Fractional CMO Job Description Template (Copy & Paste Ready)

A well-crafted job description attracts the right fractional CMO candidates while filtering out those who aren't a fit. But writing one from scratch is time-consuming, and generic templates often miss the mark.

This guide provides a complete, ready-to-use template you can customize, plus tips on what to include, what to avoid, and how to adapt it to your specific situation.

The Complete Template

Copy and customize this template for your fractional CMO search:

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Fractional Chief Marketing Officer (CMO)

Company: [Your Company Name] Location: Remote / [Your City] (as applicable) Engagement Type: Fractional (Part-Time Executive) Hours: [10-20] hours per week Duration: Initial [6-month] engagement with potential for extension

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About [Company Name]

[2-3 sentences about your company, what you do, and your mission. Keep it compelling but concise.]

We're a [stage: seed-funded/Series A/bootstrapped] [industry] company with [X employees/revenue indicator]. Our product/service [brief value proposition]. We've [notable achievements: raised funding, key customers, growth metrics, awards].

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The Opportunity

We're seeking an experienced Fractional CMO to [primary objective: build our marketing function from scratch / scale our existing marketing efforts / prepare for our next funding round / launch into new markets].

This is an opportunity to make a significant impact at a [growing/pivotal] company without the commitment of a full-time role. You'll work directly with the [CEO/Founder] and have authority over marketing strategy and execution.

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What You'll Do

Strategic Leadership

• Develop and own the comprehensive marketing strategy aligned with business goals
• Define positioning, messaging, and brand strategy
• Set marketing KPIs and build reporting frameworks
• Advise leadership on market opportunities and competitive dynamics

Execution Oversight

• Direct and prioritize marketing activities across all channels
• [Manage existing marketing team of X people / Build the marketing function from scratch]
• Oversee agency and vendor relationships
• Ensure marketing spend delivers measurable ROI

Key Initiatives (customize based on your priorities)

• [Build demand generation engine to support sales targets]
• [Develop content marketing strategy and editorial calendar]
• [Launch and optimize paid acquisition channels]
• [Rebrand or refine brand positioning]
• [Prepare marketing materials for fundraising]
• [Build marketing technology stack]
• [Other specific initiatives]

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What We're Looking For

Required Experience

• 10+ years of progressive marketing experience with 5+ years in senior leadership roles (VP Marketing, CMO, or equivalent)
• Proven track record of [specific achievement relevant to your needs: scaling B2B SaaS marketing, building marketing from scratch, driving brand awareness, etc.]
• Experience in [your industry or adjacent industries] strongly preferred
• Demonstrated ability to work across the full marketing spectrum (strategy, brand, demand gen, content)

Skills and Capabilities

• Strategic thinking with hands-on execution ability
• Strong analytical skills and data-driven decision making
• Excellence in cross-functional collaboration (especially with Sales and Product)
• Outstanding communication and presentation skills
• Experience managing [teams / agencies / both]

Fractional-Specific Requirements

• Currently operating as a fractional executive or ready to transition
• Ability to commit [X] hours per week consistently
• Experience working with [company stage: startups / SMBs / growth-stage companies]
• Comfortable with ambiguity and resource constraints

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What Success Looks Like

In your first 90 days, you will:

• Complete a comprehensive marketing assessment and develop strategic recommendations
• Create a 12-month marketing roadmap with clear milestones
• [Specific early win relevant to your situation]
• Establish reporting and communication cadence

In your first year, you will:

• [Measurable goal: Increase qualified leads by X%]
• [Measurable goal: Build marketing team to X people]
• [Measurable goal: Launch X new channels or initiatives]
• [Strategic goal: Position company for next funding round / market expansion / etc.]

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Engagement Details

• Time Commitment: [10-20] hours per week
• Compensation: [$X,000 - $X,000] per month (commensurate with experience)
• Location: Remote with [occasional on-site meetings / quarterly on-sites / flexible]
• Start Date: [Immediate / Specific date / Flexible]
• Reporting: Directly to [CEO/Founder]

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How to Apply

Please submit:

1. Your resume or LinkedIn profile
2. Brief description of your relevant fractional or executive experience
3. One or two examples of marketing results you've achieved (metrics appreciated)
4. Your availability and preferred engagement structure

[Application link or email address]

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Customization Tips

By Company Stage

Pre-Revenue/Seed Stage:

• Emphasize building from scratch
• Highlight scrappy, hands-on requirements
• Mention budget constraints realistically
• Focus on positioning and early traction goals

Growth Stage ($1M-$20M):

• Balance strategy and scaling
• Include team management if applicable
• Specify growth targets
• Mention existing channels to optimize

Established ($20M+):

• Emphasize strategic leadership
• Include enterprise marketing requirements if relevant
• Mention brand evolution or market expansion
• Reference board-level reporting

By Industry

B2B SaaS:

• Add demand generation specifics
• Mention product marketing alignment
• Include metrics: MQLs, pipeline contribution, CAC
• Reference ABM if relevant

Consumer/E-commerce:

• Emphasize brand and creative
• Include customer acquisition specifics
• Mention CAC, LTV, ROAS metrics
• Reference retail or marketplace experience if relevant

Professional Services:

• Focus on thought leadership
• Mention content and events
• Include referral marketing
• Reference long sales cycles

What to Include

Always include:

• Clear description of your company and stage
• Specific responsibilities (not just generic CMO duties)
• Required experience level and type
• Time commitment and engagement structure
• Compensation range (helps filter candidates)
• Success metrics or outcomes expected

Include when relevant:

• Team management responsibilities
• Specific tools or platforms used
• Industry-specific requirements
• Equity component if offered
• Geographic/timezone preferences

What to Exclude

Leave out:

• Excessive buzzwords ("growth hacker," "disruptor")
• Unrealistic expectations (full-time results from part-time hours)
• Long lists of "nice to have" requirements
• Vague outcomes ("take marketing to the next level")
• Salary: "competitive" without a range
• Long company histories (keep it brief)

Common Mistakes

Mistake 1: Describing a Full-Time Role

If your requirements suggest full-time hours, you'll either scare off good fractional candidates or attract those who'll over-promise and under-deliver. Be realistic about what 10-20 hours/week can accomplish.

Mistake 2: Too Many Requirements

Long lists of required experience signal you don't know what you need. Prioritize 4-6 truly essential requirements.

Mistake 3: Vague Success Metrics

"Improve marketing" isn't a success metric. Define what better looks like in measurable terms.

Mistake 4: Missing Compensation

Omitting compensation wastes everyone's time with misaligned candidates. Include at least a range.

Mistake 5: Generic Description

Copy-paste templates without customization attract generic applicants. Spend time making it specific to your situation.

Frequently Asked Questions

Should I post this on job boards?

Traditional job boards (Indeed, LinkedIn Jobs) work but attract mostly full-time seekers. Better options:

• Fractional executive networks (like FractionalChiefs)
• LinkedIn with "fractional" in the title
• Marketing leadership communities
• Referrals from your network

How specific should compensation be?

Include a range at minimum. Being vague about money wastes time. Example: "$7,000-$10,000/month depending on experience and hours."

Should I include equity?

If you're offering equity, mention it—it's attractive to many fractional executives. A simple "equity component available" is sufficient; details come later.

How long should the job description be?

Aim for 500-800 words. Enough detail to attract qualified candidates; not so much that it feels overwhelming. This template is at the longer end—trim sections that don't apply.

Should I mention other fractional roles we're hiring?

If you're hiring multiple fractional executives, mention it briefly. It signals you understand the model and have a coherent leadership strategy.

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Ready to Start Your Search?

A great job description is just the first step. The real work is finding and evaluating candidates who can deliver results.

Need help finding qualified fractional CMOs? FractionalChiefs maintains a curated network of vetted marketing leaders. Post your role or browse our CMO network to find candidates who match your specific requirements.