Full-Time Plus Fractional… Can I Do It?
Can I work full-time and take on fractional roles on the side?
By Eric Curtiss, Clocktower Advisory
If you’ve spent any time in professional circles lately, especially in finance, operations, marketing, or technology, you’ve likely heard the buzz around fractional roles. Fractional CFOs, COOs, CMOs, and advisors are helping organizations part-time, bringing senior-level expertise without the cost of a full-time hire.
But here’s the question many professionals quietly ask: Can I do this while keeping my full-time job?
I believe the answer is yes, if you plan carefully. Here are some considerations:
Your first and most honest assessment needs to be about time. A full-time role already consumes 40–50 hours a week for most professionals. Fractional work doesn’t magically fit into leftover cracks unless you intentionally design your schedule. Ask yourself:
How many real hours per week can I commit?
Are those hours consistent (evenings, early mornings, one weekday)?
Do potential fractional clients need availability during standard business hours?
Many successful “full-time plus fractional” professionals initially cap their side work at 5–10 hours per week and set very clear expectations on availability. Starting small protects both your performance and your reputation.
Time isn’t the same as capacity. Fractional roles often involve strategic thinking, problem-solving, and leadership, which is work that requires focus and energy, not just time. Think about your life:
Am I already stretched thin?
Will this energize me—or drain me?
Ironically, many people find fractional work restorative because it offers autonomy and creative problem-solving, as well as “outside the box” thinking. But that’s only true if the scope is tightly defined and expectations are clear. If your current role is seasonally intense, how might that impact your fractional availability?
This might be the most overlooked – and potentially risky – area. Before taking on fractional work, be certain to fully understand:
Your current employment contract as well as unwritten expectations or SOPs of your employer
Any non-compete or non-moonlighting clauses
Written and unwritten confidentiality and conflict-of-interest provisions
Some employers explicitly require exclusivity. Others only prohibit work for direct competitors. Still others are silent… but they expect transparency and to not be surprised. That is fair, and when in doubt, clarify it in writing. A proactive conversation with HR or your manager can prevent serious issues later.
Finally, let’s ask a values-based question: Can you do both roles with excellence? If fractional work starts to erode your full-time performance, something needs to change: your scope, timing, or commitment. Be absolutely certain you honor your primary employer even as you embark on a new adventure.
Plan carefully, start small, and do it with excellence. What is your first step?
Joy in the Journey!