What is a fractional talent partner?

A recruiting leader who works a set number of hours each week. The work covers your hiring plan and the order roles get filled, interview and scorecard design, keeping comp bands current with what candidates tell us, and active search on the roles that need it.

How is this different from an embedded search sprint?

An embedded search sprint is a recruiter working a defined set of roles. A fractional talent partner also builds your hiring plan, interview process, comp bands and training materials so your team can keep hiring after the engagement ends.

Current pricing is in the engagement scopes on the homepage. The fee is based on weekly hours and the length of the engagement, with no placement fee.

When does the engagement end?

When the agreed term ends and the agreed deliverables are done. We can extend if we both agree.

Do we keep the research?

Yes. Market maps, target company and candidate lists, scorecards, interview guides and comp data go to your team at the end.

Can this replace a full-time talent hire?

For a while, yes. It can cover hiring while you decide what a permanent recruiting team should look like, and the handover materials help whoever you hire into that role.

Fractional Talent Partner

Recruiting leadership without a full-time hire

We run your hiring the way an in-house recruiting leader would. One hiring plan, scorecards for each role, comp bands kept current, direct search on the hard roles and a written report every week. Current pricing is in the engagement scopes on the homepage.

Book a Hiring Diagnostic Request a Talent Market Map

Clients

Infrastructure companies with steady hiring and no internal recruiting leader. That includes AI infrastructure companies past their first funded plan, GPU cloud platforms growing their operations teams, and vendors staffing deployment and solutions roles after a large customer win.

Deliverables

A hiring plan, interview process and comp bands your team keeps using, plus active search on open roles. Our founder runs the engagement, and the research and pipeline stay with you. We commit to the deliverables listed. We don't guarantee hires.

Deliverables

Scope

Hiring plan and sequencing: One plan for all open roles, ordered by which hires the others depend on, with the roles that should wait listed.
Scorecard design: Written scorecards for each role family, a set list of what each interviewer assesses, and a debrief format that ends in a decision.
Compensation bands: Bands updated with the pay expectations candidates give us on calls, so fewer offers need exception approval.
Active search: Direct outreach on the roles that need it, with the same weekly written reporting used in every engagement.
Handover: Research files, target lists, outreach templates and process documents handed to your team.

Triggers

Hiring situations

No recruiting lead

You have roles to fill and nobody whose job is running hiring, and it's too early to hire a permanent recruiting leader.

Book a hiring diagnostic

Inconsistent interviews

Different panels ask different questions and debriefs turn into arguments.

Embedded recruiting for infrastructure teams

Stale compensation bands

Bands were set in a different market and every offer becomes an exception request.

Request a talent market map

Vendor customer win

You need deployment, solutions and support staff in place before the first milestone, and you aren't ready to build a permanent recruiting team.

Recruiting for infrastructure vendors

Commercials

Hours and term

We scope the engagement by weekly recruiting hours and the deliverables listed above. It ends when the agreed term is over and the deliverables are done, and we can extend if we both agree. Current pricing is in the engagement scopes on the homepage.

What the engagement requires from you

A named decision maker who can approve scope and compensation
Approved bands before outreach on each role family
Feedback on submissions within 48 hours
Access to the panel members who will assess candidates

We commit to delivery standards, research depth, outreach volume, reporting cadence and response times. Outcomes depend on market conditions, scope, compensation and process speed.

Method

Search stages

Step 1
Brief
A written role brief, a scorecard agreed with the hiring manager, and a check of scope, pay and location against the candidate market before outreach starts.
Step 2
Market map
A named list of target companies across AI infrastructure firms, operators, EPCs and OEMs, built with AI tools and checked against people we already know.
Step 3
Outreach
Direct outreach from Czarina, with a weekly report on how many people were contacted, who replied and why people passed.
Step 4
Screening
Screens against the scorecard, a written case for each candidate including the risks, and their pay expectations on the record.
Step 5
Offer
Offer planning, a read on counteroffer risk, and help with the resignation and any relocation through the start date.
Step 6
Handover
Your team keeps the pipeline, research files, messaging and comp data. The work stays with you when the engagement ends.

Reporting

Weekly written reporting

Weekly report example

Example weekly report structure. No client or candidate information shown.

Report field	What it records each week
Portfolio status	Every open role, its stage and what it's waiting on.
Plan changes	What moved in the hiring sequence this week and why.
Process observations	Where the interview loop is losing candidates or time.
Compensation data	Pay expectations from candidates compared with current bands, by role family.
Decline reasons	Decline reasons grouped by type so you can fix the common ones.
Process deliverables	Progress on scorecards, interview guides, bands and training materials.
Next actions	What happens next week and what is needed from your team.

FAQ

Questions

What is a fractional talent partner?: A recruiting leader who works a set number of hours each week. The work covers your hiring plan and the order roles get filled, interview and scorecard design, keeping comp bands current with what candidates tell us, and active search on the roles that need it.
How is this different from an embedded search sprint?: An embedded search sprint is a recruiter working a defined set of roles. A fractional talent partner also builds your hiring plan, interview process, comp bands and training materials so your team can keep hiring after the engagement ends.
What does it cost?: Current pricing is in the engagement scopes on the homepage. The fee is based on weekly hours and the length of the engagement, with no placement fee.
When does the engagement end?: When the agreed term ends and the agreed deliverables are done. We can extend if we both agree.
Do we keep the research?: Yes. Market maps, target company and candidate lists, scorecards, interview guides and comp data go to your team at the end.
Can this replace a full-time talent hire?: For a while, yes. It can cover hiring while you decide what a permanent recruiting team should look like, and the handover materials help whoever you hire into that role.

Embedded recruiting for infrastructure teams

Search capacity against a defined set of roles.

Talent Intelligence Sprint

Who is in the market for the role and what they cost.

Selective executive search

For a senior infrastructure leadership hire.

Engagement scopes

Homepage scopes for talent intelligence, embedded search, team builds and leadership search.