A senior hiring leader, without the senior hiring salary.
You need someone who has done this before, owns the outcome, and works inside your business. Not a recruiter filling one seat. Not a full-time hire you cannot justify yet.
Who this is for
Employers who are always hiring, or who hire in waves, and do not have a recruiting team to match. If hiring has become everybody's job and nobody's job, this is the fix.
Multi-site service and retail
Many locations, constant hourly turnover.
Care and health services
Always hiring, plus credentials and checks that slow every start date.
Youth, education and seasonal programs
A surge before the season, then replacements mid-season.
Warehouse, logistics and light industrial
High volume, shift-based, sharp seasonal peaks.
What I actually do
I step in as your head of talent acquisition. Not as an extra pair of hands, as the person who owns whether the roles get filled. Everything gets built into the tools you already run, so there is nothing new to buy.
Automated sourcing
Candidates keep arriving without someone posting and hoping.
Automated screening
The sorting happens before anything reaches a manager, so your team only sees people worth their time.
Employer branding assets
The words and materials that show candidates what it is actually like to work with you.
Recruitment campaigns
Run across the channels your candidates use, in the areas you hire.
Process and training
Your team learns to run what we build, with written steps to fall back on.
How the three months run
Build
I review how hiring runs today, then build the sourcing, screening, branding and campaign work into your existing tools.
Operate and tweak
We run it live. I adjust what is not working while your team gets comfortable, so hires keep moving the whole time.
Maintenance and support
Available if you want it, never assumed.
What is not included
Live interviews stay with your team. I build the system that decides who is worth meeting. Your managers do the meeting. That is deliberate: the hiring decision belongs to the people who will manage the hire. Also not included: paid job board sponsorship or ad spend, background checks, and onboarding paperwork or payroll inside your HR system.
Where it leads
Most clients start here. Some stop here, because what we build inside their own tools is enough. Others want the full system: a branded career site, a 24/7 chatbot, one-way video interviews, one dashboard to decide in, and five AI recruitment specialists their team can use for any role. That is the DREAM Hire Engine™ build, and it runs on our platform rather than yours.
You do not have to decide now. Three months in, you will know.
Try the DREAM Hire Engine™ free
Investment
Fractional talent acquisition starts at $25,000.
Scope depends on how many locations you hire for, how many roles are open, and what you already have in place. We work that out on the call.
Questions we get asked
Is this the same as hiring a recruiter?
No. A recruiter fills one seat. I build the system that keeps filling them after I am gone, and I own the outcome while I am there.
Do we have to change our HR or payroll system?
No. Everything is built into the tools you already run.
Who interviews the candidates?
Your managers. That stays with the people who will manage the hire.
What happens after three months?
Maintenance and support if you want it, or you carry on with what we built, or you move up to the full DREAM Hire Engine™ build.
How much of your time do we get?
It depends on your locations and open roles. We scope that together on the call.