Like many growth-stage businesses, Mota Hub Inc was running on a combination of tools that had accumulated over time rather than been designed. Their website didn't reflect the quality of the product. Onboarding flows created friction before a customer even got started. And a technology roadmap lived in people's heads rather than in code.
Hiring a full-time CTO wasn't the right move at this stage. The need was real, but so was the cost, risk, and time-to-hire of a permanent appointment. They needed the judgement of a CTO without the overhead of one.
"Stop thinking about it and just do it, you won't regret it."Kurt MacLachlan, Founder, Mota Hub Inc.
The engagement started at five days per month, structured around business priorities rather than a fixed schedule of meetings and reports. The first focus was immediate, visible impact: the website and onboarding forms were overhauled, bringing the front-door experience in line with what the product actually delivered. These aren't glamorous changes, but they matter.
Once the immediate priorities were addressed, the engagement moved into a longer planning horizon. What does Mota Hub Inc need to build, in what order, and how should it be architected to support where it is going? The answer was a suite of four interconnected platforms, each addressing a distinct operational need in the VFX crewing and workforce space.
The specifics of each platform are commercially sensitive. At a strategic level, they address the full lifecycle of VFX workforce and crew management, designed to work together and scale as Mota Hub Inc grows.
Intelligence Hub
A centralised data and insights layer giving the business cross-operational visibility: the kind that spreadsheets and disconnected tools simply cannot provide.
CRM
A purpose-built customer relationship platform designed around the client's specific workflows. Not configured from generic off-the-shelf software that doesn't quite fit.
Recruitment Platform
End-to-end recruitment tooling built for the complexity of VFX and specialist workforce hiring, where requirements differ significantly from standard recruitment software.
Crewing Platform with Automated Job Matching
Automated matching logic that connects the right crew to the right opportunities, reducing manual effort and improving placement speed and accuracy.
The engagement doubled from five to ten days per month, reflecting the pace of progress and the value of having consistent senior technology leadership embedded in the business. Key outcomes to date:
- Website and onboarding transformed: first impressions now match the product's quality and ambition
- Four bespoke platforms in active development, each built around Mota Hub Inc's actual workflows not off-the-shelf templates
- Technology decisions made with a clear commercial framework, not just technical preference
- A roadmap that the whole business can see and understand, not just the development team
- Engagement extended from 5 to 10 days per month within the first quarter
Mota Hub Inc didn't need a permanent CTO in an office five days a week. They needed the judgement, the architecture decisions, and the commercial clarity that a great CTO brings, applied at the right moments, on a schedule that fit the business rather than the other way around.
That is fractional CTO engagement: senior technology leadership, commercially focused, with no wasted overhead.
The Fractional CTO Model
Typically 2 to 5 days per month. Structured around your priorities. No long-term commitment required to get started. The right arrangement scales up as the engagement proves its value, and it did here within the first few months.