Discover the story of Andreea Câmpineanu, Fractional HR Manager, and her vision of freedom, balance, and the new model of leadership for modern companies.
Andreea Câmpineanu is a Fractional HR Manager with over 10 years of experience in human resources, organizational development, and career transformation. Throughout her career, she has collaborated with international brands in retail and beauty, as well as with local organizations and NGOs dedicated to supporting children with special needs and mothers at the beginning of their journey. Today, Andreea leverages her expertise in fractional roles, offering companies flexible and strategic HR management solutions tailored to their growth stages.
Fractional Insider: How was your transition from a traditional career to fractional leadership/consulting?
Andreea Câmpineanu: My transition was driven by a combination of a desire for freedom and the need for balance between professional and personal life. After more than a decade in corporate roles, where I had the opportunity to build HR processes, teams, and strategies, I felt I could offer more of my expertise by working independently on projects. After two maternity leaves, I knew that a flexible work model — one that would allow me to be present at home while remaining professionally active — was the right solution. It was a natural transition, but also a challenge to adapt to a completely different pace and structure.
Fractional Insider: What attracted you most to this model, and what challenges has it brought?
Andreea Câmpineanu: What attracted me the most was the idea of autonomy — being able to choose projects that align with my values and contribute where the impact is real. The fractional model suits me because it offers a balance between depth and diversity: I work with different organizations at different maturity stages.
The main challenge is the lack of a fixed structure and, implicitly, financial uncertainty. It requires discipline, planning, and confidence in your own journey.
Fractional Insider: How do you choose the projects and clients you work with?
Andreea Câmpineanu: I first look for value alignment. I prefer collaborations where there is openness, transparency, and a genuine desire to build, not just to tick off HR processes. I’m drawn to projects where I can contribute to creating a healthy culture based on communication and recognition, even if they are small or emerging organizations. Moreover, I like to feel that there’s a human fit with the team — that we’re on the same wavelength in terms of work style, pace, and expectations.
Fractional Insider: Tell us about a moment when you had a major impact as a fractional leader.
Andreea Câmpineanu: Being at the beginning of this collaboration model, my impact was mostly visible in perception shifts. I worked with small organizations in the social and entrepreneurial space where HR was seen as a formality. After a few months of working together — by simplifying processes, creating clear tools, and involving people in decisions — I saw a complete change in attitude. When a team starts talking about culture, development, and feedback, I know I’ve left a mark.
Fractional Insider: What are the main differences between being a full-time executive and a fractional one?
Andreea Câmpineanu: The major difference is that, in a full-time role, you are an integral part of a single system, with all the organizational and emotional implications that come with it. As a fractional, you have to integrate quickly, understand internal dynamics, and deliver value immediately without a long adjustment period.
At the same time, you learn to manage your energy across projects and be very clear in communication and priorities. It’s a model that requires greater professional maturity and inner clarity.
Fractional Insider: How do you explain the value of a fractional manager to a skeptical CEO?
Andreea Câmpineanu: I tell them that a fractional manager is essentially a top executive with 100% impact but 50% cost and involvement. It means access to strategic expertise without burdening the budget with a permanent role.
A fractional brings structure, processes, and know-how at a time when a company needs to grow but doesn’t yet have the size or stability for a full team. In short, it’s a smart scaling solution.
Fractional Insider: What are the most common mistakes companies make when working with fractionals?
Andreea Câmpineanu: Often, companies view the fractional role as a tactical collaboration rather than a strategic one. They expect quick fixes without investing in internal alignment or understanding the context. Another frequent mistake is the lack of clarity in objectives and working framework. If there isn’t a clear brief, a defined set of deliverables, and consistent communication, efficiency drops.
A successful collaboration with a fractional is built on trust, transparency, and a shared vision.
Fractional Insider: How do you see the evolution of this career model in the coming years?
Andreea Câmpineanu: I believe the fractional model will become increasingly common, especially in Central and Eastern Europe. Companies are beginning to understand that they can access top-level expertise in a scalable way that fits their business realities.
Moreover, new generations of professionals are seeking more meaning and flexibility, not just stability. This combination will make the fractional model a norm rather than an exception.
Fractional Insider: What advice would you give to a senior professional considering becoming fractional?
Andreea Câmpineanu: Do your research thoroughly and step into this model with clarity and commitment. It’s not an easy transition, especially if you come from a stable environment. It’s important to have a financial plan, a safety fund, and a clear list of contacts, opportunities, and industries where you can add value.
But if you have solid experience, professional ethics, and the courage to carve your own path, the rewards can be immense. It’s a form of professional freedom that’s truly worth experiencing.
In a constantly evolving work environment, the fractional model offers not just flexibility but also a new perspective on leadership impact and value.
