Increase Quality and Efficiency
Reduce costs and increase profits without compromise.
Access deeper, proven executive talent.
Quality: Demonstrated Strategic & Operational Expertise
Demonstrated expertise inside organizations is an important distinction between on-demand executives and other consulting models, which may merely hire and train young MBAs with little or no operating or leadership experience.
Qualifications & Experience
On-demand executives frequently hold degrees from top institutions and have successfully led critical functions at multiple companies (often large, publicly-traded organizations) and/or leading startups that have successfully scaled. When you review our team you’ll see frequent references to Ivy League schools, MBAs, doctorates, Big 4-6-8 accounting firms and more. But most importantly, you’ll see strategic and implementation success as C-level executives.
Full Strategy and Implementation
TechCXO partners sit squarely between strategy development and “been there, done that” experience. We are viewed as “doers.”
On-demand executives are “athletic” because they move easily from the conceptual and strategic to nuts-and-bolts implementation. Often they will implement strategies and programs for the client by themselves or with a very small and efficient team.
Efficiency: No Learning Curve
The On Demand Model means fast-on, when-you-need-us-support with just the right amount of resources. No recruiting… No onboarding… Just results.
We quickly identify issues, needs, and opportunities then deliver strategic, actionable plans ready for full implementation.
Whatever stage you are in, whatever your needs across Finance, Operations, Sales, Marketing, Products or Technology, we integrate with your team and accelerate the time to value.
Some consultants may inflate the size of teams and focus more on concepts than implementation, as well. On-demand executives operate like entrepreneurs — fast and lean.
Together, we can decide if a single exec, integrated team or coaching/mentoring relationship works best for you. There is no obligation to have a conversation.
On Demand as Competitive Differentiator
“Owning” your talent in the form of building an increasingly large workforce was a decades-long business objective for many organizations. High transaction costs incentivized corporations to get larger as it was cheaper to keep resources and talent in- house than to transact for them in the open market.
However, as Harvard Business Review stated, “new technologies and a developing spot market for high-end talent are driving transaction costs down and challenging assumptions about which management skills and professional talent belong inside versus outside the organization. “
Access not Ownership of Talent
“Access to” — not “ownership of” — talent, experience and the capacity to complete critical tasks and functions is most desired, particularly with the speed of innovation and subsequent technology and platforms that displace incumbents and disrupt markets.