Fractional CDO
Strategic design leadership without the full-time commitment. For teams that need direction, not another hire.
The problem this solves
Your team is good. They can execute. But there's no one setting strategic direction. No one asking "should we build this at all?" No one connecting product decisions to business outcomes.
You're not ready for a full-time CDO. Maybe you can't afford one. Maybe you don't need 40 hours a week of design leadership. But you need someone who's been through this before.
Fractional work gives you experienced perspective without the overhead. Strategic guidance, design reviews, team development. On a schedule that matches your actual needs.
How it works
Time commitment
10-20 hours per month, depending on need. Weekly or bi-weekly check-ins. Available async for urgent questions. Flexible as your needs change.
Duration
Three month minimum. Not because I want to lock you in. Because real change takes consistency. Most engagements run 6-12 months.
Core work
Strategic direction. Design reviews. Team mentorship. Hiring support. Process improvement. AI workflow integration. Whatever your team needs that week. The focus shifts as you grow.
Production work
Design systems, UI/UX, prototyping—I can do hands-on work too, especially with AI-augmented workflows. But the focus stays on building your team's capability, not creating dependency.
Add-on packages
Some months are all strategic. Other months, you might want to run a validation sprint or build out your design system. These can use your monthly hours or be scoped separately:
Validation Sprint
Test ideas with real users in 1-5 days
User Research
Interviews, testing, synthesis
Design System Sprint
Build or extend your component library
Team Training
Design thinking, AI tools, methods
Accessibility Audit
WCAG compliance review + fixes
Strategy Workshop
Stakeholder alignment sessions
What changes
Strategic clarity
Someone asking the hard questions before you commit resources. Connecting design decisions to business outcomes. Seeing patterns from having done this before.
Team growth
Your designers get better. Not through formal training, but through regular feedback, challenging work, and someone showing them what good looks like.
Process improvement
Design reviews that actually improve work. Research that influences decisions. Collaboration patterns that stick after I'm gone.
Outside perspective
Fresh eyes on problems you've been too close to. Patterns from other industries. Ideas you wouldn't have had without someone from outside the bubble.
My approach
I don't come in with a playbook and force your team to follow it. Every company is different. I spend the first month understanding how you work, what's actually broken, and where the leverage is.
Then we fix the things that matter most. Sometimes that's process. Sometimes it's skills. Sometimes it's just giving people permission to push back on bad ideas. The goal is capability, not dependency.
By the time we're done, you shouldn't need me anymore. That's success.
From teams I've worked with
"Having Vitali's perspective changed how we make decisions. We stopped building features nobody asked for and started validating first."
"Our junior designers grew faster in 6 months than the previous two years. Turns out they just needed someone to push them and show them what was possible."
This works if
You have a design team that needs direction, not replacement
Leadership is willing to listen and make changes
You can commit to at least 3 months of consistent work
You want capability building, not just deliverables
This doesn't work if
You need a one-off project, not ongoing support
Leadership won't actually implement recommendations