Scaling is hard. Hiring shouldn't be.
Most startups don’t need more recruiters; they need a better engine. I build high-performance talent architecture for Pre-Seed to Series C startups using the frameworks that scaled Atlassian, Just Eat, and Getir.
20 minutes. Pure strategy. Identify your #1 hiring friction point.
Proven Experience from the Inside.
“I didn’t learn how to scale from a textbook. I built the engines that powered some of the fastest-growing tech companies in the world.”
Atlassian: Built global talent systems for the world’s leading collab-tech giant.
Just Eat: Scaled hyper-growth teams during the most competitive food-tech era.
Getir: Architected rapid-fire hiring for the “decacorn” expansion across Europe.
Scaling is working. Your hiring process isn't.
- Founder Bottleneck: You are personally interviewing every candidate because the "bar" isn't defined.
- The Black Box: You’re spending on agencies, but have zero visibility into your actual talent funnel.
- Candidate Drop-off: Top talent is leaking out of your process because it’s too slow or "scrappy."
Tailored solutions for your current stage of growth.
The Scale-Up Audit
Identify why your hiring is stalling.
Scaling from 10 to 100 requires a different engine than scaling from 1 to 10. We perform a deep-dive into your talent stack to find the leaks in your funnel.
Focus: ATS Optimization, Process Speed, and Candidate Experience.
Fractional Talent Architect
Strategic leadership on a flexible basis.
You need strategic talent expertise, but you aren’t ready for a full-time senior hire. We join your team to build the systems, culture, and processes that make hiring predictable.
Focus: Team Building, Employer Branding, and Hiring Manager Training.
Strategic Search
Securing the talent that drives your next stage
We find the senior individual contributors and leaders who bring the experience your specific stage of growth requires.
Focus: Senior Individual Contributors, Lead Roles, and Strategic Hires
Why work with a Fractional TA Lead instead of a Recruiter?
Recruiters want to close a seat. I want to build a system where you don’t need a recruiter for every hire. I don’t just find talent; I professionalize your entire company’s ability to attract it.
Predictable Pipe: Moving from “hope-based” hiring to data-driven forecasting.
Founder Leverage: Reclaiming 10+ hours of your week by fixing interview loops and scorecards.
Compete for elite talent: Build a hiring narrative that wins over candidates who are choosing between you and a Big Tech paycheck.