Nontraditional Job Structures

Been seeing more and more reference to “Fractional jobs” so I thought it might be helpful to break it down. Fractional jobs refer to professional roles where individuals work part-time or on a contract basis for multiple companies or clients, often providing specialized expertise or services. These jobs are typically seen in high-skill areas such as executive leadership, finance, marketing, technology, and HR, where organizations may not need or cannot afford a full-time employee for that specific role but still require top-tier expertise. Key Characteristics of Fractional Jobs 1. Specialized Expertise: Often performed by professionals with significant experience. 2. Flexible Schedule: Roles are usually part-time, remote, or project-based. 3. Multi-Employer Setup: A fractional professional often works for several organizations simultaneously. 4. Cost-Effective: Organizations can access expertise without the cost of a full-time hire. 5. High Impact: Fractional professionals focus on delivering measurable results, such as solving strategic problems or driving growth. Is It a Trend? Yes, fractional jobs are a growing trend, driven by multiple factors: 1. Economic Uncertainty: Companies aim to reduce fixed costs by hiring talent on a fractional basis rather than committing to full-time salaries and benefits. 2. Rise of the Gig Economy: The gig economy has normalized non-traditional work setups, making fractional jobs an extension of this trend in more specialized fields. 3. Demand for Flexibility: Both employers and professionals are prioritizing flexibility. Professionals enjoy diverse work opportunities, while companies benefit from on-demand expertise. 4. Technology and Remote Work: Advances in collaboration tools and remote work have made it easier for professionals to work for multiple companies without location constraints. 5. Leadership Demand: Fractional executives (e.g., fractional CFOs, CMOs, or CHROs) are increasingly popular in startups and mid-sized businesses that need guidance but can’t yet justify full-time leadership roles. Who Benefits from Fractional Jobs? • Businesses: Cost savings, access to expertise, and agility. • Professionals: Greater autonomy, work-life balance, and portfolio careers. • Startups and SMEs: Access to leadership and strategic insights without committing to full-time roles. Of course there are challenges as well however in my opinion fractional jobs are more than a trend—they represent a shift in how work is structured and delivered, particularly in knowledge-based industries. As businesses and professionals alike seek more flexible, efficient, and impactful arrangements, the popularity of fractional roles is likely to grow further.

Reflecting on a recent conversation with an impressive attorney candidate who, after five years at a large firm, found herself at a professional crossroads, I felt inspired to share some insights. She expressed uncertainty about her next career steps and sought advice on leveraging her legal education and skills in a non-traditional attorney role. Having faced a similar question myself a little over two years ago, I was eager to share my experiences and insights, which I now share here in hopes that it is helpful for other attorneys contemplating non-traditional roles. First, I recommend taking stock of your strengths and recalling professional experiences that brought you joy, excitement, and fulfillment. For me, working at an amazing non-profit (Volunteer Lawyers for Justice) as a Staff Attorney involved triaging legal issues and recruiting attorneys from law firms and corporations to take on pro bono educational law, divorce, and trafficking cases. Additionally, I enjoyed training and collaborating with law, medical, and social work students at Rutgers Law School's Education and Juvenile Justice Clinics when I worked as a Staff Attorney there, which influenced my decision to explore non-traditional legal jobs like academia and recruiting after eight years of practicing law. In academia, attorneys can work in career services or admissions at a law school. Those with impressive academic credentials and an interest in teaching might consider becoming full-time tenure-track or adjunct professors in law school or college. Another avenue is assisting aspiring law students with the admissions process, either by working for a company or starting their own consulting service. Another alternative is to work as a Pro Bono Manager for a firm, especially if you have experience handling pro bono work or come from a non-profit background. Alternatively, consider a role as a Legal Recruiter in-house for a law firm, corporation, or a staffing agency like Robert Half. As with any change in life, one has to be willing to take a chance, and there is always an inherent risk that the alternative may not be perfectly aligned with the expectations and desires. However, there is also an incredible reward if you find a role that aligns with your strengths, experience, professional and personal values, and that you find fulfilling. The above are just a few options I explored during my own career crossroads. If you've successfully pivoted to a non-traditional legal role, please share your experience in the comments. Your insights could help others facing similar dilemmas. 

Career paths are rarely straight lines. Sometimes you move up. Sometimes you move sideways. Sometimes you pause. Sometimes you take a role that is not a perfect match on paper but gives you experience that shapes who you become. And sometimes, the best career moves don't look like promotions at all. Sometimes they look like: • Taking on a project that stretches your skills • Moving to a smaller company to wear more hats • Shifting to a new industry to broaden your perspective • Saying no to a role that is not aligned with your values • Returning to an earlier role to rebuild confidence after burnout Progress is not always about titles or salary. It is about learning, growth, and finding work that fits who you are now and where you want to go. My own career path has been anything but traditional. I have taken more than a few detours, and for many years my career moves were shaped by family life and the need for a schedule that worked for me and my family. For a long time, that meant turning down opportunities that did not fit or stepping into roles that gave me flexibility, even if they were not part of some perfect career ladder. And honestly, I learned so much from every one of those choices. When I work with candidates, I remind them that a “perfect” resume is not the goal. A thoughtful path, with intention behind each step, is what makes a career truly sustainable. So if your path looks a little nontraditional, that does not mean you are behind. It means you are building something unique. 💬 What is one move in your career that did not look like a big step at the time but ended up teaching you the most? #CareerGrowth #NonlinearCareers #ProfessionalDevelopment #WorkplaceWisdom #CareerPaths #RecruiterPerspective

Why I love placing "non-traditional" HR leaders ⬇️ Unpopular truth: Some of my most successful CHRO placements never started in HR. ⬇️ I evaluate leaders who bring business expertise TO human resources, not just human resources expertise. 💡Most search firms ONLY look for leaders with 15+ years of progressive HR experience. I evaluate those competency check marks DIFFERENTLY!! GREAT non-traditional HR leaders bring 15+ years of business experience that happens to include people leadership. It's an entirely different value proposition. BUT The non-traditional leaders who thrive don't apologize for their unconventional path. They leverage it as their competitive advantage. Here's what I love about their background: They speak business fluently because they lived it: → Former P&L owners who understand revenue pressure and margin impact → Ex-consultants who think in frameworks and ROI analysis → Operations leaders who know how people decisions affect productivity → Sales executives who understand performance management through results They see HR through a business lens, not an HR lens: → They question why things are done "the HR way" instead of "the effective way" → They bring fresh perspective to stale processes and outdated thinking → They challenge assumptions that long-time HR professionals take as gospel → They focus on outcomes rather than activities. They earn credibility differently: → Line managers respect them because they've "walked in their shoes" → CEOs trust their judgment because they understand business trade-offs → Boards value their perspective because they think strategically, not functionally → Teams follow them because they connect work to business impact. The patterns I see: Non-traditional HR leaders don't get stuck in HR orthodoxy. They ask "what business problem are we solving?" before "what's the HR best practice?" #HRLeadership #ExecutiveSearch #NonTraditional #BusinessAcumen

𝗬𝗼𝘂𝗿 "𝗻𝗼𝗻-𝘁𝗿𝗮𝗱𝗶𝘁𝗶𝗼𝗻𝗮𝗹" 𝗽𝗮𝘁𝗵 𝗶𝘀 𝘆𝗼𝘂𝗿 𝘀𝘂𝗽𝗲𝗿𝗽𝗼𝘄𝗲𝗿. ⚡ Let me paint you a picture that doesn't make sense on paper: Teen father + No traditional college + Martial artist + IT Executive + Digital transformation leader According to conventional wisdom, this combination does not lead to success. Instead, it created something unique that traditional paths couldn't deliver. Here's how my "contradictory" background became a competitive advantage in technology leadership: 🥋 𝗠𝗮𝗿𝘁𝗶𝗮𝗹 𝗔𝗿𝘁𝘀 + 𝗘𝗻𝘁𝗲𝗿𝗽𝗿𝗶𝘀𝗲 𝗔𝗿𝗰𝗵𝗶𝘁𝗲𝗰𝘁𝘂𝗿𝗲: Discipline and patience translate directly to complex system designs Understanding balance helps optimize competing technical requirements Continuous improvement mindset drives iterative development 👶 𝗘𝗮𝗿𝗹𝘆 𝗣𝗮𝗿𝗲𝗻𝘁𝗵𝗼𝗼𝗱 + 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: Managing competing priorities with limited resources Making critical decisions under pressure with incomplete information Building support systems when you can't do everything alone 🎓 𝗡𝗼𝗻-𝗧𝗿𝗮𝗱𝗶𝘁𝗶𝗼𝗻𝗮𝗹 𝗘𝗱𝘂𝗰𝗮𝘁𝗶𝗼𝗻 + 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻: Hands-on learning creates practical problem-solving approaches No theoretical constraints = more creative solutions Self-directed growth translates to agile leadership For me, this combination delivered something remarkable: ✅ Technical precision (martial arts discipline) met human empathy (parenting experience) ✅ Strategic thinking (self-taught analysis) met practical execution (real-world pressure) ✅ Innovation mindset (outsider perspective) met operational excellence (proven reliability) The result? Digital transformations that were both technically sophisticated and human-centered. Here's what I see happening in technology leadership: 🔄 Traditional MBA → Tech Leader path creates similar thinking patterns 🔄 Computer Science → CTO progression often misses business context 🔄 Consulting → Strategy roles can lack hands-on implementation experience The industry needs leaders who bring different intersections: ➜ Artist + Data Scientist = More intuitive user experiences ➜ Teacher + Product Manager = Better stakeholder communication ➜ Athlete + Security Expert = Disciplined risk management ➜ Parent + Technology Strategist = Sustainable long-term thinking Stop apologizing for your unique combination. Your weird mix of experiences isn't a bug—it's the feature that makes you irreplaceable. What unexpected combination of experiences has shaped your leadership approach? 🔄 Share this with someone who's still trying to fit into a traditional box Neil D. Morris, Head of IT at Redaptive | Former CIO Ball Aerospace & Maxar Technologies | IT Leadership & Innovation ➕ Follow for more insights on IT leadership & innovation