WHAT I DO
I help executive teams build the hiring capability their growth plans require.
Growing organizations eventually reach a point where reactive hiring becomes a business constraint.
Critical roles stay open, costs rise, and leaders lack a reliable view of hiring performance and risk.
That’s where I come in.
I provide Fractional Talent Acquisition Leadership to help CEOs and executive
teams align hiring with business strategy, control avoidable cost, improve
visibility, and build a function that can scale.
THREE WAYS TO WORK TOGETHER
The right support for where your business is now.
Every organization starts somewhere different. You may need clarity about what must change, already know the project that needs to be delivered, or need ongoing executive-level Talent Acquisition leadership.
Each engagement can stand on its own. You do not have to begin with an assessment.
WHEN YOU NEED CLARITY
Growth-Readiness Assessment & Roadmap
Understand what your growth plans require, and what hiring needs to do differently.
Using the Five Pillars of Practical Talent Acquisition, I evaluate hiring capability against the needs of the business, identify the most important risks and opportunities, and create a practical, sequenced roadmap for moving forward.
• Executive view of current capability and risk
• Prioritized findings across The Five Pillars
• Immediate actions and longer-term priorities
• Practical, sequenced roadmap
• Recommendations for ownership and investment
Best suited for:
Organizations that need an objective view before committing
resources or choosing solutions.
WHEN THE PRIORITY IS ALREADY CLEAR
TA Project Leadership & Implementation
Bring me in to lead a defined Talent Acquisition project or implement priorities your organization has already identified.
Whether the roadmap was developed with me, created internally, or the need is a specific initiative, I provide hands-on leadership to build, improve, and embed the capabilities the business needs.
• Project scope, priorities, and measures of success
• Hands-on design and implementation leadership
• Executive and stakeholder alignment
• Internal capability building
• Clear ownership and sustainable practices
Best suited for:
Organizations that know what needs to change but need experienced leadership to design the solution, move the work forward, and make it sustainable.
WHEN YOU NEED ONGOING LEADERSHIP
Fractional Talent Acquisition Executive
Bring experienced TA leadership to the table, without adding a full-time executive.
I provide ongoing executive counsel, oversight, and leadership to keep hiring aligned with changing business priorities, strengthen visibility into performance and risk, and guide the internal team and external partners.ship to build, improve, and embed the capabilities the business needs.
• Executive counsel and decision support
• Alignment between hiring and business priorities
• Performance, cost, and risk oversight
• Team and partner leadership
• Guidance through growth, transition, or change
• Leadership of priority initiatives
Best suited for:
Organizations that need sustained executive-level Talent Acquisition leadership through growth or change, but do not need, or are not ready to hire, a permanent executive.
THE FRAMEWORK BEHIND THE WORK
The Five Pillars of Practical Talent Acquisition
The Five Pillars are not five separate services or steps every client must complete. They provide a connected view of the capabilities required to make hiring dependable, visible, and scalable.
During a Growth-Readiness Assessment, the pillars serve as the formal framework for evaluating current capability, identifying risk, and building the roadmap.
In implementation and fractional leadership, they work behind the scenes, shaping the work, highlighting important dependencies, and ensuring that a focused initiative remains connected to the broader hiring capability the business needs.
Know What You Need or Not Sure Where to Begin?
You may need an objective assessment, leadership for a defined project, or ongoing fractional executive support.
We’ll start with where the business is going, what hiring needs to make possible, and the outcome you need, and determine the right level of support from there.