Three ways to plug us in.
Most clients start with one engagement and grow from there. Every relationship is built to feel like an internal teammate — embedded in your tools, your cadence, your voice. No placement fees, no staffing middleman, no cookie-cutter playbook. Think of it as outsourced recruiting that actually feels like an in-house team — a boutique alternative to traditional RPO, sized for companies that don't need (or want) an enterprise contract.
Fractional Talent Acquisition
A part-time, embedded recruiting function on a monthly retainer. We run the TA motion for your company — inside your ATS, your Slack, your hiring manager syncs — so the function exists without the cost of a full-time hire. It's the closest thing you'll find to having a Head of Talent without writing that paycheck.
Best for teams hiring a handful of roles a quarter, across functions, without an internal recruiter.
- Dedicated recruiter, consistent weekly hours
- Intake calls with hiring managers, calibration sessions, scorecards
- Active sourcing across LinkedIn Recruiter, referrals, and niche channels
- Pipeline management, candidate care, and interview coordination
- Hiring manager coaching and interview loop design
- Weekly reporting and a real point of view on what's working
- All inside your ATS — we don't build a shadow system
Full-Cycle Recruiting
When one role matters more than the others — a senior hire, a hard-to-fill specialist, a position you've been sitting on for months — we take it end to end. Sourcing through offer. A senior recruiter's hands on the work, paid for the work, no placement fee tied to the outcome.
Best for critical, high-stakes roles where you want someone running the search like it's their own.
- Role intake and market research to set realistic expectations
- Custom sourcing strategy and outbound candidate outreach
- Structured phone screens with written candidate summaries
- Pipeline management against a clear calibration
- Interview loop design and hiring manager prep
- Reference checks, offer negotiation, and closing support
- Post-offer check-ins through the first 30 days
Hiring Advisory
Sometimes the problem isn't volume — it's that the machine underneath isn't working. Job descriptions that nobody opens. Interview loops that don't signal anything. Offer processes that leak great candidates. Advisory engagements exist to fix the function, so the hires that come through it are better, faster, and more consistent.
Best for founders, people leaders, and HR generalists who want to hire well — and have the scars to prove they've tried everything else.
- Hiring process audits across sourcing, screening, and interviews
- Job description rewrites that attract, not filter
- Interview loop design with structured scorecards
- Hiring manager training and calibration workshops
- ATS setup, template libraries, and pipeline reporting
- Offer strategy, comp benchmarking, and closing playbooks
- One-off consultations or short embedded sprints
We'll figure it out together.
A 30-minute intro call is usually enough to tell whether a fractional engagement, a single full-cycle search, or a short advisory sprint is the right starting point. No pitch, no pressure.
Book an intro call →