For organisations
Hire me as a fractional Head of Talent Acquisition.
I have built recruiting teams from scratch in brutal markets, including hiring 60 engineers in three months during COVID, one of the most competitive talent markets in our history. I stopped my function running as an operational island, delivered at speed and scale without sacrificing candidate experience, and set hiring standards our industry still benchmarks against.
Which means as a fractional hire, you get someone who can build talent infrastructure that holds up under real pressure, brutal markets, growth, crunch, a market nobody planned for, without forcing you to trade speed for quality, or scale for candidate experience.
What makes this different
Fractional Head of Talent Acquisition
Embedded leadership for organisations that need senior talent expertise without the full-time overhead. I act as your talent partner at leadership level, shaping strategy and execution.
Executive & Leadership Hiring
Design the assessment approach, interviewer capability, and candidate experience for senior appointments. I bring the rigour of 20+ years leading global executive recruitment.
Talent Strategy & Team Design
Build the talent function your business actually needs - org design, capability mapping, succession, and the operating rhythm that makes it stick.
Employer Positioning & EVP
Define how your organisation shows up to senior talent. Clear propositions, credible messaging, and practical activation that attracts the right people.
Engagement models
Flexible ways to work together.
Every organisation is at a different stage. I structure the engagement around your pressure points, not a fixed playbook.
Retainer
Ongoing fractional support across a fixed number of days per month. Best for organisations that need consistent talent leadership without a permanent hire.
Project
A scoped piece of work with a clear deliverable and timeframe. Typical projects include executive search design, EVP development, or talent function setup.
Advisory
Senior counsel on specific decisions - board and executive conversations, hiring dilemmas, or talent risk. Available as a standing advisory arrangement or one-off engagement.
Outcomes
What you get when we work together.
My job is to leave the business clearer, more capable, and more confident about talent than when I arrived. That means practical outcomes, not theoretical decks.
- A clear, credible talent strategy aligned to business priorities
- Senior hires made with confidence and consistency
- A talent function that operates like a business partner, not a service desk
- Employer positioning that attracts the right people at the right level
- Leadership capability to keep improving after I leave
Let's talk about what your talent function needs.
Book a 30-minute conversation. I will ask about the business, the pressure points, and what good looks like. If I am not the right fit, I will tell you honestly.