Compensation in 2025 shows clear convergence around a dominant structure: retainers.
- 88% of respondents reported retainer-based compensation
- Hourly, project-based, and success-based fees remain secondary
- Equity-based compensation exists but remains limited
Retainers provide predictability for both parties and reflect mutual commitment. Success fees are often layered on top to align incentives around revenue or growth outcomes.
Data Source: 2025 State of Fractional Sales Leadership Report
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