FOR GROWING COMPANIES OF ROUGHLY 200-2,600 EMPLOYEES
The knowledge to make recruiting work better.
The experience to make it happen.
I’m Candice M. Winter, a fractional Talent Acquisition executive.
I work alongside your leaders and recruiting team to connect hiring to
business priorities, and build the processes, systems, and team practices
that turn those priorities into results.
Executive leadership and hands-on implementation, without a full-time executive hire.
WHAT I BRING TO THE WORK
Strategy you can act on.
A partner who gets involved.
PLAN
Translate growth goals into hiring needs, timing, and recruiting capacity.
BUILD
Create useful reporting, improve workflows, and put better systems into practice.
LEAD
Guide the team, align hiring managers, and keep improvements moving.
SELECTED RESULTS FROM MY CAREER
$700K+ saved
Reduced first-year agency costs by strengthening internal recruiting and aligning hiring decisions. Explore the project –>
Revenue –> hiring
Built a workforce model connecting revenue goals to quarterly and regional hiring needs. Explore the project –>
Systems put to work
Drove the selection and implementation of a recruiting platform, including approvals, workflows, and integrations. Explore the project –>
WHEN TO BRING ME IN
Your business has grown. Recruiting needs to catch up.
You have people working hard on hiring.
What’s missing is the leadership and operating
structure to make it more effective.
01 / GROWTH & DELIVERY
Critical hiring is putting business plans at risk.
You need a realistic hiring plan, clear priorities, and earlier visibility into what could delay delivery.
02 / COST & EXECUTION
More spending isn’t making hiring work better.
Agency costs rise, processes vary, and new tools haven’t resolved the underlying problems.
03 / LEADERSHIP CAPACITY
Recruiting keeps becoming your job.
Your CEO, COO, or People leader is pulled into escalation while the team needs experienced direction.
I partner with CEOs, founders, COOs, CHROs, and People leaders to take ownership of the
improvements and build a recruiting function your business can rely on.
HOW WE CAN WORK TOGETHER
Senior leadership.
Practical work. The right level of support.
ONGOING LEADERSHIP
Fractional Talent
Acquisition Executive
I work alongside your leadership team and recruiters to
set priorities, lead improvements, and keep hiring
connected to the business as needs change.
Connect business plans to hiring demand, capacity, and TA strategy.
Lead improvements to processes, systems, and reporting.
Coach recruiters and align hiring managers.
Review performance, cost, and decisions with leadership.
Build practices your internal team can sustain.
A DEFINED PRIORITY
TA Project Leadership & Implementation
Bring me in to lead a specific improvement, such as a recruiting system implementation, hiring process redesign, or a workforce planning model.
CLARITY ON WHAT COMES NEXT
Growth-Readiness Assessment & Roadmap
Get an objective view of where hiring creates risk, what needs to change, and which improvements deserve attention first.
MEET YOUR PARTNER
I understand the executive decisions. And the work behind them.
And the work
20+ years
Building and leading Talent Acquisition functions
I’ve led Talent Acquisition in growing companies and global
organizations, including Nexient, Truven Health, Thomson Reuters,
NTT DATA, and IBM.
My work has taken me from conversations with CEOs about
revenue and workforce needs to building planning models,
configuring workflows, and helping teams adopt better
ways of working.
I bring that experience to your company’s priorities and resources.
You get a direct, practical partner who will challenge assumptions,
work alongside your team, and follow through on implementation.
1. Understand the need
We discuss what the business needs
from hiring and where the function is
falling short.
2. Agree on the priorities
We define the work, responsibilities,
and measures of progress that fit your
situation.
3. Get to work
I lead the agreed improvements with
your team and adjust as we learn what
works.
PERSPECTIVES FOR BUSINESS LEADERS
Better questions.
More informed hiring decisions.
Your Revenue Target Is Set. How Many People Will You Need, and When?
Connect business expectations, workforce demand, and recruiting capacity. Read the article –>
Seven Signs Your Company Has Outgrown Reactive Hiring
Recognize when recurring hiring problems need leadership
attention. Read the article –>
What does your business need recruiting to do better?
Let’s talk about what’s getting in the way, what needs to change, and whether fractional leadership or a focused project is the right fit.
You don’t need a finished brief or assessment to start.