Four ways to work with us
Whether you need to build a TA function from the ground up or sharpen one that’s already in place — every engagement is designed to leave you with a hiring capability that outlasts our involvement.
TA Readiness Assessment
Door opener. A rapid diagnostic of your current hiring capability vs. your growth plan. Delivered as a clear report with a red/amber/green risk rating and a prioritized 90-day action plan — whether you’re starting from scratch or have a function already in place. (2–3 weeks)
TA Function Build-out
Core offer. End-to-end design and implementation of your talent acquisition function. Covers org design, ATS selection, job architecture, sourcing strategy, interview process, employer brand foundations, and a 12-month hiring roadmap tied to your growth plan. (3–6 months)
TA Function Enhancement
Enhancement. For companies with a TA function already in place that isn’t performing at the level the growth plan requires. We assess what’s working, identify the gaps, and implement targeted improvements — process, tooling, team capability, or all three. (6–12 weeks)
Fractional Head of TA
Recurring. We embed as your part-time Head of TA — owning the function, running hiring, coaching your team, and reporting directly to the CEO or CHRO. Structured around your hold period milestones. Senior TA leadership at a fraction of the full-time cost. (6–12 months)
Why fractional
Senior expertise. Without the full-time price tag. A full-time Head of TA at a PE-backed SaaS or cybersecurity company costs $180K–$260K in base salary alone — before benefits or equity. Our fractional model delivers the same caliber of leadership at 40–60% of that cost, with no equity dilution and no long-term commitment beyond the engagement.
Not sure which engagement is right for you?
Start with the TA Readiness Assessment. It works whether you’re building from zero or optimizing what’s already there — and it’s the lowest-risk way to get a clear picture of where you stand.