Hiring Matters, But You're Not Ready for a Full-Time Senior Recruiting Leader
Embedded recruiting leadership and execution for a defined period or hiring phase — build an effective hiring function around the work that matters now.
01 Qualify the fit
Who This Is For
A good fit if
- You're hiring across multiple roles or functions without in-house recruiting capacity.
- You need senior recruiting judgement now, but a permanent leadership hire is premature.
- You want an embedded partner who owns delivery, not just advice.
Not the right fit if
- You have one isolated pivotal role — see Critical Search instead.
- Your hiring volume needs a generalist staffing or resume-database approach.
- You're looking for a guaranteed placement outcome rather than a recruiting partner.
02 Define the scope
What the Engagement Can Include
- Hiring plan and role prioritisation
- Success profiles and role calibration
- Search strategy and pipeline development
- Hiring-manager and interviewer enablement
- Candidate process and close support
- Recruiting operations, reporting, and market feedback
03 Run the sequence
How the Work Happens
Define the decision — success profile, constraints, and the evidence that matters for each open role.
Create market signal — targeted search, credible outreach, and calibrated candidate conversations.
Assess for evidence — structured interviews and clear decision inputs for hiring managers.
Close with conviction — market feedback, stakeholder alignment, and offer support.
04 Confirm the record
Relevant Experience
19+ years recruiting, including senior roles at Google, Microsoft, and Airbnb.
Built Airbnb India's engineering team from zero.
50,000+ resumes reviewed and 2,000+ interviews conducted, across a talent network of 500,000+.
Every engagement is scoped, calibrated, and closed by Joshua personally, with a small research team behind the search.
05 Answer the objections
Common Questions
How is this different from using an agency?
An agency works from the outside and is paid on placement. A fractional partner works inside your team — owning the hiring plan, the pipeline, hiring-manager enablement, and the candidate process across roles. The output isn't a shortlist, it's a hiring operation that runs.
Why not just hire a full-time recruiter?
Eventually you should. But a senior recruiting hire takes months to find, costs a permanent salary, and is hard to calibrate if you've never had recruiting in-house. A fractional partner gives you that seniority now and leaves the function in a state a permanent hire can step into.
What roles do you cover?
Engineering, product, go-to-market, specialist, and leadership roles at growing technology companies. High-volume and high-turnover hiring isn't the right fit.
Do you work inside our ATS and with our hiring managers?
Yes. The engagement is embedded — your tools, your hiring managers, your rhythm. Part of the value is that interviewers and hiring managers get better at hiring while the searches are running.