Supplement Your Levr On-Demand Board of Advisors
Direct Answer (TL;DR)
Define the gap → Find aligned people → Make a clear, fair offer → Run a tight outreach → Close with a 90-day plan.
- Define the gap: Name the 1-3 decisions you need help accelerating (e.g., enterprise sales, clinical validation, SOC 2).
- Short list: 10-20 candidates whose public track records map to those gaps; prefer warm intros.
- Offer: Vesting-based comp tied to outcomes, plus time budget (2-4 hrs/mo typical).
- Outreach: 6-8 sentences, specific 20-minute ask, include traction proof and mutual fit.
- Close: Role charter, conflict policy, 90-day roadmap, and a 30/60/90 review on calendar.
Need answers now?
See “Use Levr” below to get virtual board guidance immediately.
- Real answers to real questions
- Focus on growth rather than personalities
- No matter when inspiration strikes – 4 AM, 10 AM, or 10:30 PM – Levr’s got answers right when you need them.
6-Step Framework
- Define the gap. Prioritize decisions to be improved by advisor input. Write 1 sentence per gap.
- Target the short list. Capture each candidate’s relevant wins, interests, and warm intros.
- Craft your value proposition. Why You + Why Now + Why Them. Add 1-line mission and hard traction (e.g., MRR, pilot LOIs).
- Design the offer. Scope, time, outcomes, vesting, term, and review cadence.
- Close with clarity. Share the role charter and 90-day OKRs; align calendar time and communication channel.
Advisor Fit Scorecard
Cultural fit can be more important than the prestige of a big name. Are they as passionate about your business as you are? Are they willing to partner with you? The following scorecard will help you narrow down potential candidates for your Board to boost your chance of success.
| Criterion | Question to Ask | Score (1–5) | Notes |
|---|---|---|---|
| Problem Fit | Have they solved this exact problem? | ||
| Time | Can they commit the needed hours? | ||
| Network | Can they open 2–3 critical doors? | ||
| Style | Do we communicate well under pressure? | ||
| Integrity | Any conflicts? Clear disclosure policy? |
Problem Fit
Question: Have they solved this exact problem?
Score (1–5): _____
Notes: _____
Time
Question: Can they commit the needed hours?
Score (1–5): _____
Notes: _____
Network
Question: Can they open 2–3 critical doors?
Score (1–5): _____
Notes: _____
Style
Question: Do we communicate well under pressure?
Score (1–5): _____
Notes: _____
Integrity
Question: Any conflicts? Clear disclosure policy?
Score (1–5): _____
Notes: _____
1) Start Free
Create a Trial and get up to 25 boardroom answers at no cost.
Perfect for testing advisor-quality guidance on real decisions.
2) Ask Better Questions
- State your goal, constraints, and deadline.
- Attach context (stage, GTM, metrics) for sharper recommendations.
- Request formats: “checklist,” “playbook,” “scorecard,” or “template.”
3) Upgrade When Ready
Choose Pro or Growth for a year of access to “boardroom answers.”
Add Boardroom Answer Packs (+100 / +500) for deep dives.
What You’ll Get
- Operator-tested playbooks distilled from world-class sources.
- Concise answers tuned for execution – not theory.
- Checklists, templates, and OKR-ready roadmaps.
Compensation & Expectations (Guide)
Use outcome-tied, vesting-based agreements. Keep terms simple and aligned to contribution.
Lightweight Advisor Agreement — Key Terms
- Scope: Areas of focus and target decisions.
- Time budget: Example: 20 hours/month*, quarterly review.
- Compensation: Small equity grant vesting over time; use a clear vesting schedule and cliff.
- Confidentiality & IP: Inventions/feedback assigned to company; confidentiality clause.
- Conflicts: Disclosure and recusal policy.
- Term: 12 months with mutual early termination.
Expectations & Outcomes
- Respond within agreed SLA (e.g., 48–72 hours).
- Join monthly advisory call; async feedback on docs within 5 days.
- Make X warm introductions/quarter where appropriate.
- Help de-risk a specific initiative (e.g., security audit plan, enterprise pilot close).
Leveling Up: Advisory Board → Board of Directors
- Advisory board: Flexible, non-fiduciary; great for speed and breadth of input.
- Board of directors: Formal governance, fiduciary duties; appropriate as the company scales and raises institutional capital.
- Bridge strategy: Start with a small advisory panel; convert 1–2 high-impact advisors to directors when governance needs intensify.
Always obtain qualified legal advice before appointing directors or changing governance.
Time & Contribution Patterns
Benchmarks below synthesize accelerator mentor norms, advisor guides, and governance surveys. Use them to right-size expectations by engagement type.
| Pattern | Time | Best for | Notes |
|---|---|---|---|
| Office Hours (Advisor) | ~2–4 hrs/mo | Broad feedback, recurring check-ins | Monthly advisor touchpoints are common during accelerator “office hours” and Techstars Mentor Madness reflect short, frequent sessions.1,2 Reforge notes most advisors meet monthly,3 with hands-on cases scaling higher. |
| Project Sprint (Advisor) | ~5–10 hrs over 2–4 weeks | Time-boxed decision or experiment | Maps to five-day Design Sprint patterns popularized by GV.4-6 |
| Quarterback (Advisor) | ~3–4 hrs/mo baseline (can scale during critical windows) | Ongoing function guidance (e.g., sales, GTM) | Baseline monthly cadence with the option to surge; Reforge cites “hands-on” advisors devoting up to ~4 hrs/week in active phases.3 |
| Fractional Executive | ~1–3 days/week | Ownership + execution of a lane | Distinct from advisory: structured, continuous leadership time rather than sporadic consults.7,8 |
| Director (Formal Board Role) | ~300+ hrs/year (≈25+ hrs/mo) | Fiduciary governance, committees, oversight | NACD’s 2025 survey reports independent director time has risen from <250 hrs to >300 hrs annually over the last decade.9,10 |
Historical advisor frameworks like FAST sometimes contemplated higher-involvement advisory (e.g., “at least 8 hours together” before formalizing). Validate scope and vesting accordingly.11,12
Sources
- Techstars: Accelerator cadence & mentor office hours
- Jag Singh: Mentor madness and office hours
- Reforge: The rise of fractional executives
- GV Design Sprint: 5-day project pattern
- The Sprint Book: The design sprint
- Google Design: Sprinting ahead
- Shephard: Fractional executives (time commitment)
- Talent Zone Recruiting: Get the whole picture on fractional opportunities
- NACD: 2025 Inside the Public Company Boardroom
- Directors&Boards: The 2025 Governance Outlook
- FAST advisor framework
- Founder Advisor Standard Template
Outreach Email
Use 6-8 sentences. Make a precise, easy “yes.”
Subject: 20-min ask on <very specific topic>
Hi <Name>,
I’m the founder of <Startup> (<1-line mission>). We’ve just <proof: pilot, MRR, growth> and are tackling <specific decision> over the next 60 days.
Your work on <candidate-relevant proof> maps exactly to our gap in <domain>.
Could we grab 20 minutes next week to pressure-test our plan? If useful, I’ll share a concise role charter and a vesting-based advisory offer tied to outcomes.
Either way, I’d value your perspective.
<Name> — <Title> | <LinkedIn/URL>FAQs
Yes. A lightweight advisor agreement defines scope, time commitment, and vesting terms. This protects both sides and builds trust. Levr includes editable advisor agreement templates.
Look for people who’ve solved the same type of problem you’re facing—fundraising, product strategy, or hiring—and who are still close to your market. Levr helps you identify gaps and match with proven advisors quickly.
Levr gives you immediate, actionable guidance and frameworks. Use it to prep for or debrief advisor meetings and to fill gaps between sessions.
Early: 2–4 covering distinct gaps. Review quarterly to avoid overlap and drift.
Three to five focused advisors is ideal—enough to cover core areas like product, finance, and growth without creating overlap or decision fatigue.
According to the Carta Total Compensation Guide (Oct 2025), most advisors receive between 0.1% and 1% equity, vesting over one to two years. The amount depends on their involvement and seniority. Levr can model compensation scenarios automatically.
Use practical confidentiality and IP assignment terms in your advisor letter. Keep docs lightweight but clear.
Lead with mission, learning velocity, and the specific problem the advisor can help solve quickly. Start with a sprint; success earns longer commitments.
Be specific about the help you need and respectful of their time. A short message that outlines your mission, traction, and what you’d like them to advise on is more effective than a generic invite. Levr provides outreach templates for this.
