This engagement template structures a complete fractional CFO relationship — not just the scope of work, but the pre-engagement setup and the success milestones that determine whether the engagement is working. The pre-engagement section covers the work to do before hiring: evaluating whether a fractional CFO is the right model versus a full-time hire or a financial consultant, defining the success criteria that will be used to evaluate the engagement at 90 days, and aligning stakeholders on what the CFO does and does not own. The engagement structure section covers scope, deliverables, and reporting cadence. Essential elements: explicit deliverables with timelines, hour commitment per month, reporting format and cadence, what the CFO does not own, escalation path for financial emergencies, and termination clause with 30-day notice. The offboarding section covers the handoff plan — because every fractional engagement ends, and the quality of the offboarding determines whether the company retains the organizational capability or becomes dependent on the expert indefinitely. The offboarding plan should include a timeline for the transition (typically 30-60 days), a complete inventory of all materials and models the CFO built, and written handoff documents for each deliverable. Use this template as a working document throughout the engagement, not just at the beginning. Review scope and success criteria explicitly at 30, 60, and 90 days.
This engagement template is designed to structure a complete fractional CFO relationship — not just the scope of work, but the pre-engagement setup and the success milestones that determine whether the engagement is working. The pre-engagement section covers the work to do before hiring: evaluating whether a fractional CFO is the right model versus a full-time hire or a financial consultant, defining the success criteria that will be used to evaluate the engagement at 90 days, and aligning stakeholders on what the CFO does and does not own. The engagement structure section covers the scope, deliverables, and reporting cadence. The offboarding section covers the handoff plan — because every fractional engagement ends, and the quality of the offboarding determines whether the company retains the organizational capability or becomes dependent on the expert indefinitely. Use this template as a working document throughout the engagement, not just at the beginning.
Scope of Work
- Monthly close oversight and P&L review
- Cash flow forecasting (rolling 13-week model)
- Board and investor reporting package
- Annual budget and operating plan
- Fundraising support (financial model, data room, investor diligence)
- Finance team management (if applicable)
- ERP/accounting system oversight
Engagement Structure
- Commitment: [X] hours/month or [X] days/month
- Weekly sync: 30-min CEO/CFO alignment call
- Monthly: Board-ready finance package delivered by [date]
- Quarterly: OKR review and reforecast
- Annual: Budget and strategic plan presentation
- Ad hoc: Deal support, lender negotiations, M&A diligence
Deliverables (Month 1)
- Chart of accounts audit and cleanup
- Current financial model assessment
- Cash runway analysis
- Finance team capacity review
- Priority roadmap for first 90 days
Success Metrics
- Days to close monthly books (target: < 5 business days)
- Forecast accuracy (target: ±10% of actuals)
- Board package delivery on time
- Fundraise timeline and terms achieved
- Finance process maturity score (quarterly review)
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