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Stop paying for resumes. Start building your talent infrastructure.
Stop paying for resumes. Start building your talent infrastructure.
Traditional hiring models are broken for growing companies. Agencies are heavily incentivized by commission, meaning they care about the placement fee, not your retention rates. On the flip side, hiring a full-time, in-house Talent Acquisition Leader costs over $120k+ per year plus benefits—an overhead expense most scaling startups can't justify.
Fractional Internal Recruitment fills the gap. You get an executive-level Head of Talent embedded directly into your company for 10 to 20 hours a week. We don't just throw resumes over the wall; we build your hiring engine from the inside out.
We Are Fully Embedded
We don't act like an external vendor. We use your company email domain (yourname@company.com), sit in your Slack channels, and join your leadership syncs. To candidates, we are your internal recruiting team, massively elevating your employer brand.
Complete Goal Alignment (No Commission)
Traditional agencies make money when you hire anyone, which leads to mismatched talent. Because we operate on a flat monthly retainer, our only goal is to find the absolute best cultural and technical fit for your long-term success. If you hire 1 person or 5 people, your cost remains exactly the same.
You Own the Infrastructure
When an agency leaves, they take their candidate data with them. When our fractional engagement ends, you keep everything. We set up your ATS (Greenhouse/Ashby), build your interview scorecards, train your managers, and hand over a warm, organized pipeline of talent.
Dynamic Scalability
Hiring fluctuates. You might need to scale rapidly in Q1, but pause hiring in Q2. With a full-time employee, you are stuck with high fixed overhead. With our fractional model, you can scale our hours up during peak hiring seasons and dial them down or pause when your pipeline is full.
This model is built specifically for you if:
This model is built specifically for you if:
You just raised a round of funding and need to make 3–8 strategic hires in the next 90 days, but don't want to burn capital on agency fees.
Your leadership team is drowning in hiring tasks, spending hours sourcing on LinkedIn instead of building the business.
You don't have a structured interview process, leading to inconsistent candidate experiences and dropped offers.
You aren't ready for a $130k/year full-time internal recruiter, but you need enterprise-level talent expertise right now.
Q: How do you split your hours across the week?
Q: How do you split your hours across the week?
A: Dynamically based on your current bottlenecks. In the first week, hours are typically front-loaded into setting up your ATS infrastructure, building scorecards, and intake alignment with hiring managers. Once the pipeline is live, hours shift heavily toward active outbound headhunting, candidate screening, and driving interview loops forward.
Q: What happens if we hire 5 people this month? Does our price go up?
Q: What happens if we hire 5 people this month? Does our price go up?
A: No. That is the biggest flaw of traditional agencies. Because I operate on a fixed monthly retainer based on time and strategy rather than commission, your cost remains exactly the same whether you make 0 hires or 10 hires. My goal is to lower your cost-per-hire dramatically.
Q: Are you locked into a long-term contract?
Q: Are you locked into a long-term contract?
A: Not at all. Hiring needs change quickly in a scaling business. All fractional engagements operate on a month-to-month basis. If your hiring pipeline is full, or if you decide to pause expansion, you can scale down my hours or offboard completely with a simple 14-day notice.
Q: Do you use our software, or do we use yours?
Q: Do you use our software, or do we use yours?
A: I integrate completely into your tech stack. I will use your company email domain, sit in your Slack or Teams channels, and operate inside your Applicant Tracking System (ATS). If you don’t have an ATS yet, I will evaluate, select, and implement the perfect tool (like Greenhouse, Ashby, or Lever) for your team during our first week. You will own the accounts and all the candidate data forever.
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