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Fractional vs. Full-Time COO: what you'd actually spend

A full-time COO costs far more than the salary line — there's the benefits load, and a retained recruiter's fee just to land one. Move the sliders to compare the real, all-in numbers, and see the difference you'd keep by going fractional.

Typical range for a scaling GovCon / regulated-market COO.
Payroll taxes, benefits, equipment, space — on top of base.
Most COO hires run through a retained recruiter — the standard fee is about one-third of first-year cash comp (typically 25–35%).
Senior operating leadership, part-time, no overhead.
Many engagements run 6–12 months, then taper to a lighter retainer.

First-year comparison

Salary + benefits load
Executive search fee
Full-time COO, all-in
Fractional COO
You'd keep, year one

The search fee alone often rivals half a year of fractional support — and that's before the months a seat sits empty or the ramp to full productivity. Plus what a spreadsheet can't price: senior leadership now, and the flexibility to scale up or down. Planning estimates, not a quote.

See what the numbers look like for your business

A short fit check will tell you whether a fractional COO is the right next move — and roughly what it would take.

Start with a fit check