A CTO in the room - only when you need one.
Senior technical leadership on an interim or fractional basis, for founders, scale-ups and investor-backed teams navigating AI, delivery pressure and change — without committing to a full-time hire before the shape of the role is clear.
INTERIM & FRACTIONAL CTO
30+ years in industry
CTO & VP Engineering
AI native delivery
UK & worldwide
When a conversation with us is needed.
Most interim and fractional CTO engagements begin in one of these scenarios:
SCENARIO 1. Between CTOs
Your CTO has left, is leaving, or is on extended leave — and the company cannot afford a leadership vacuum.
SCENARIO 2. Pre-Series A / B
You need CTO-grade judgement in the room now, but a full-time hire is 6–12 months away.
SCENARIO 3. PE-backed uplift
A new investor expects a step-change in technology, AI capability and delivery within a defined window.
SCENARIO 4. AI at the Exec table
The board is asking pointed questions about the AI strategy. Someone senior needs to have the answer and be able to deliver the plan.
WHEN THIS FITS
Interim or fractional - whatever works for you.
TYPES OF ENGAGEMENT
Every engagement is scoped from the outset — days per week, duration, objectives and the point at which we hand back.
01. Interim CTO
Full-spectrum technical leadership when the seat is empty — between hires, after a departure, or through a transaction.
Board contribution, team stewardship and day-to-day decisions, held to the same standard as a permanent CTO.
02. Fractional CTO
One or two days a week, embedded in your leadership team.
Right-sized senior judgement for founders and scale-ups not yet ready, or not yet able, to justify a full-time executive.
03. AI Adoption Leadership
Own the AI agenda across product, engineering and operations.
Prioritise the use-cases that pay back, set the guardrails, choose the platforms and keep the organisation honest about what is working.
04. Engineering Optimisation
Raise the bar to ensure the team always delivers - across planning, code quality, AI-assisted workflows, process rituals and hiring.
APPROACH
Embed quickly and efficiently.
02. Set the direction
A short, clearly written strategy covering technology, AI and delivery — with prioritised options and transparent trade-offs.
04. Hand back cleanly
A defined exit: documentation, hiring completed where relevant and a permanent successor set up to succeed.
01. Diagnose in the open
The first two weeks are spent listening — to the team, the board, the product and the numbers. Findings are documented and shared.
03. Run the plan
Weekly cadence, visible progress and honest reporting, with corrections as part of the course.
OUTCOMES
Your end result.
Every engagement produces artefacts that your team can operate long after we have handed over — not a folder that sits on a shelf.
01. Strategy
A written technology & AI strategy the board can act on.
02. Roadmap
A sequenced 6-12–24 month plan, honest about trade-offs.
03. Team
A clearer organisation design, better hires, and a development plan.
04. Delivery
Predictable product shipping and measurable engineering health.
05. AI
A short list of AI enablers with owners, budgets and success measures.
06. Governance
Architecture, security and AI-risk decisions on the record.