Who I Help
Talent Acquisition Leadership
for Growing and Mid-Market Companies
Bearing Talent works with organizations, that have outgrown the way recruiting is currently managed or need experienced leadership during an important period of growth or change.
The right engagement depends less on employee count alone and more on hiring demand, internal resources, business complexity, and the work that needs to be accomplished.
Right-Sized Support for Different Stages of Growth
Approximately 50–200 Employees
These companies often need their first true TA strategy, technology foundation, process, and internal hiring capability. They may need Head-of-TA-level experience without requiring that role full time.
Approximately 200–1,000 Employees
These organizations may have recruiters and technology in place but need stronger leadership, structure, analytics, hiring-manager accountability, workforce planning, or vendor management.
Approximately 1,000–3,000 Employees
These companies are more likely to use Bearing Talent for interim leadership, transformation, organization redesign, technology stack assessment, recommendations and functional implementation, vendor optimization, M&A integration, or another major priority.
“We are growing, but recruiting has not kept up.”
“HR is overseeing recruiting, but no one truly owns the function.”
“We have recruiters, but we do not have an experienced TA leader.”
“We are spending too much on agencies or an RPO.”
“Our ATS and recruiting technology are not supporting the business.”
Common Reasons Clients Call Me
“Leadership cannot see what is happening in the hiring funnel.”
“We acquired another company and need to align or integrate recruiting.”
“Our Head of TA left, and we need experienced coverage.”
“We need to build the function before hiring a permanent leader.”
Organizations I Help
Companies Building or Formalizing Talent Acquisition
Organizations moving beyond informal hiring, heavy agency dependence, or recruiting managed as a side responsibility.
Companies With Recruiting Teams That Need Stronger Leadership
Organizations that already have recruiters but need clearer ownership, priorities, structure, accountability, or executive visibility.
Companies Looking to Improve Recruiting Performance and Cost
Businesses that want stronger hiring speed, better reporting, more effective technology, improved recruiter capacity, or less dependence on outside vendors.
Companies Growing or Scaling Quickly
Businesses where hiring demand, new locations, expansion, or workforce growth is outpacing the current recruiting model.
Companies in Transition
Organizations dealing with a leadership vacancy, restructuring, acquisition, integration, technology change, or another period of significant change.
Companies That Need Senior TA Expertise Without a Full-Time Executive
Organizations that need Head-of-TA-level leadership but do not currently need, want, or cannot yet justify a permanent full-time role.
When Bearing Talent May Not Be the Right Fit
Bearing Talent is designed for organizations that need senior TA leadership, operating improvement, or transformation. Bearing Talent is not designed for high-volume temporary staffing, administrative recruiting, or transactional recruiting programs. However, organizations that need to fill a critical leadership position may engage me for a standalone contingent search without committing to a broader fractional leadership engagement.