CollectivNews

Welcome to a monthly round-up of information relevant
to comms professionals and everyone interested in the fractional model.

November 2025

Fractional in the Field: Q&A with Mike Waldron

When Mike Waldron took on the role of SVP, Corporate Affairs & Sustainability at Vantage, he knew he needed help, but he also knew it was a short-term assignment. His answer? Hiring a comms leader on a fractional basis. CommsCollectiv partner, Eric Kraus, sat down with Mike to get his insights and learnings from the experience.

Eric Kraus: You’ve led corporate affairs at some of the largest firms in America, give us a quick snapshot of your background and what you’re focused on right now.

Mike Waldron: I would actually say that I’ve been privileged to lead these functions. Growing up I loved politics and the ins-an-outs of policymaking (yes, I like to watch C-Span; my wife says it’s boring). After college, I worked in the Massachusetts Senate, then moved to DC where I served on Capitol Hill and worked for two Secretaries of Energy. At the end of the Administration, I joined a global public affairs firm before moving to help a range of companies navigate what is an increasingly complex stakeholder mix and environment.

Today, I’m drawing on all of those experiences at a PE-owned specialty chemicals company, where I lead communications, sustainability, government affairs, Environment Safety & Health and regulatory.

EK: What’s the biggest challenge businesses and comms teams face today that fractional talent can help solve?

MW: Depending on the profile, there are so many gaps a fractional expert can fill. For me, the real value is having a seasoned thought partner. Someone who has seen a lot, could drop in quickly, and can coach and mentor others when my time is limited. Beyond being a sounding board, a fractional resource can execute quickly with insight.

EK: How do you decide when to bring in fractional help instead of hiring full-time, and what’s the biggest benefit you see?

MW: I originally brought in fractional help to fill in during an employee sabbatical. Because of the experience level, this individual ramped up fast and picked up the work seamlessly. This probably wouldn’t happen as quickly with a communications firm that is balancing multiple issues and client demands.

EK: For leaders new to this model, what’s one unexpected benefit you’ve seen from hiring fractional talent?

MW: Speed and simplicity. Fractional experts aren’t bogged down by corporate processes like performance reviews or budgeting. They dive in, ask the right questions, and get things done, often with minimal direction. That kind of efficiency is a game-changer.

EK: In your experience, how can fractional leaders help an organization move faster on key initiatives?

MW: Going forward, I’ll lean into fractional talent for project-based work. Big firms have their place, and I’ve worked with some great ones. But sometimes you just need someone who can focus, execute, and deliver. Fractional leaders are often the fastest path to progress. Little ramp-up, no red tape, and shortened time to results.

EK: What qualities make someone particularly effective in a fractional role?

MW: It depends on the need. If you’re rebranding and lack in-house bandwidth and a large budget, a fractional brand expert can lead a lean, agile process. This would likely be faster and more cost-effective than a big agency. The same goes for specialized roles like speechwriting or CEO positioning. The right fractional hire would add immediate value.  As my dad used to say, the key is using the right tool for the job.

EK: Do you see the rise of fractional hiring changing how communications departments are structured?

MW: While I always think you need trusted, in-house talent, I can see a shift toward leaner teams supported by a broad bench of fractional specialists. It’s a model that boosts agility, brings in senior expertise, and avoids the overhead of large firms. For many organizations, it could be a smarter, more flexible way to work.

EK: How do you see fractional work shaping the future of corporate communications over the next 3–5 years?

MW: As demand grows and budgets shrink, I hear “Can’t AI do that?” a lot. But corporate affairs isn’t a widget factory, it’s about nuance and people. It’s about reading the tea-leaves, understanding the unspoken and knowing when to push or pause. The reality is, AI can only do so much. Fractional specialists can do all of these things.

The Future of Work Is Fractional and It’s Beginning to Take Shape

The workplace has entered a new era of flexibility; one that’s redefining what it means to build a leadership team.

Across industries, companies are no longer just filling roles, they’re assembling precision-built teams of fractional leaders who bring senior-level expertise without the full-time overhead. Once viewed as a stopgap solution for startups, fractional hiring has matured into a strategic model embraced by organizations of every size, from venture-backed disruptors to Fortune 500s looking to scale smarter and leaner.

In the past year, research has shown that more than a third of U.S. companies will have at least one fractional executive by the end of 2025. This rapid growth reflects a fundamental shift: businesses want speed, specialization, and impact without sacrificing quality. Fractional executives are becoming key contributors in areas such as finance, operations, and technology, where measurable ROI and specialized expertise drive the model’s success.

Communications, however, has been slower to embrace this change. Many organizations still default to full-time hires, citing culture and collaboration as the reason. But that mindset is evolving. Some forward-thinking companies are beginning to experiment with fractional communications leaders, often to navigate a specific challenge, such as a brand refresh, crisis response, or leadership transition. For them, the appeal lies in targeted expertise and flexibility, not just cost savings.

At CommsCollectiv, we’re seeing early signs of this shift firsthand. A small but growing number of organizations are utilizing fractional models, discovering that a part-time partnership can result in strategic counsel, sharper storytelling, and greater alignment. It’s not yet the norm, but it’s an approach gaining traction among companies rethinking how they resource communications.

Below, we’ve curated several recent articles that explore how fractional hiring is expanding across industries and what lessons communications leaders can draw from that momentum. Together, they point toward a future where access to top-tier talent may matter more than ownership of it, and where flexibility becomes a hallmark of truly modern leadership.

Recent Reads on the Rise of Fractional 

1. “Top Trends in Fractional Executive Hiring at the 2025 Mid-Point” — Solace Inc.
This piece offers a data-driven look at how fractional leadership has matured beyond startups. It identifies finance, cybersecurity, and product innovation as early adopters—and predicts broader acceptance as companies seek speed and cost control. The article outlines practical steps for success, including defining measurable outcomes and integrating fractional leaders into core teams.
Read more →

2. “Executive Trends Transforming Leadership in 2025” — Venturous
Drawing research, this article reports that more than one-third of U.S. companies are expected to use fractional executives by year’s end. It credits hybrid work and digital collaboration for making senior-level part-time leadership viable. While most examples focus on operations and finance, the analysis points to communications and marketing as the next frontiers for strategic flexibility.
Read more →

3. “Fractional Executives in 2025: When They Work and When They Don’t” — HireClout
A grounded exploration of the model’s limits as well as its advantages, the author argues that fractional leadership works best for defined growth or turnaround periods—not for roles requiring deep, daily cultural immersion. It’s a useful perspective for communications leaders considering when a fractional approach might fit and when a full-time position remains essential, a determination that will vary by company and expectations.
Read more →

4. “Executive Hiring Trends 2025: The New Era of Leadership” — Ace Talent Curators
This article frames fractional hiring as part of a broader “hybrid leadership” model that blends full-time, interim, and part-time executives. It emphasizes that organizations are no longer choosing between flexibility and continuity; they’re designing teams around evolving business needs. The piece encourages communicators to view fractional hiring as an extension of this larger structural change.
Read more →

5. “How Companies Are Scaling with Fractional Leaders” — Observer
Through real-world case studies, this feature profiles companies that brought in fractional CMOs and COOs to accelerate growth or guide restructuring. It highlights the model’s growing credibility and underscores the importance of clear objectives and measurable outcomes. For communications leaders, it’s an early glimpse of how other disciplines are proving the value of executional flexibility.
Read more →

Two Years in and Just Getting Started

November marks two years of CommsCollectiv, and what a journey it’s been.

Our roster now includes more than 240 vetted senior communications professionals; leaders across every industry and specialty who’ve seen it all and done it all.

We have successfully placed our talent in a variety of roles across a number of industries, proving true what we often say, “there’s nothing someone in our talent pool hasn’t done.”

We’ve grown, evolved, and learned more than we ever imagined when this adventure began.

A Connected Community

At its heart, CommsCollectiv is about connection. Every month, we host virtual coffees where our members catch up, share stories, and debate the big issues shaping our field. Those conversations have sparked collaborations, friendships, and even a few brilliant new ideas. And as we look toward 2026, we’re planning more ways to bring this incredible group together, including live, in person events, and new initiatives that will keep the learning and camaraderie going.

The Responsible AI Comms Lab: Where Curiosity Meets Purpose

One of the most exciting things we’ve done this year is launch the Responsible AI Comms Lab, created by Rebecca Gonzales, Kay Firth-Butterfield, and CC Partner Monica Talan. Each Tuesday, the group dug into the latest AI headlines, tested new tools, and, most importantly, challenged each other to think more broadly about how communications can help shape the responsible use of technology.

The Lab’s first cohort wraps up the first week in November, with capstone presentations that reflect six weeks of thoughtful conversation and exploration. It’s been an inspiring journey, led by three visionaries who are helping communicators navigate the intersection of ethics, innovation, and impact. The cohort for the next six-week course starts February 3, 2026. More information to come, but those interested can register now.

The Launch of a Podcast

Each week, a senior comms leader or influential voice from across media, business, and beyond joins us for a quick 10-minute conversation answering questions on leadership, fractional work, and life behind the title. Every episode closes with our signature question: What would you do with an extra 10 minutes?

Fast, candid, and insightful. Because great conversations don’t need to be long. Listen and subscribe here.

Innovating for the Future of Comms Leadership

We’re also quietly building something new: an exclusive AI-driven tool for Chief Communications Officers and senior comms leaders. It’s designed to provide the kind of insight, perspective, and support that can make a lonely job feel a little less lonely. It’s still under wraps, but we’ll be ready to share more soon. (Hint: you’ll want to see this one.)

Welcoming a New Partner

And finally, we couldn’t have been happier when Brian Besanceney joined us as a Partner at the start of the year. Brian’s career, connections, and reputation in the industry are second to none, and his perspective is already helping shape our next chapter. We knew we’d be lucky if he said yes, and we were right.

Two years in, CommsCollectiv is more than a network; it’s a movement. A community of communicators who believe in sharing knowledge, championing the fractional model and each other, and redefining how we work in an ever-changing landscape.

Here’s to what’s next.