Senior leadership for Hong Kong's owner-led businesses
Much of Hong Kong runs on family firms, trading houses and owner-led groups. Our executive search finds, vets and matches senior leaders from a collective of 800+ to bring the leadership the next stage needs, for part of the week.
Why a permanent C-suite is a big step for a Hong Kong SME
A full-time CFO, COO or CMO is the obvious answer on paper. For many Hong Kong SMEs, it is a large and lasting commitment:
A senior package is substantial
Senior executive pay in Hong Kong is high, and the package and its long-term costs sit on the payroll whether or not the work fills the week.
Good people are hard to find
Specialist and senior talent is scarce, and a permanent search for it can run for months while the business waits.
Changing course is slow
If a permanent senior appointment does not work out, putting it right takes time, money and goodwill, particularly in a family business.
The work rarely fills five days
Most SMEs need two or three days a week of senior input. A permanent package is a heavy way to cover a part-time need.
Think of a fractional executive as a senior C-suite operator on an agreed share of the week. We search for them, vet them and match them to your business; they join your team, hold decisions and answer for results, while we keep governance around the engagement.
Who this is for, and who it is not
Best for
- Founders carrying a C-suite function themselves with no time left to lead
- Businesses that need senior capability two or three days a week, not five
- A specific gap in finance, operations, marketing, technology or people that is holding growth back
- Teams that cannot yet justify, or afford, a full-time executive salary
- Owners who want an operator accountable for outcomes, not a consultant with a deck
Not for
- A junior or purely execution role a full-time manager should own
- A one-off project an agency could deliver and hand back
- Businesses wanting a figurehead rather than someone who does the work
- A pre-revenue idea with no function yet to lead
An executive search firm that stays involved
Every executive comes from our curated collective, matched for Greater China experience where the brief needs it, and we remain around the engagement after the match.
Check-ins on a set rhythm
We sit down with you and the executive regularly, and if the work strays from the brief we raise it and reset the brief together.
A collective behind the executive
Your executive can call on peers: a CFO testing a systems investment with a CTO, or a COO asking a CMO about launching in the Greater Bay Area.
Handovers handled by us
Your brief and our notes stay current. If the executive leaves, the new search begins with everything we have already learned about your business.
Chosen to suit the family and the brief
We match on stage, sector, working style and how decisions are made in your business. A capable executive who does not fit the family or the founder will not stay long.
What an engagement looks like
From first call to an embedded operator in weeks, not months.
Discovery
We spend time understanding your business: challenges, goals, team dynamics, and what 'success' looks like in 90 days.
Match
We introduce the right fractional executive from our vetted collective. You meet them, ask hard questions, and confirm the fit.
Scoped engagement begins
The engagement launches with a defined scope, clear deliverables, and a structured cadence. Your fractional is embedded, not advisory.
Adapt and evolve
As your business changes, the engagement changes with it. Add hours, shift focus, introduce a second specialist, all without restructuring.
Which executive do you need first?
You do not need to know the answer before you call. Match the problem you feel most to the operator who owns it.
Each fractional role maps to a different SME challenge
Start with the gap that is costing you most, and the roles below show which leader owns it.
Backed by executives who have led at
