Why PE and VC Firms Are Turning to Fractional Talent in 2025

In today’s fast-paced investment landscape, private equity (PE) and venture capital (VC) firms are rethinking how they build operational capacity—both internally and across their portfolio companies. The traditional model of hiring full-time executives early in a company’s growth cycle is increasingly being replaced by a smarter, leaner approach: fractional talent.

Whether it’s a part-time CFO, a seasoned Chief Operating Officer on contract, or a highly skilled virtual executive assistant, fractional professionals are transforming the way investment firms operate—and delivering serious ROI.

Why Fractional Talent Makes Sense for PE and VC Firms

Let’s face it: hiring full-time executives is expensive, time-consuming, and often premature for early-stage or underperforming assets. Fractional talent fills the gap by offering:

• On-demand expertise

• Faster onboarding

• Lower overhead

• Access to top-tier talent without full-time commitments

These professionals aren’t just “temp” help—they’re experienced operators who bring structure, strategy, and immediate impact.

Common Use Cases: Where Fractional Talent Makes the Biggest Difference

Fractional CFOs

Perfect for:

• Fund administration

• Investor reporting

• Budgeting, forecasting, and cash flow planning

• Exit preparation or due diligence

Many portfolio companies lack finance leadership until a transaction is on the horizon. A fractional CFO provides that leadership—without burning capital too early.

Fractional COOs

Best for:

• Scaling operations

• Creating repeatable systems and processes

• Managing transitions post-acquisition

• Driving organizational accountability

Need someone to build infrastructure before a full-time operator is ready? Fractional COOs are the bridge.

Virtual Executive Assistants

Ideal for:

• Scheduling across multiple time zones

• Investor communications

• Research and data entry

• Keeping founders and partners focused on high-leverage work

At My BTLR, our VAs are curated and battle-tested for working with high-performing executives and founders. It’s not just about admin—it’s about mental clarity and productivity.

How Investment Firms Use Fractional Talent Internally

It’s not just portfolio companies that benefit. PE and VC firms themselves are tapping into fractional support to:

• Run lean back offices

• Get operational support without bloated headcount

• Access finance, HR, and marketing specialists during growth spikes or fundraising cycles

With investor expectations higher than ever, having flexible resources that can scale up (or down) as needed is a strategic advantage.

The Results Speak for Themselves

Firms that embrace fractional talent often report:

• Faster time-to-value on portfolio interventions

• Better financial controls and forecasting accuracy

• More agile responses to operational challenges

• Less burn and dilution for founders

Simply put, fractional doesn’t mean lower quality—it means higher efficiency.

Why My BTLR Is the Preferred Partner for PE and VC Firms

At My BTLR, we take a curated, consultative approach—what we call the Optimal Fit Method. We match each firm or portfolio company with the right talent, not just available talent.

Our bench includes:

• Former Big Four and investment firm CFOs

• Operators with successful exits under their belt

• Elite virtual assistants with experience supporting high-stakes executives

• And we don’t just make introductions—we stay engaged to ensure performance, fit, and ROI.

Final Thoughts

The old model of staffing and leadership doesn’t align with the speed, volatility, and capital discipline required in today’s investment world. Fractional talent is the future—and the future is now.

If you’re a VC or private equity firm looking to unlock capacity without compromising quality, My BTLR is ready to help.

Want to learn how we support investment firms like yours? Contact us today for a confidential consultation.

From Cubicles to Clouds: Redefining Success Without a Physical Office

The workplace has undergone a seismic shift in recent years. For many companies, the question is no longer, "How do we bring people back to the office?" but rather, "How can we redefine success without one?" While a return to traditional office spaces may not be feasible for various reasons—cost, logistics, or employee preferences, the opportunity to embrace a new way of working has never been greater.

This article explores how businesses can thrive without a physical office, leveraging the advantages of remote work to build a future-ready organization.

1. Embracing a Results-Driven Culture

The absence of a physical office challenges traditional methods of tracking productivity. Instead of focusing on hours worked, companies can shift to a results-driven culture that emphasizes outcomes and deliverables.

How to Implement It:

• Set Clear Goals: Use frameworks like OKRs (Objectives and Key Results) or SMART goals to align teams on what success looks like.

• Use Technology: Tools like Asana, Trello, or Monday.com can help track progress and ensure accountability.

• Recognize Achievements: Celebrate milestones and individual contributions to keep morale high and foster a sense of accomplishment.

As Jason Fried, co-founder of Basecamp, aptly stated, "One of the secret benefits of using remote workers is that the work itself becomes the yardstick to judge someone's performance."

2. Leveraging Technology for Seamless Collaboration

The cloud has become the new office, providing the tools and platforms employees need to work effectively from anywhere. By embracing modern technology, companies can maintain productivity and collaboration even in a fully remote setup.

Key Tools for Remote Success:

• Communication: Slack or Microsoft Teams for instant messaging and updates.

• Video Conferencing: Zoom or Google Meet for face-to-face interactions.

• Document Sharing: Google Workspace or Microsoft 365 for real-time collaboration on documents and presentations.

• Project Management: Tools like Jira or Basecamp to keep everyone aligned on priorities and deadlines.

Investing in these technologies ensures employees feel connected and empowered to do their best work, no matter their location.

3. Fostering a Strong Company Culture Remotely

One of the biggest concerns with eliminating the office is the potential loss of company culture. However, with intention and creativity, a vibrant remote culture is achievable.

Ideas for Remote Culture Building:

• Virtual Events: Host online team-building activities like trivia nights, cooking classes, or fitness challenges.

• Open Communication: Schedule regular town halls and encourage leadership transparency.

• Recognition Programs: Use platforms like Bonusly or Kudos to recognize and reward employee contributions.

• Social Channels: Create Slack or Teams channels for non-work-related discussions to replicate the "watercooler" moments.

4. Prioritizing Employee Well-Being

Without a physical office, the boundaries between work and personal life can blur. Employers must actively support their team’s mental and physical well-being.

Steps to Support Well-Being:

• Flexible Schedules: Allow employees to work during their most productive hours.

• Health Resources: Offer virtual fitness classes, meditation apps, or access to online therapy services.

• Encourage Time Off: Promote the importance of taking breaks and using vacation time to recharge.

• Regular Check-Ins: Have managers conduct one-on-one meetings to address concerns and provide support.

5. Reallocating Resources for Greater Impact

Eliminating the costs associated with maintaining an office can free up significant resources. These funds can be reinvested into areas that directly impact growth and employee satisfaction.

Where to Reinvest Savings:

• Professional Development: Offer training programs, certifications, and online courses to upskill employees.

• Technology Upgrades: Provide employees with ergonomic home office setups, high-speed internet, and cutting-edge software.

• Team Retreats: Organize occasional in-person gatherings to foster team bonding and collaboration.

• Expanded Benefits: Enhance healthcare, retirement plans, or other perks that improve quality of life.

The Future of Work is Flexible

The shift from cubicles to clouds is more than just a logistical change—it’s an opportunity to redefine what success looks like for your company. By embracing flexibility, leveraging technology, and prioritizing employee well-being, organizations can thrive without a physical office.

The future of work is not bound by walls or desks. It’s about creating an environment where employees can succeed from anywhere, driving innovation, productivity, and satisfaction for years to come.

As Stephen Covey wisely noted, "The key is not to prioritize what’s on your schedule, but to schedule your priorities."

Protect Your Brand and Job Seekers: Combating Recruitment Scams in the Digital Age

The Rising Threat of Recruitment Scams

Imagine walking into your dream job, only to discover it doesn’t exist. Unfortunately, this isn’t a plot twist from a movie—it’s a harsh reality many job seekers face. Scammers posing as recruiters or companies are preying on vulnerable job hunters, leaving individuals financially and emotionally devastated while tarnishing the reputations of legitimate businesses.

Recruitment scams have skyrocketed in recent years, particularly as online hiring has become the norm. From impersonating recruiters to fabricating entire organizations, these schemes exploit trust and often succeed by creating convincing but fraudulent job opportunities.

The Employer’s Burden: Collateral Damage in Recruitment Scams

Employers often become unintended victims in these scams. Fraudsters use the names of reputable companies to lend credibility to their schemes. This can result in angry calls from duped job seekers, tarnished brand reputations, and wasted resources addressing the fallout.

These scams don’t just harm unsuspecting applicants. They can create a ripple effect, eroding trust in a company’s hiring practices and branding. For industries like recruitment and consulting, where trust is paramount, the stakes are particularly high.

How Recruitment Scams Work

Scammers typically contact individuals through email, LinkedIn, or messaging apps like WhatsApp. They may present lucrative, flexible job offers and request personal or financial information under the guise of processing applications or setting up direct deposit payments.

Sometimes, the goal isn’t immediate financial gain. These schemes often gather data for use in future fraud attempts. What may seem like a harmless exchange could set the stage for more targeted attacks later.

The Cost of Inaction

The consequences of recruitment scams extend beyond lost money and stolen identities. Companies that are impersonated may face:

• Reputational Damage: Victims may assume the company is negligent or complicit, leading to negative online reviews and mistrust.

• Operational Disruption: Employees spend valuable time responding to inquiries, reporting fraudulent accounts, and mitigating the impact.

• Loss of Business: A tarnished reputation can deter future hires or partnerships, affecting long-term growth.

Proactive Measures to Protect Your Brand and Job Seekers

Employers cannot afford to ignore the risk. Here are actionable steps companies can take to shield themselves and protect job seekers:

Issue Public Warnings

Use your careers page and social media to post clear warnings about employment scams. Detail how candidates can verify legitimate communication from your company. For instance:

• Specify that your company does not request personal financial information early in the hiring process.

• State which platforms you use to contact candidates (e.g., official email accounts only).

Provide Verification Channels

Offer a dedicated email address or phone number for candidates to confirm whether a recruiter’s outreach is authentic. Highlight this prominently across your website and communication channels.

Educate Your Audience

Share educational content on recognizing red flags, such as generic email addresses, vague job descriptions, and payment requests. This not only builds trust with job seekers but also positions your company as a responsible industry leader.

Leverage Technology

Invest in cybersecurity tools to monitor your brand’s use online. Tools like Google Alerts can notify you when your company name appears in unexpected contexts. Additionally, multi-factor authentication for internal systems should be implemented to prevent data breaches that could feed these scams.

Partner with Trusted Platforms

Ensure all job postings are hosted on verified platforms and include direct links to your careers page. Third-party job boards should also be regularly audited for suspicious activity.

Spotting the Red Flags: A Guide for Job Seekers

While employers take steps to combat scams, job seekers must also remain vigilant. Here’s what they can do:

• Verify Job Postings: Cross-check opportunities against the company’s official website.

• Beware of Payment Requests: Legitimate employers will never ask for money during the hiring process.

• Scrutinize Communication: Be cautious of emails from generic domains (e.g., @gmail.com) or messages riddled with grammatical errors.

Why This Matters

Combating recruitment scams isn’t just about protecting your brand—it’s about safeguarding trust. Companies that take proactive measures not only protect themselves but also build goodwill with candidates. It’s about creating a safer hiring environment for everyone.

The impact of these scams extends beyond finances, harming careers and reputations alike. By taking proactive steps, businesses can protect themselves, their prospective hires, and the broader job-seeking community.

The Call to Action

Recruitment scams are a shared problem with shared solutions. Employers must fortify their defenses, educate their audiences, and work collectively to create a safer hiring ecosystem. For job seekers, vigilance is key. Together, we can ensure that opportunities—and trust—are genuine.