The Post-60 Career Path

Stephen Hawking said, “work gives you meaning and purpose, and life is empty without it.” It’s no surprise, then, that there is an ongoing shift away from traditional retirement and towards late-in-life career paths that emphasize purpose.

This is more than a philosophical shift; it’s a demographic one: AARP research, released in early 2026, shows that 7% of retirees returned to work in the past six months, up from 6% in the summer of 2025; projections indicate that workers 65 and older will account for more than 60% of labor force growth in this decade.

The question, as posed by this Wall Street Journal article, is what does this generation of workers want, and is the job market supplying it?

According to numbers from the AARP, those returning to work are motivated by three primary factors: financial stability (48%), boredom (15%), and the desire to stay active.

Why 60+ Executives are Choosing Fractional Roles: Flexibility and Impact

This new influx of job seekers is looking to balance flexibility and impact in this new chapter of their careers. These are workers who have already put in their time working 60+ hour weeks and are looking to shed unsustainable working conditions while pursuing more of the work that they enjoy.

To meet this demand for purpose and flexibility, many are turning toward the fractional model as an alternative to traditional full-time roles or traditional retirement.

The Intellectual ROI of a Fractional Role

Our growing team cites the ability to make an impact as the driving force behind their passion with us. In a fractional role, associates avoid the ‘brain drain’ that can occur when a talented financial or executive leader goes from 60 hours a week to zero.

The knowledge transfer is also meaningful to those pursuing fractional roles—they are able to leverage their years of experience and knowledge to help small- and medium-sized businesses define their strategy so that they can build sustainable, transferable value. “It’s strategic vision, problem-solving, crisis averting, seeing the future…and sometimes simple coaching,” explains former FocusCFO associate John Vogelpohl. “Remember: Grey hair is valued!” Vogelpohl served as a Fractional CFO with FocusCFO for five years before returning to traditional retirement.

At FocusCFO, we have structured our CFO and Area President positions around these values. Our associates set their schedules, both in terms of the number of hours and in terms of their availability.

Our CFOs choose their schedules, have control over their client roster, and can focus on the rewarding aspects of their work, which lets them write a new chapter in their careers—one that is less stressful.

Benefits of Transitioning from Full-Time Work to a Fractional CFO Advisory Role with FocusCFO

• A stimulating work life, with less stress than traditional executive roles
• More time to process, create, and mentor
• Opportunity to work with purpose and make a direct economic impact with small- and medium-sized businesses in the community by helping them build transferable value and legacy
• Flexible schedules: choose how much you want to work and maintain control over your client roster
• Do the work you enjoy: Our unique model of ‘Sherpa Teams’ allows Area Presidents to focus on business development and selling services, while our fractional CFOs focus on delivering world-class financial expertise to clients; both roles are backed by FocusCFO corporate support

This structure creates an opportunity for CFOs and business advisors who are looking to delay retirement, or who are looking for an alternative to the traditional corporate career. If this interests you, learn more about careers with FocusCFO.

Recommended Reading:

• “The New Post-60 Career Path,” by Lisa Bannon. Wall Street Journal.
• “The Case for Hiring Older Workers,” by Josh Bersin and Tomas Chamorro-Premuzic. Harvard Business Review.
• “A New Map of Life: Work,” by Alice Milivinti and David Rehkopf. Stanford University’s Center for Longevity