FRACTIONAL HEAD OF DATA
Senior data leadership for growth-stage companies that aren't ready for a full-time exec.
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We're a team of passionate thinkers and doers, dedicated to building with purpose and clarity. Collaboration and curiosity drive everything we do.
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We believe in keeping things simple, smart, and human. Every project starts with listening and ends with something we're proud to share.
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From startups to seasoned brands, we partner with people who care about doing things right—and doing them well.
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Item description
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Item description
WHO IS THIS FOR
You're running a growth-stage company somewhere between Series A and Series C. You have analysts, maybe a data engineer, maybe a BI tool that half the company ignores. Your founders and commercial leaders are asking harder questions than your data team can answer quickly, and nobody is quite sure whether the problem is the tools, the people, the structure, or the strategy.
You know you need senior data leadership. But a Group Head of Data in Singapore costs SGD 250k+ fully loaded, takes four to six months to hire, and might be overkill for where you are today. You want the judgment and the experience now, without the commitment.
That's what this engagement is for.
WHAT YOU GET
Two days a week of senior, hands-on data leadership embedded in your team. Not advice from the sidelines — actual ownership of the data function while we build it toward whatever comes next for you, whether that's a full-time hire or a leaner, permanent operating model.
Specifically, across a typical 3–6 month engagement:
Strategy and roadmap. A clear 6–12 month data roadmap tied to your business priorities. Which problems we solve first, which tools we invest in, which hires we make, which we don't.
Team leadership and coaching. I work directly with your analysts and engineers — setting standards, reviewing work, unblocking them, and helping the strong ones grow. If you have a data lead already, I coach them toward the next level.
C-suite partnership. I join your exec meetings, help you set targets, frame trade-offs with data, and translate what your team is finding into decisions your founders can act on.
Operating model. KPI definitions, experimentation frameworks, reporting rhythms, data governance — the unglamorous plumbing that makes a data team actually useful.
Hiring and succession. When you're ready to hire a permanent Head of Data, I help you write the JD, screen candidates, and hand over cleanly.
How it worksWeeks 1–2: Discovery. I meet your team, your stack, and your stakeholders. I read the dashboards nobody looks at and sit in the meetings where decisions actually get made. By the end of week 2, I know where the real leverage is.
Weeks 3–4: Roadmap. I bring you a prioritized 6–12 month plan. We debate it, cut what we don't need, and agree on what the first 90 days look like.
Month 2 onwards: Execution. Two days a week, embedded. I lead the team on the priorities we agreed. We meet weekly with you, monthly with the exec team, and I send a concise written update every two weeks so nothing goes dark.
Month 4–6: Handover. If the engagement has done its job, you either have a permanent Head of Data in seat (whom I've helped you hire) or a much stronger internal lead ready to step up. I hand over in writing and stay reachable for 30 days after.
What this isn'tThis isn't a strategy deck you pay for and file away. It isn't project-based consulting where I show up, deliver a report, and disappear. And it isn't a cheap substitute for a real data hire — if your company is at the stage where a full-time Head of Data is the right answer, I'll tell you, and I'll help you find one.
This is embedded leadership. I take responsibility for outcomes during the engagement, the same way a full-time exec would.
Frequently asked questions
Are you available across Southeast Asia, or only Singapore? I'm based in Singapore but I work with clients across the region. Most engagements are hybrid — a mix of on-site and remote. I'm comfortable operating in Singapore, Thai, and Vietnamese market contexts, having led data teams in all three.
How is this different from hiring a consultant? Consultants deliver projects. A fractional Head of Data owns the function. I sit in your exec meetings, manage your analysts, and am accountable for outcomes — not for delivering a deck.
What if we decide we want you full-time? It happens. We'd have a conversation. I'm not actively looking for full-time roles, but I've taken them before when the fit was right.
We already have a data lead. Does this still make sense? Often yes. Some of my best engagements are coaching an existing internal lead toward the next level while also giving the exec team senior data judgment they can call on. Tell me more about your situation on the intro call.
What size company is this for? Typically 50–400 people, post-Series A, with at least one or two people already working on data. Smaller than that and you probably need a one-off audit, not ongoing leadership. Larger than that and you likely need a full-time Group Head.
Do you take equity in lieu of fees? No. Cash fees only. Clean, simple, and it keeps the relationship honest.
Let's see if there's a fit!
A 30-minute call, free. Tell me where your data function is today and what's pressing. I'll tell you honestly whether a fractional engagement is the right answer — or whether you need something else.