What Is Fractional Recruiting?

Fractional recruiting is a flexible engagement model in which I join your team on a part-time, embedded basis to lead and execute your hiring efforts, working inside your internal tech stack and your hiring workflow. I partner with your hiring managers to develop and execute hiring strategies, build scalable hiring processes, source and engage top talent, and run the full cycle from intake through offer acceptance, and deliver successful hiring results for as long as needed, without the cost or long-term commitment of a full-time recruiter. 

When To Partner With A Fractional Recruiter?

My fractional recruiting model scales to your needs. Lighter, ongoing hiring is served well by a fractional cadence of roughly 15 to 30 hours per week. When you're scaling fast and recruiting is a near-full-time job, I scale up the engagement at 35 to 40 hours per week. Either way, you get senior-level ownership on demand.

It's the right fit when hiring has outgrown the founder's calendar but doesn't yet justify a full-time in-house recruiter.

•    Stalled searches: hiring managers are overwhelmed and open roles have stopped moving.

•    Hiring velocity: you need consistent throughput across multiple open roles at once, not just one.

•    Between recruiting hires, or testing whether the fractional model fits before committing further.

•    Month-to-month flexibility: no long-term contract required.

•    Built to flex with your hiring cycle: scale up during hiring sprints, pause between funding rounds.

Who I Partner With

I partner with venture-backed startup founders, SaaS and AdTech companies, digital agencies, and the HR and talent leaders inside them. Most are scaling fast, and hiring across go-to-market, technical, and leadership roles at the same time.

•    Founders and CEOs spending too much time in recruiting loops who need someone to take hiring off their plate.

•    HR and People leaders who have the strategy but need execution capacity to hit headcount targets without blowing the budget.

•    Leadership teams entering a growth phase where the roles are getting harder to fill and there's no one internally who owns recruiting at a strategic level.

The Hiring Pains I Solve

When I'm embedded with your team, I run recruiting end to end, so you don't have to. 

•    Full-cycle recruiting: intake, sourcing, screening, interview coordination, and offer management, across GTM (SaaS sales, marketing, customer success), Creative Services (UI/UX, web design, product design, creative direction), technical (front-end, back-end, full-stack, DevOps, product), and leadership roles.

•    Passive candidate sourcing: direct outreach to the people who aren't applying, not just inbound applicants. Tactics include LinkedIn Recruiter, Boolean search, and proprietary networks.

•    Hiring infrastructure: I develop the workflows, templates, and pipeline structure that stay with your team after the engagement ends.

•    A structured, consistent evaluation process: I utilize the same criteria applied across every candidate and interviewer. Cultural fit is assessed against agreed criteria, not gut feel.

•    Reduced agency dependence: fewer contingency fees, more control, and hiring that reflects how you actually want to build your team.

•    Strategic alignment: recruiting strategy, success profiles, and job descriptions tied to your funding stage and growth goals, so postings describe outcomes, not task lists.

•    Complete transparency: weekly syncs, shared dashboards, and hiring metrics, so you always know where every search stands.

Results

A representative sample of hiring outcomes from embedded and full-cycle engagements (client names withheld; described by category):

•    77 hires in 18 months: digital advertising company.

•    21 hires in 12 months: niche interactive agency.

•    14 hires in 5 months: digital ad platform.

•    Roughly 20% reduction in time-to-fill across multiple engagements. 

Frequently Asked Questions

How is fractional recruiting priced? I work on a part-time or embedded basis, billed as a monthly retainer or hourly rate depending on the hours your hiring volume needs. It's month-to-month, with no long-term contract required.

How quickly can you start? As soon as scope, hours, and access to your systems and team are agreed on, typically after one intake conversation.

What if my hiring needs change mid-engagement? Because the engagement is month-to-month, hours flex with you: lighter cadence for steady-state hiring, scaled up when you're in a hiring sprint, and back down once things stabilize.

What happens to the hiring process once the engagement ends? Everything I build, the workflows, templates, and pipeline structure, stays with your team. If you bring on an in-house recruiter later, they inherit a system already running, not a blank slate.

How is this different from a contingency recruiter? A contingency recruiter is typically brought in for a single role and paid only on placement. I work as an embedded part of your team across all your open roles, building the process and pipeline that keeps working after this engagement ends. 

Need Help Getting Your Roles Filled?

Tell me what's slowing you down and where you need support. I respond personally within 24 hours, and I'll tell you honestly whether fractional recruiting is the right fit.

Book a 20-Minute Talent Strategy Call

Not sure fractional recruiting is the right fit? Compare all three models → /compare-services