- All Services
- Fractional TA Leadership
Director-level talent leadership.
Without the permanent headcount.
When your business is scaling across Europe but isn't ready to hire a permanent Head of Talent Acquisition, we embed experienced, strategic TA leadership on a part-time or project basis — aligned with your CHRO or CPO, running your European hiring function as if we were permanent, with full accountability for results.
- Part-Time Director
- 3–12 Month Engagements
- CHRO/CPO Aligned
- Board-Level Reporting
Strategic TA leadership, deployed exactly when you need it.
Most businesses scaling into Europe face the same gap: hiring has become too important and too complex to leave to a recruitment coordinator, but not yet large enough to justify a full-time Head of Talent Acquisition. Fractional TA Leadership closes that gap. We embed a senior TA leader — typically 2–4 days a week — directly into your organisation, reporting into your CHRO, CPO or CEO, with full ownership of your European hiring strategy, team and outcomes.
Unlike a recruiter or an interim hire, a fractional TA leader brings director-level experience from day one: building the talent function you need, not just filling the roles in front of you. When the engagement ends, you're left with a function that runs — process, tooling and team — rather than a gap that reopens.
EOR at a glance
- Talent strategy design and implementation across multiple European markets
- Recruiter management, tooling decisions and process optimisation
- Board-level reporting on pipeline health, time-to-hire and cost-per-hire
- Employer brand advisory and candidate experience frameworks
- Flexible engagement — typically 2–4 days per week, 3–12 month contracts
How it works
From gap to fully-run function.
A fractional engagement follows a clear path — from diagnosis to a function that runs without you having to think about it day-to-day.
We diagnose your TA function and the gap
A structured review of your current hiring process, tooling, team and pipeline — across every European market you operate in — to identify exactly what leadership is missing.
1
We embed at leadership level
Your fractional TA leader joins your business, aligned directly with your CHRO, CPO or CEO — with the authority and access needed to actually run the function, not just advise on it.
2
We run the function — team, tools and process
Recruiter management, ATS and tooling decisions, employer brand, and board-level reporting on time-to-hire and cost-per-hire — owned end-to-end, with full accountability.
3
We hand over or scale, on your timeline
As your business grows, we either transition the function to a permanent hire we help you find, or continue at the cadence that makes sense for your stage.
4
Fractional leadership at a glance
2–4 days/wk
Typical commitment per engagement
3–12 mo
Typical contract length
Director
Seniority level on every engagement
100%
Aligned to your CHRO, CPO or CEO
We only deploy practitioners who have personally run a European TA function before — not consultants advising from the sidelines.
Why this works
Built for the stage you're at, not the stage you'll be at eventually.
Senior from day one
No ramp-up, no learning curve. Every fractional leader has personally built and run a European TA function before joining your business.
Aligned to your business, not ours
We work inside your reporting lines, your goals and your brand — not as an external vendor optimising for its own retention of the contract.
Flexible by design
Scale days up during peak hiring, down during quiet periods, or transition to a permanent hire entirely — the engagement flexes to your business, not a fixed retainer.
Pairs well with
Often combined with these services.
Embedded Recruiters
Your fractional leader sets the strategy — embedded specialist recruiters give them the execution capacity to deliver it, without building a permanent internal team.
Talent Market Intelligence
Before setting strategy, your fractional leader can commission a market intelligence report — giving the board data-backed confidence in the plan from week one.
Common questions
Before you engage a fractional leader
The questions we're most often asked about how fractional TA leadership actually works in practice.
How is this different from hiring an interim recruiter?
An interim recruiter typically fills roles. A fractional TA leader sets strategy, manages tooling and process, reports to the board, and builds a function that outlasts the engagement — operating at director level, not delivery level.
How many days a week is a typical engagement?
Most engagements run 2–4 days per week, scaled to your hiring volume and the maturity of your existing function. We agree the cadence upfront and can flex it as needs change.
What happens at the end of the engagement?
One of three things: we help you hire a permanent Head of TA and hand over cleanly, we continue at a reduced cadence as a longer-term advisory arrangement, or the engagement simply concludes with a function that's fully documented and running.
Do you bring your own recruiters, or manage our existing team?
Both, depending on what you need. We can manage and develop your existing recruiters, bring in embedded specialists to add capacity, or a combination of the two — whatever gets your hiring goals met fastest.
Ready to close the gap?
Talk to us about fractional leadership.
Tell us where your TA function is today and where it needs to be. We'll come back with a clear view of the right level of fractional support — at no cost and no commitment.