeline review with the team

Quick wins: Identify 2 to 3 changes that can produce measurable improvement within 30 days (common examples: improving discovery call structure, adding a qualification step, fixing lead routing)

Month 2: Process and Infrastructure

Sales process documentation: Write (or rewrite) the end-to-end sales process with clear stage definitions, exit criteria, and activity expectations

Compensation review: Assess whether current commission plans align with desired selling behaviour. Recommend changes if they do not

Hiring assessment: Evaluate whether the current team is right for the next stage and begin recruiting for gaps

Reporting framework: Build the weekly/monthly dashboards that give the CEO visibility into pipeline health

Month 3: Optimisation and Scale Planning

Methodology implementation: Begin rolling out a consistent sales methodology (MEDDIC, SPIN, Challenger, or a custom framework)

Enablement program: Establish ongoing training cadence, call review sessions, and skill development plans

90-day review: Present results, trajectory, and recommendations for the next 90 days

Scale plan: Deliver a hiring plan, territory design, and compensation model for the next 12 months

Who Needs a Fractional VP Sales?

Ideal Scenarios

Scenario 1: Founder-Led Sales Graduating to a Team

You have been selling the product yourself and have 1 to 3 reps, but you lack the time or expertise to manage, coach, and build process. A fractional VP Sales takes over sales leadership so you can focus on product, fundraising, and strategy.

Revenue stage: $500K to $3M ARR

Scenario 2: First VP Sales Hire Did Not Work Out

You hired a full-time VP Sales, invested $300K+ in total comp, and it did not work. Now you need leadership but are gun-shy about making another expensive full-time bet. A fractional VP Sales lets you get the leadership without the financial risk.

Revenue stage: $2M to $5M ARR

Scenario 3: Bridge to Full-Time

You know you need a full-time VP Sales in 6 to 12 months, but you are not ready yet (fundraising, product launch, or team is too small). A fractional VP Sales builds the foundation, and when you are ready, they either convert to full-time or help you recruit their replacement.

Revenue stage: $1M to $5M ARR

Scenario 4: Post-Layoff or Restructuring

You had sales leadership but had to cut the role. Revenue still needs management. A fractional VP Sales covers the gap at a fraction of the cost while you rebuild.

Revenue stage: Any

Scenario 5: Market Expansion

You are entering ANZ from another market and need someone who understands local selling dynamics, compensation expectations, and buyer behaviour. A fractional VP Sales with ANZ experience is faster and cheaper than relocating a US-based leader.

Revenue stage: $5M+ ARR (total company)

When a Fractional VP Sales Is NOT the Right Answer

You have more than 8 to 10 reps. At this size, the management burden requires full-time attention

Your sales cycle is under 14 days. High-velocity sales needs a manager in the room every day

You need someone to carry a personal quota. Fractional VPs Sales coach and lead; they do not typically carry individual quota

You have not achieved product-market fit. No sales leader, fractional or full-time, can fix a product problem

Cost in Australia (2026)

Engagement Level	Days/Week	Monthly Cost (AUD)	Annual Cost (AUD)
Light (advisory + coaching)	0.5 to 1	$3,000 to $5,000	$36,000 to $60,000
Standard (coaching + process building)	1 to 2	$5,000 to $8,000	$60,000 to $96,000
Intensive (near full-time)	3+	$10,000 to $15,000	$120,000 to $180,000

Comparison to full-time:

Option	Annual Cost (AUD)	What You Get
Fractional VP Sales (standard)	$60,000 to $96,000	Experienced leadership 1 to 2 days/week
Full-time Head of Sales	$250,000 to $350,000+	Dedicated leadership 5 days/week
Full-time VP Sales	$300,000 to $400,000+	Senior leadership 5 days/week + equity expectations

The math is clear for companies under $3M ARR: fractional leadership delivers 70 to 80% of the value at 20 to 30% of the cost.

For a detailed comparison of fractional versus full-time options, see the fractional sales leadership guide.

How to Evaluate a Fractional VP Sales

5 Essential Questions to Ask

"What was the last company where you personally built a sales team from scratch? What revenue did they go from and to?"

Why it matters: You need an operator, not a consultant. If they have only managed existing teams, they may struggle to build from zero.

"Show me a pipeline report from a company you worked with. Walk me through what you changed and why."

Why it matters: Reveals their analytical approach and whether they can produce measurable results. Vague answers ("I improved their process") are red flags.

"What is your availability between on-site days, and how do you handle urgent deal situations?"

Why it matters: A fractional VP who is unreachable between their scheduled days is not a leader; they are a consultant who shows up twice a week.

"How many other companies are you working with right now?"

Why it matters: Most fractional VPs work with 2 to 4 companies. More than 4 means they are stretched thin. One means they may be between jobs, not a committed fractional leader.

"What does a successful 6-month engagement look like, and what would make you recommend we hire full-time instead?"

Why it matters: The best fractional VPs build themselves out of a job. They design the function so a full-time hire can take over. If they avoid this question, they may be optimising for ongoing retainer revenue.

Red Flags

Cannot cite specific revenue or pipeline numbers from previous engagements

Wants a 12-month minimum commitment before you have seen results

Talks about strategy but not execution (building playbooks, coaching calls, CRM workflows)

No ANZ market experience (selling dynamics here are different from the US)

Not willing to coach individual reps (they only want to work with the founder/CEO)

Engagement Models

Model 1: Monthly Retainer

Most common. Fixed monthly fee for an agreed number of days per week. Clear scope defined upfront with flexibility to adjust quarterly.

Pros: Predictable cost, consistent engagement, builds relationships over time

Cons: Less flexibility to scale up or down quickly

Model 2: Project-Based

Defined scope and timeline (e.g., "build our sales process and hire 2 AEs over 90 days"). Fixed fee for the project.

Pros: Clear deliverables, defined end point, good for specific needs

Cons: Less flexibility if priorities shift mid-project

Model 3: Retainer + Performance Bonus

Monthly retainer with a bonus tied to revenue outcomes (e.g., bonus at quarterly or annual revenue milestones).

Pros: Aligned incentives, fractional VP shares in the upside

Cons: Attribution can be complex; requires clear metrics agreement

Explore Pointer's fractional VP Sales engagement to see how structured fractional leadership works in practice.

Transitioning from Fractional to Full-Time

At some point, most companies outgrow fractional leadership. Here is how to manage the transition.

Signals It Is Time to Go Full-Time

Sales team has grown to 6+ reps and needs daily management

The fractional VP's available days cannot cover pipeline reviews, coaching, and strategic work

You are entering a rapid growth phase (new market, post-fundraise)

Your sales motion has matured to the point where you can define the VP Sales role with precision

The Transition Playbook

Start the search early: Begin recruiting for the full-time role 2 to 3 months before you need them

Have the fractional VP Sales help define the role: They know the requirements better than anyone

Overlap for 30 days: Keep the fractional VP on for one month after the full-time hire starts for knowledge transfer

Document everything: The fractional VP should leave behind written sales processes, playbooks, dashboards, and coaching frameworks

Consider conversion: Some fractional VPs will convert to full-time if the role is right. Ask early in the engagement whether this is a possibility

For guidance on when to make the full-time leap, see when to hire your first VP of Sales.