Fractional VP of Talent Services

Senior Talent Leadership. No Placement Fees. Real Impact.

Ongoing recruitment and people strategy—without the cost or commitment of a full-time executive.

For founder-led and growth-oriented companies, talent decisions are business decisions. When hiring

feels reactive, expensive, or disconnected from strategy, it’s time for leadership, not just recruiting.

That’s where Fractional VP of Talent comes in.

What This Is:

I serve as your Interim / Fractional Vice President of Talent, embedded into your business to lead, build, and scale the talent function.

This is not transactional recruiting. This is executive-level ownership of how your company hires, develops, and retains talent. Engagements are flexible and structured to meet your stage of growth—without placement fees.

What I Do:

As your Fractional VP of Talent, I take full accountability for:
- Owning the entire recruiting function
- Building and refining job descriptions & success profiles
- Running structured intake meetings with leadership
- Designing org charts & compensation frameworks
- Managing and developing internal talent pipelines
- Leading or building recruiting teams
- Personally owning critical or hard-to-fill requisitions
- Coaching leaders on how to hire well
- Supporting onboarding, retention, and early performance
You gain a seasoned talent leader—without the overhead of a full-time hire.
Clients engage Fractional VP of Talent services to:
- Replace ongoing placement fees with a scalable internal hiring engine
- Bring structure to chaotic or inconsistent hiring
- Prepare for growth, succession, or exit readiness
- Improve hiring quality, speed, and leadership alignment
- Build recruiting capability instead of renting resumes
All engagements are customized and may include:
- Monthly retainers
- Project-based phases
- Interim leadership during transition or growth
Our services are designed to align with your business goals, headcount plans, and budget.

Why Fractional Talent Leadership Works:

Because hiring is a leadership function—not a transaction.

Most companies don’t struggle because they can’t find candidates. They struggle because they lack

experienced talent leadership guiding how, when, and why they hire. Fractional Talent Leadership fills that gap.

The Problem with Traditional Hiring Models:

Placement recruiting solves a moment in time.

It does not build capability, alignment, or repeatable success.

Common challenges we see:

Inconsistent hiring decisions across leaders
Reactive recruiting driven by urgency, not strategy
Paying placement fees repeatedly for the same roles
Strong candidates failing due to poor onboarding or misalignment
Leaders hiring “on instinct” without structure or accountability

The result?

High cost, uneven quality, and avoidable turnover.

Why Fractional Works Better Than Full-Time (At the Right Stage:)

Many growing companies need senior talent leadership—but not 40 hours a week.

Fractional leadership provides:

Executive-level expertise without executive-level overhead
Immediate impact without a long ramp-up
Flexibility to scale up or down as the business evolves
Objectivity—free from internal politics or legacy decisions

You get the experience of a seasoned VP—when you need it, how you need it.

What Fractional Talent Leadership Changes:

A Fractional VP of Talent operates inside the business, not outside of it.

Instead of filling roles in isolation, talent decisions are connected to: Business goals, Org design, Leadership capability, Culture and values, Long-term growth plans.