How I Help
Senior Talent Acquisition Leadership, Right-Sized for What Your Business Needs
Bearing Talent provides experienced talent acquisition leadership without forcing every company into the same model.
Whether you need ongoing fractional leadership, temporary executive coverage, or experienced ownership of a major talent acquisition priority, I work directly with your leadership team through dedicated monthly capacity.
Three Ways to Work with Bearing Talent
Fractional Head of Talent Acquisition
Ongoing, part-time executive leadership for companies that need experienced TA ownership without immediately adding a permanent full-time executive.
Interim & Transitional TA Leadership
Experiences part-time leadership during a vacancy, restructuring, acquisition, implementation or transition to a permanent leader.
TA Advisory & Transformation
Hands-on ownership of a major TA priority or transformation when the internal team needs additional experience, capacity or specialized leadership.
Which Type of Engagement Fits Your Situation?
You Need Ongoing Leadership
Fractional Head of Talent Acquisition
Your company has meaningful, recurring hiring needs and needs senior TA ownership, but a permanent full-time executive is not currently necessary.
You Have a Temporary Leadership Gap
Interim & Transitional TA Leadership
You need experienced leadership to stabilize and run the function while the permanent structure, leader, or next phase of the business is determined.
You Have a Major Priority to Solve
TA Advisory & Transformation
You already have HR or TA leadership but need an experienced operator to own a specific challenge, transformation, or high-priority initiative.
Not sure which applies? You don’t need to decide before we talk. The engagement structure will follow the business need.
FRACTIONAL HEAD OF TALENT ACQUISITION
Experienced TA Leadership, Right-Sized for Your Business
Gain an experienced Head of Talent Acquisition who works as part of your leadership team through a dedicated monthly block of hours. You receive executive ownership, hands-on implementation, and direct access to the person leading the work without immediately adding a permanent full-time executive.
More Than Advice. Ongoing Ownership.
Fractional leadership is not an occasional consulting call. I become an active part of the business, work directly with executives and HR leadership, and take ownership of the priorities required to strengthen the talent acquisition function.
Embedded Leadership
Aligned with business and executive priorities.Accountability
Ownership of agreed priorities, decisions, and progress.Dedicated Capacity
Time reserved each month specifically for your organization.Team & Vendor Leadership
Able to lead recruiters, initiatives, vendors, and executive reporting.Sustainable Capability
Focused on strengthening the internal function rather than creating long-term dependency.
INTERIM & TRANSITIONAL TA LEADERSHIP
Maintain Leadership and Momentum During Change
A leadership vacancy or major business transition should not leave the talent acquisition function without direction. I provide experienced, part-time interim leadership to stabilize the work, maintain executive visibility, and prepare the function for what comes next.
When Interim Leadership Can Help:
Unexpected Leadership Vacancy
The Head of Talent Acquisition departs and the function needs immediate ownership.Permanent Search Underway
The organization needs experienced leadership while selecting the right long-term executive.M&A or Restructuring
An acquisition, integration, restructuring, or leadership change creates uncertainty.Major Technology Change
The business is implementing or replacing an ATS or other important recruiting technology.Team Stabilization
Recruiters need clearer priorities, operating discipline, leadership, and accountability.New Executive Leadership
A new CHRO, CPO, CEO, or leadership team needs time to determine the permanent structure.
TA ADVISORY & TRANSFORMATION
Experienced Ownership for Your Highest-Priority TA Challenges & Transformations
Some companies already have HR or TA leadership but need an experienced operator to own a major priority, solve a persistent problem, or lead a transformation the internal team does not have the time or specialized experience to drive.
I provide hands-on leadership through a dedicated monthly engagement designed to move from assessment to implementation.
A Strong Fit When the Business Needs More Than Another Report:
A major TA priority needs experienced ownership
The internal team lacks the time or specialized expertise to lead it
Executives want independent, vendor-neutral guidance
The company needs implementation and change leadership, not recommendations alone
The work requires senior expertise without adding another permanent executive.
One Engagement Across All Models
Bearing Talent engagements are structured around dedicated monthly capacity rather than rigid consulting packages.
The appropriate level is based on company size, hiring demand, existing resources, meeting cadence, and the work that needs to be accomplished. Capacity and priorities can be adjusted by mutual agreement as the business evolves.
20 Hours / Month
Focused Leadership
Appropriate for a focused fractional role or ownership of a defined priority.
40 Hours / Month
Broader Leadership & Implementation
More regular executive, team, and implementation involvement across multiple priorities.
60+ Hours / Month
Higher-Touch Leadership
Appropriate for larger transformations, significant change, or more involved interim assignments.
Vendor-Neutral Perspective
These are common capacity examples, not service packages. The appropriate level is determined around the actual business need.
Why Bearing Talent?
Direct Senior Involvement
Every engagement is personally led and delivered by me.
Strategy & Implementation
I do not stop with recommendations. I help lead the work required to make the change.
Vendor-Neutral Perspective
Recommendations are not driven by software commissions, placement fees or a need to sell an RPO contract.
I Build What You Keep
The objective is stronger internal capability, not long-term dependence on Bearing Talent.
Not Sure Which Type of Support You Need?
You do not need to diagnose the engagement before we speak. Tell me what is happening in the business, what recruiting needs to support, and where the current model is falling short. From there, we can determine the right type and level of support.
