CEOpower is a network of former CEOs who embed in your business as Fractional COOs. We take ownership of the priorities you can't get to — and execute them. Not advice. Not decks. Execution, delivered by someone who has already sat in your seat.
The tagline — You, multiplied — captures the value: the bandwidth, judgment, and follow-through of a second CEO, without adding one to your org chart.
Three different roles. Three different outputs.
CEOpower Fractional COOs work directly alongside the CEO to translate strategy into structured action. Rather than producing recommendations or facilitating reflective conversations, the Fractional COO takes ownership of initiatives, reinforces accountability across the leadership team, and ensures measurable progress.
Consultants advise. Coaches guide. We execute.
No. The role exists outside the traditional org chart and does not replace functional leaders.
A CEOpower Fractional COO strengthens the CEO and supports the executive team by reinforcing alignment, structure, and execution discipline. Rather than competing with your leaders, the Fractional COO helps coordinate priorities, remove friction, and maintain momentum across the leadership team — allowing your existing executives to perform at a higher level within their respective roles.
CEOpower is built for CEOs of $10M–$200M companies who:
If you have strategic initiatives that need senior judgment and disciplined follow-through — and no one in your organization has the altitude to carry them — that's the work we do.
CEOs typically experience increased clarity, stronger execution discipline, improved leadership alignment, and expanded capacity to focus on strategic priorities.
Concretely, that means stalled initiatives activate and complete, the leadership team operates with sharper accountability, and the CEO recovers time previously absorbed by operational drag. The result is measurable progress against your highest priorities — without adding permanent overhead.
CEOpower maintains a curated network of former CEOs and senior executives with proven operating experience across industries.
Each engagement begins with a structured assessment of your priorities, leadership dynamics, and objectives. From there, we match you with a Fractional COO whose background, industry experience, and operating style align with your specific needs. Adrienne is personally involved in every match.
The pairing is intentional, not transactional.
CEOpower Fractional COOs embed directly alongside the CEO and operate inside the rhythm of the business — your leadership meetings, your priority list, your team.
Engagements are customized in scope and duration. Some CEOs engage a Fractional COO for a defined strategic initiative or transition period; others retain ongoing operating support. The cadence, level of involvement, and balance of remote and in-person work are aligned at the outset to match your operating rhythm and objectives.
This flexible model delivers senior-level execution without the permanence or overhead of a full-time hire — while maintaining consistency, accountability, and disciplined follow-through.
Engagements are structured around scope and impact, not duration. Some are defined around a specific initiative or transition and run a few months. Others are retained, ongoing relationships measured in years. The shape is set by the work to be done. Engagements are reviewed periodically to ensure alignment and continued value.
Yes. In-person participation is often beneficial — particularly in the early stages of an engagement, for executive team alignment sessions, board meetings, offsites, or key conferences.
On-site involvement allows the Fractional COO to build trust with the leadership team, facilitate critical discussions, and strengthen alignment. When travel is required, all arrangements are coordinated in advance and business-related travel expenses are covered by the client, as mutually agreed.
Engagements are structured to align with the scope and nature of the work. Fractional COOs may be engaged on a retainer basis, for defined project-based assignments, or through customized arrangements tailored to your organization's needs.
Scope, compensation, and cadence are defined clearly at the outset. Any expansion — additional scope, travel, or new initiatives — is agreed in advance, in writing.
Our goal is straightforward billing aligned with the work being delivered.
We don't.
CEOpower engagements are not hourly arrangements. You aren't purchasing time — you're engaging proven executive leadership. Each engagement is defined by scope, objectives, and the level of leadership required. Work intensity will fluctuate with the demands of the initiatives at hand; what stays constant is the commitment to outcomes.
Senior leadership shouldn't be priced by the hour, and we don't price it that way.
It happens — and we handle it the same way we handle everything else: transparently and in writing.
If new priorities or expanded responsibilities arise outside the original scope, they're discussed proactively and agreed in advance before additional work begins. This preserves clarity, protects focus, and ensures the engagement remains aligned with your evolving needs.
Because engagements are scoped around outcomes rather than hours, there's no concept of "unused time" rolling over. You're retaining consistent access to a former CEO who is focused on your priorities — not banking minutes.
The value is in the judgment, discipline, and execution your Fractional COO delivers against your highest objectives.
Your Fractional COO joins your operating rhythm — your leadership meetings, your priority list, your team. Work moves in week one. You stay in the seat. The business gets the bandwidth it needs.
