The talent shortage is hitting companies in Romania and Eastern Europe hard. Discover how the fractional model gives them access to top expertise, flexibility, and strategic leadership in a context where traditional recruitment is becoming increasingly difficult.
One of the biggest challenges in the Romanian and Eastern European labor market is the talent crisis. Employers complain that they can’t find qualified people, and when they do, the competition to retain them is fierce. At the leadership level in particular, the shortage is becoming alarming. Roles like CFO, CTO, or CMO are difficult to fill, and the recruitment process takes months and involves significant costs. In this context, the fractional model emerges not just as an interesting alternative but as a real solution to the talent shortage.
The shortage of senior leaders has several causes. First, the local market is relatively young. Romania and its neighbors haven’t had decades of corporate tradition like Western countries, which means the pool of executives with international experience is smaller. Second, the brain drain has severely affected the region. Many talented professionals have chosen careers in the West, attracted by higher salaries and more diverse opportunities. Third, the accelerated pace of technological and economic change means that demand for expertise exceeds supply.
The traditional recruitment model can no longer respond to these realities. Companies spend months on headhunting to find a CFO or CTO, only to discover that salary expectations exceed the budget or that the profile doesn’t match. Meanwhile, the organization loses time and opportunities.
This is where the fractional model comes in. Instead of searching for the impossible — a full-time executive who is both available and affordable — companies can hire a fractional executive for a few days per month. This gives them immediate access to top expertise without the costs and rigidity of a permanent hire. In effect, the fractional model democratizes access to senior leadership.
The benefit is not only financial but also strategic. Fractional executives are usually professionals who have worked across multiple industries and organizations, bringing a wealth of experience and diverse perspectives. Instead of a leader “trapped” in a single context, the company gains know-how tested in many different situations. In a time of talent shortages, this diversity becomes a competitive advantage.
Another key advantage is speed. While traditional recruitment can take months, working with a fractional executive can start within weeks. In a volatile economic environment where every month matters, this speed makes all the difference.
The fractional model also addresses retention issues. Even when they find valuable leaders, many companies in the region struggle to keep them long-term. Fractional executives, however, aren’t tied to a single organization. This flexible model offers them professional satisfaction and makes them less prone to burnout or boredom. As a result, relationships with companies tend to be more sustainable.
The talent shortage is most visible in sectors like technology, finance, and digital marketing. These are exactly the areas where demand for fractional CTOs, CFOs, and CMOs is growing the fastest. Tech startups in Bucharest, Cluj, or Warsaw need experienced CTOs to scale but can’t afford to hire them full-time. SMEs facing cash flow challenges can’t pay for a permanent CFO but urgently need a fractional one. And companies entering new markets can’t justify a full-time senior CMO but can collaborate with a fractional one for a few months to define their strategy.
Of course, the fractional model doesn’t eliminate the talent crisis entirely. It can’t replace the need to train and develop new local leaders. But it provides a breather and a transitional solution for companies that would otherwise be stuck. Instead of abandoning projects or hiring the wrong leaders, they can work with fractional executives until the market matures.
For Romania and Eastern Europe, adopting this model can mean more than just a quick fix to a crisis. It could be a step toward normalizing the idea that leadership doesn’t need to be permanent to be valuable. It could be a way to connect local companies with international professionals who choose to work remotely and fractionally. And, over time, it could become a bridge to a more dynamic and flexible talent market.
In conclusion, the talent shortage isn’t going away anytime soon. But the fractional model offers a pragmatic solution: fast access to expertise, cost-effective arrangements, diverse perspectives, and more sustainable relationships. It’s a modern response to an old problem — and probably one of the smartest ways companies in Romania and Eastern Europe can stay competitive in the next decade.
Photo: Canva
