Fractional technical recruiting
A Fractional Recruiter for your technical hiring.
A decade of in-house technical recruiting at AWS, Rivian, and Rocket Mortgage — delivered to tech-driven companies of 2–200 people, without the cost and commitment of a full-time recruiting hire.
The situation
Recruiting breaks the same three ways at companies your size.
Each of these is a Client-side structure problem, not a talent-supply problem — which is why another job posting rarely fixes it.
You can’t justify a full-time recruiter.
The hiring load is constant enough to hurt, but not enough to defend the headcount — so interviews land on top of hiring managers’ own jobs, and the pipeline moves whenever someone has a free week.
Your recruiting function is drowning in open roles.
One recruiter covering every team means triage, not search: whichever role is loudest this week moves first, and strong Candidates go cold while the rest queue behind it.
Agencies fill your inbox, not your roles.
Profiles from agencies that never took a real briefing land in the hiring manager’s inbox — keyword matches, forwarded in volume, screened by no one. Sorting them becomes someone’s part-time job.
How the work gets done
Five stages, one owner — full-cycle.
Full-cycle means one person owns the whole Engagement. That’s the line between a Fractional Recruiter and a submission shop: a submission shop stops when profiles reach the Client’s inbox; full-cycle work ends at a Placement.
01
Scope
Every Engagement opens with a working session on the Technical Role: the team, the stack, the real constraints, and a written picture of what good looks like before any outreach begins.
02
Source
Direct outreach to Candidates in your market — people already building what you need built — rather than a posting and a hope.
03
Screen
Structured screening on what the role actually demands: depth in the stack, judgment, communication, and the Candidate’s own reasons for moving. Only real fits continue.
04
Slate
You see a small, curated slate — each Candidate with a written point of view on fit: strengths, gaps, comp context — instead of a stream of forwarded profiles.
05
Close
Interview logistics, offer negotiation, and the week-to-week follow-through that turns a signed offer into a Placement that actually starts.