SALE & TRANSITION
Ownership is changing. The business still needs to deliver.
A sale or acquisition adds transition work to a team that still has people to hire. I lead the recruiting priorities, operating changes, and handoffs that keep that work moving, so you can focus on the wider business transition.
WHERE CONTINUITY GETS EXPOSED
The transition adds work. It doesn’t create capacity.
Hiring decisions lose an owner.
Reporting lines and approvals change while critical roles remain open.
Systems change before handoffs are ready.
Access, data, contracts, and workflows need attention alongside daily hiring.
The team is managing its own uncertainty.
Recruiters need direction as employees, while helping candidates understand what joining means.
WHAT I TAKE RESPONSIBILITY FOR
Keep the recruiting work accounted for.
Set the continuity plan.
Identify hiring commitments, transition deadlines, capacity gaps, and decisions that cannot wait. Agree on owners and escalation points with your leadership team.
Lead the operating handoffs.
Coordinate the agreed recruiting changes across systems, processes, data, and partners. Make the dependencies visible before access or responsibilities shift.
Guide the people doing the work.
Help recruiters and hiring managers use new practices and communicate consistently with candidates, using information the business has approved to share.
Provide leadership through the change.
Add capacity alongside your current TA lead or cover a leadership gap, with a clear handover to the team that will carry the work forward.
EXPERIENCE THROUGH OWNERSHIP CHANGE
A standalone TA function in six months.
Career experience across a divestiture and two acquisitions
During a divestiture, I led the work to establish a standalone recruiting function while hiring continued. That included new applicant tracking and contractor management systems, updated policies and processes, and partner contracts. The work required coordination between the transition deadlines and the business’s ongoing needs.
SUPPORT AROUND YOUR TRANSITION
Bring me in for the work you need covered.
A defined project can put a recruiting transition plan or operating handoff into practice. Fractional or interim leadership can provide direction and continuity before, during, or after the sale. We agree on the scope around your team, timing, and business commitments.
Explore leadership and project support →
Support can begin alongside your current leader. You don’t need a vacancy or an assessment to start.
A FIRST LOOK AT YOUR EXPOSURE
What could interrupt hiring during the transition?
Use the TA Continuity Check to review priorities, decision ownership, systems, team support, and leadership coverage. It gives your team a starting point for deciding what needs attention.
A self-guided resource, separate from a consulting engagement.
Get the TA Continuity Check.
Who is leading hiring through your transition?
Let’s discuss what needs to keep moving and where I can take responsibility for the work ahead.