The beauty and wellness industries are increasingly turning to fractional executive hiring as economic uncertainty and widespread layoffs create both opportunity and necessity for alternative leadership models, according to industry recruitment specialists.

April Uchitel, chief executive and founder of The Board, a consultancy network of more than 250 vetted fractional C-level executives, describes the trend as "precision fit" hiring. "The whole idea behind fractional is 'right talent, right time'," she told beauty industry publication Glossy.

This shift towards interim leadership comes as major beauty conglomerates including Estée Lauder Companies, Coty, Unilever and L'Oréal have implemented significant workforce reductions, creating an experienced talent pool seeking alternative employment arrangements.

Market dynamics driving change

The fractional workforce has expanded by one-third since 2020, with approximately two in five Fortune 500 companies now utilising fractional talent in C-suite or strategic roles, according to data cited from Work Life publication.

Debbie Johnson, president of Premier Executive Recruiting, which has worked with Olaplex, Em Cosmetics and Beautycounter, noted unprecedented levels of executive displacement. "I've spoken with more beauty executives than ever that have found themselves unemployed right now that have never been in this situation before," she explained.

Most fractional executive contracts span three months to one year, with six months being the most common duration. These arrangements typically involve 10-15 hours per week with a single company, though some executives manage multiple concurrent engagements.

Strategic applications in business transformation

The most frequently hired fractional roles include marketing, product development, and go-to-market functions such as retail and web strategy. Traditional interim positions like chief operating officer, human resources director, and chief financial officer remain popular, particularly among smaller companies requiring senior expertise without full-time executive costs.

Uchitel highlighted emerging demand for specialist transformation roles including social media strategy, influencer management, artificial intelligence implementation, and creative direction for companies undergoing brand repositioning.

A notable trend involves hiring "SWAT teams" of three or more executives to address specific business challenges—an approach Uchitel characterises as deploying "a group of fixers" for targeted business transformation initiatives.

Industry outlook and structural changes

Uchitel suggests many eliminated positions at major corporations "are simply not coming back" due to technological advancement and evolving market conditions. More than half of The Board's executive network comprises beauty industry veterans, indicating the sector's particular embrace of fractional leadership models.

Johnson observed increased permanent job opportunities during June and July, though cautioned against premature optimism for 2026. "We still have a lot more people entering the market than there are job opportunities," she noted.

The trend reflects broader shifts in corporate strategy, with companies increasingly viewing fractional executives as accessing expertise previously locked within competitor organisations or priced beyond reach of smaller enterprises.

"You have this incredible talent pool out there that's super seasoned, while we're all simultaneously watching the industry shift dramatically," Uchitel observed, highlighting how fractional arrangements enable companies to leverage executives who have recently navigated similar challenges elsewhere.

For many executives, fractional work serves as either a pathway to permanent employment through "try before you buy" arrangements, or as a preferred career model offering greater flexibility and diverse professional experiences.

Source: Glossy, authored by Lexy Lebsack, July 29, 2025