SOLUTIONS
Lead the function. Improve the work.
Build what comes next.
I bring executive leadership and hands-on implementation to companies that need hiring to work better. Together, we connect business priorities, strengthen how the work gets done, and equip your team to sustain the improvements.
Leadership | Projects & Implementation | Assessment & Roadmap
Three ways to work together.
Each engagement can stand on its own.
INTERIM OR ONGOING LEADERSHIP
Fractional Talent Acquisition Executive
You need experienced leadership alongside your team.
For companies that need interim or ongoing TA leadership without adding a full-time executive. I work alongside your leaders, People function, and recruiting team to set direction, guide decisions, and lead agreed improvements.
What the work can cover
Business alignment — Connect business commitments to TA strategy, hiring priorities, capacity, and investment decisions.
Team leadership — Coach recruiters, align hiring managers, and support effective working relationships.
Operating improvements — Lead changes to processes, systems, and reporting with the people who use them.
Direction through change — Add expertise or leadership coverage during growth, performance challenges, or an ownership transition.
What you leave with
Clearer priorities, useful reporting, stronger team practices, and operating improvements your internal team can sustain. Responsibilities and decision authority are agreed at the start.
How the engagement works
An agreed monthly commitment, a clear working rhythm, and regular reviews of priorities, decisions, and progress.
Investment: Typically 10–80 hours per month, with fixed fees ranging from $2,000–$14,000 per month.
PROJECT-BASED STRATEGY & IMPLEMENTATION
TA Project Leadership & Implementation
You have a priority that needs focused expertise and follow-through.
Bring me in to develop a strategy, design an improvement, or lead a defined initiative. The work can address the whole TA function or a particular hiring need, with a clear scope and practical outputs.
What the work can cover
TA function strategy — Define the hiring approach, operating priorities, and roadmap that support the business.
Hiring initiative strategy — Build an approach for a new market, critical skills need, or defined hiring initiative.
Process and system improvements — Lead recruiting platform evaluation or implementation, workflow redesign, and interview practices.
Planning and visibility — Develop workforce and capacity models, reporting, and operating guidance.
What you leave with
An agreed strategy, plan, or implemented solution, with clear ownership, usable guidance, and a handover that equips your team to carry the work forward.
How the engagement works
We agree on the scope, deliverables, stakeholders, and milestones before work begins. Support can focus on strategy, implementation, or both.
Investment: Customized fixed-fee engagements based on the agreed scope, deliverables, time commitment, and complexity of your environment.
CLARITY ON CAPABILITY & PRIORITIES
Growth-Readiness Assessment & Roadmap
You need a clearer view of what is working and where to focus.
When the symptoms are visible but the causes or priorities are unclear, I assess TA capability against your business needs using the Five Pillars of Practical Talent Acquisition.
What the work examines
Business alignment — Whether hiring priorities and measures support business commitments.
Operating foundations — How processes, systems, reporting, and responsibilities work together.
Performance and capacity — Where friction, inconsistency, or resource constraints create delivery risk.
Leadership and capability — Whether the team has the direction, skills, and support to sustain improvements.
What you leave with
An executive view of capability and risk, prioritized findings across the five pillars, and a sequenced roadmap with immediate actions and recommendations for ownership and investment.
How the engagement works
The assessment typically takes 4 to 6 weeks from kickoff to the findings and roadmap discussion. We agree on the scope, participants, and schedule before beginning.
Your team contributes through an online survey, focused conversations, and a review of existing hiring information, such as plans, workflows, and reporting. Participation usually includes an executive sponsor, the HR or TA lead, and selected team members or hiring managers. We confirm the expected time commitment for each participant upfront.
We finish with an executive discussion of the findings, priorities, and recommended next steps, including ownership and resource considerations.
Investment: $4,000–$8,000, depending on the size and complexity of your environment.
Each engagement can stand on its own. You do not need an assessment before starting a project or fractional engagement.
SELECTED RESULT FROM MY CAREER
$700K+
First-year reduction in agency costs.
I led a shift toward internal recruiting, helped the team use existing capacity more effectively, and significantly improved data capabilities which supported leadership alignment on hiring criteria. The work reduced agency costs while strengthening internal capability.
HOW WE GET STARTED
A clear scope.
A practical way to work together.
Before the work begins, we agree on priorities, responsibilities, and how we will evaluate progress. Ongoing success requires leadership support, clear ownership, and participation from hiring managers.
01
Understand the need
We discuss the business goals, where hiring is falling short, and what support your team already has.
02
Agree on the priorities
We define the scope, expected outputs, working relationships, time commitment, and measures of success.
03
Get to work
I lead the agreed work with your team, review progress with the right stakeholders, and adjust as needs change.
THE FRAMEWORK BEHIND THE WORK
The Five Pillars of Practical Talent Acquisition
I use these five areas to understand how your hiring function works as a whole. They structure the assessment and inform project and fractional work, helping us address the dependencies that affect results.
Strategy
Does the hiring approach support where the business is going?
Foundation
Are the essential processes, systems, and responsibilities in place?
Optimize
Where can we improve performance and reduce wasted effort?
Scale
Can hiring adapt as demand and complexity change?
Leadership
Does the team have the direction and capability to sustain progress?
What kind of support would make the biggest difference for your team?
Whether you need experienced TA leadership, help with a defined project, or clarity on where to focus, let’s talk about the right scope and approach for your business.