Fractional talent acquisition.
An in-house hiring team, without the headcount. We work under your brand, for an agreed number of days a month.
The gap between an agency and a hiring team.
Growing channel businesses reach a point where agency fees stop making sense but a full internal talent function is too big a commitment, and too big a risk if growth slows.
Fractional talent acquisition sits in between. We embed in your business, work under your brand and run hiring as though we are part of the team.
What embedding actually means
Your brand, not ours
Candidates hear from your business. We work from your email, your careers page and your employer brand.
Fixed monthly cost
An agreed number of days a month, not a percentage of every salary. Budget you can plan around.
Process you keep
Scorecards, interview structure and pipeline stay with you when the engagement ends.
Scales both ways
More days during a growth phase, fewer when hiring slows. No redundancy conversation.
How an engagement runs
Scope
We agree the roles, the volume and the days per month, and what we are accountable for.
Embed
Access, tooling and brand set up, so candidates experience your business rather than a recruiter.
Run
Weekly cadence: pipeline, interviews, offers, reporting you can take to the board.
Hand over
When you are ready to hire internally, the process and pipeline transfer to your team.
Who it suits
- Businesses hiring five or more people a year
- Companies post-investment with a growth plan to deliver
- Teams whose agency spend has become the largest line in the budget
- Businesses with no internal talent function yet
Spending too much on agency fees?
We can model what a fractional arrangement would cost against your last twelve months of hiring.