Fractional COOs: lifesavers or lane-hoppers?

By now, many of you have probably heard of a fractional COO, a way to bring in senior operational expertise without the cost of a full-time hire. If you haven’t, I cover the basics in my post: Why Fractional Leadership Might Be the Solution You Need.

But if you’re already curious, you may also be asking: If I team up with a fractional COO, how do I make sure they stay in their lane? Will my team know who to go to for what? Am I just inviting confusion or conflict by considering it?

These are smart questions. Without careful thought, you could risk trading one set of problems for another.

So why would someone like me, a fractional COO, point this out? Because our goal isn’t just to get hired, it’s to help businesses succeed. And success only happens when everyone understands where authority, decision-making, and culture begin and end. Without that clarity, things can get messy fast.

Many owners feel caught between a rock (continuing the overwhelming work of running the business alone) and a hard place (the fear of losing control by inviting someone into a very vulnerable space - your business).

How to Interview a Fractional COO

Before bringing one on board, ask questions that reveal skills, style, and fit:

• Define the role – What decisions do they own, and what stays with you?

• Decision-making style – How do they handle disagreements without confusion?

• Culture alignment – How do they build trust while preserving your culture?

• Communication – How often, and in what format, do they report progress?

• Working style & fit – How do they adapt to different owners or team dynamics? Ask for real examples.

The right fractional COO relationship creates capacity, clarity, and confidence — and sets the stage for a partnership that actually works. If you’d like to explore how it could look in your business, I’d be glad to talk it through with you.