Hire a Fractional Head of Talent Acquisition
Fractional Head of Talent Acquisition. Hire Faster. Hire Better.
Senior talent acquisition leadership that builds the hiring process, employer brand, and recruiter capability your business needs to attract and land the right people — consistently, not just when you get lucky.
Why scaling businesses choose Fractionus
- Vetted practitioners only. We shortlist experienced Heads of Talent Acquisition with track records scaling hiring in your industry and growth stage.
- Fast start. Typical kickoff in days — a good TA lead can review your current process and identify the top three failure points in the first week.
- Flexible engagement. 2–3 days/week, scaled to your hiring volume and the process improvement work underway.
- Clear outcomes. Reduced time-to-fill, improved offer acceptance rate, documented process, and a hiring team that performs consistently.
What is a Fractional Head of Talent Acquisition?
A Fractional Head of Talent Acquisition is a senior recruiting leader who partners with your HR and leadership team part-time to own the strategy and execution of how your company hires. They sit above the individual recruiter level — designing the process, managing the sourcing strategy, building the employer brand, and ensuring the hiring experience reflects the quality of the company you’re building.
The best TA leaders are obsessive about candidate experience — not because it’s nice to have, but because every declined offer and every ghosted candidate represents a real cost to the business and a signal about how seriously you take talent.
Where they go deep
- Hiring process design (sourcing, screening, interview, offer)
- Job description and employer value proposition development
- Interview framework and structured assessment design
- Sourcing strategy (inbound, outbound, referral, agency)
- Employer brand and LinkedIn presence
- Recruiter management, training, and performance
- ATS selection, implementation, and workflow design
- Diversity, equity, and inclusion in hiring practice
Fractional CSIO
Ex-SoundCloud
Fractional CRO
Ex-Heineken
Fractional CXO
Ex-McKenzie
Fractional GTM
Ex-Salesforce
Fractional Head of AI
Ex-GE Capital
Fractional COO
Ex-Glossier
Fractional CTO
Ex-Afterpay
Fractional CTO
Ex-Google
Fractional CPO
Ex-Pleo
Fractional CTO
Ex-BMW
Fractional CPO
Ex-@ Lego
Fractional CFO
Ex-We Are Brands
When to hire a Fractional Head of Talent Acquisition
- Your time-to-fill is too long and it’s slowing the business down. Long hiring cycles are almost always a process problem, not a market problem. A fractional TA lead redesigns the process to remove the bottlenecks.
- You’re relying on agencies for every hire and the fees are adding up. A fractional Head of TA builds the in-house capability and sourcing strategy that reduces agency dependency for standard roles.
- Interview quality is inconsistent across hiring managers. Different managers using different criteria is how you build an inconsistent team. A fractional TA lead installs the structured interview framework that standardises quality.
- You’re about to scale headcount significantly. The time to fix your hiring process is before you need to make 20 offers, not during. A fractional TA lead builds the foundation before the volume hits.
What does engagement look like?
Most companies engage a fractional Head of Talent Acquisition at 2–3 days per week during periods of active hiring, scaling back to 1 day during slower periods. The engagement typically starts with a process audit, then moves to redesign and implementation.
First 90 days typically includes
- Hiring process audit and bottleneck analysis
- Job description templates and EVP refresh
- Interview framework and scorecard design
- Sourcing strategy by role type and seniority
- ATS audit and workflow optimisation
- Hiring manager training and briefing process
Hire a Fractional Head of Talent Acquisition
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Why the fractional model is surging
Talent acquisition leadership is one of the highest-impact but most cyclical needs in a scaling business — critical during growth phases, lighter during consolidation. The fractional model matches that natural rhythm, giving companies senior TA leadership when they need it without locking into permanent headcount when hiring slows.
How Fractionus works
- Brief us once. Your headcount plan, current hiring process, roles in flight, and TA challenges.
- Shortlist in days. Meet 2–3 vetted fractional Heads of Talent Acquisition matched to your industry and stage.
- You choose. Interview, check fit, and select your leader.
- We handle everything else. Paperwork, billing, and smooth scale-up/scale-down.
What you’ll get — and measure
- Time-to-fill reducing for key roles tracked against a pre-engagement baseline
- Offer acceptance rate improving as candidate experience and compensation align
- A structured hiring process your managers follow consistently
- Reduced agency spend for roles that can be sourced directly
Fractional leaders from top brands
Frequently Asked Questions
Answers to the most common questions about working with a Fractional Head of Talent Acquisition through Fractionus
Do they recruit directly or just build the process?
Both. A fractional Head of TA typically runs the process and does hands-on sourcing for senior or critical roles, while managing recruiters or agency partners for volume hiring. The split depends on your team structure and hiring priorities.
Can they manage our existing in-house recruiters?
Yes. Managing internal recruiting staff, setting performance expectations, and running a weekly TA cadence is a core part of the role.
How quickly can we start?
Most clients meet shortlists within a week and kick off within days after selection.
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