A vacancy, leave period, or company change does not pause the pipeline target. Folmia can step in with senior marketing ownership and a team to keep the agreed work moving while you recruit or redesign the function.
Starting from $2,000/month. Cancel anytime.
We reply within 1 business day.
An interim marketing manager usually enters for a defined period to maintain leadership, steady the team, and protect important work during change. The immediate test is practical: decisions still get made, commitments still ship, and the company knows what should pass to the permanent owner.
Temporary should describe the appointment, not the standard of ownership.
A European manufacturer loses its marketing lead two months before an important trade event. The company's weekly review of finished work with us closes the loop: our senior lead settles the event priorities and the team delivers the campaign and sales follow-up while recruitment continues. The remaining marketer does not have to absorb both the leadership and production gap.
If your brief truly requires one person inside the company every day, we will not relabel a fractional team to win it.
One experienced person fills a defined internal role for a set period, often with substantial weekly presence. This fits when the role, team, and operating model already exist and need continuity.
Senior leadership comes with hands-on production capacity. This fits when the gap includes both ownership and unfinished execution, or when the marketing function itself needs to be rebuilt before the permanent hire is made.
A Dutch B2B company has a mature marketing team and needs one experienced person to cover its manager's parental leave inside an established role. A dedicated interim manager fits that brief. A German services firm has lost its only senior marketer and also lacks production capacity, so our senior lead sets the priorities. The team produces the work, which the firm reviews with us as finished work each week.
An interim period creates pressure to preserve everything. We rank the work by consequence so the company does not spend the gap maintaining activity that no longer serves the target.
Campaign follow-up, sales materials, and active account support should not disappear because the previous owner left.
Internal marketers and external specialists need one place to get priorities settled and blockers removed.
Leadership should see what shipped, what changed in the numbers, and which risk needs a decision this week.
A software company enters an interim period with renewal communications, a sales campaign, and a website project all marked urgent. Each week, the company reviews the completed work with us after our senior lead has connected each item to the next commercial milestone and set the order, and the team has produced the agreed scope. The gap stops turning every inherited commitment into an equal emergency.
The permanent hire should not inherit a private system held in somebody else's head. We document the priorities, working rhythm, and open decisions as part of the operating work.
Confirm the essential work, current responsibilities, and commercial risks that cannot wait.
Repair the most costly gaps in message, production, or reporting while the team continues to operate.
Give the permanent owner a visible queue, decision history, and weekly system they can continue or change with confidence.
A permanent head of marketing joins after a six-month vacancy. During the gap, the sequence stayed deliberate: our senior lead set the priorities, the wider team produced the agreed work, and the company reviewed finished work with us in the weekly session. The new leader receives that active queue, decision history, and pipeline view instead of unexplained agency contracts and meeting notes.
Folmia's fractional marketing team starting from $2,000/month. Plans run month to month, and you can cancel anytime.
The existing role needs near full-time cover, daily people leadership is the main requirement, and the internal team already has the capacity to carry out the work.
The gap combines senior ownership with missing production, the function needs reshaping, or you want to prove the structure before recruiting the permanent lead.
A business needs daily people management for a ten-person department while its director is away. That is a dedicated interim management role. For a business missing both ownership and production capacity, its weekly review of finished work with us closes the loop: our senior lead chooses the queue and the team delivers the agreed scope until the permanent shape is clear.
| Question | Folmia fractional team | Full-time marketing hire | Consultant or agency |
|---|---|---|---|
| Cover cost | Starting from $2,000/month for senior cover and the agreed execution scope. Work continues month to month, and you can cancel anytime. | Salary depends on seniority and location, with benefits, recruitment, and separate supplier or specialist costs added. | Usually a day rate or fixed-period interim engagement, or a project and retainer fee for agency support. |
| How cover starts | We take on the first priorities once access, authority, and the urgent work are agreed. | Recruitment, notice period, and onboarding leave the gap open unless separate cover is arranged. | An available interim manager may start quickly; an agency moves fastest when the inherited brief is already clear. |
| Coverage model | A senior lead keeps decisions moving while the team produces the monthly scope, with finished work reviewed with you weekly. | One permanent colleague builds long-term context and leads the function from inside. | You get one temporary manager for a defined role, or agency capacity for specified work, depending on the engagement. |
| Where each fits | Choose the fractional team when the gap combines leadership and missing execution, or the function needs reshaping before the hire. | Choose the permanent hire when the lasting role and workload are clear and the company is ready to appoint its owner. | Choose dedicated interim presence for a mature role, or agency support when an internal owner needs bounded work delivered during the transition. |
| Handover at the end | We maintain the active queue, decision history, supplier ownership, and reporting rhythm for the new hire. | The permanent colleague receives the function and continues building company context. | Handover depth depends on whether the interim or agency brief includes the operating record, not only the deliverables. |
Send the reason for the gap, expected period, and marketing commitments already in motion. We will tell you whether you need a dedicated interim manager or a fractional team.
We reply within 1 business day.
