The job description is not a hiring strategy.
Managers agree on a title, but not the 90-day outcomes, evidence, or tradeoffs that should drive the search.
Fractional recruiting leadership for growing companies
Your hiring needs an owner. Not another vendor.
I step in when the roles are open, the business is moving, and nobody experienced owns the whole recruiting system. I lead the critical searches, build the process while we hire, and leave your team with a system it can keep.
Former Google senior technical recruiter
Indeed recruiting leadership
Remote B2B engagements worldwide
The actual problem
Open roles are only the visible part.
Underneath them is usually a hiring function being assembled in real time by founders, People leaders, and managers who already have full-time jobs.
The company does not need more recruiting activity. It needs one accountable owner connecting the business need, the search, the interview process, and the decision.
Every candidate gets a different process.
Interviews repeat questions, feedback arrives late, and decisions depend too heavily on instinct.
Agencies fill requisitions, not the operating gap.
The search may move, but your team still lacks the intake, scorecards, workflows, dashboards, and ownership it needs.
Your strongest candidates feel the confusion.
Slow follow-up, mixed signals, and unclear decisions cost trust before the offer is ever made.
The embedded recruiting partnership
Build it while the hiring is live.
This is hands-on recruiting leadership, not a deck of recommendations. The work follows your hiring plan, with a defined number of priority roles and clear weekly ownership.
Turn the business need into a hiring mandate.
Before sourcing starts, we get specific about why the role exists and what evidence should earn a yes.
- Hiring priorities and role sequencing
- Structured intake with 90-day outcomes
- Evidence-based scorecards
- Market and compensation calibration
Own the search from outreach through decision.
I do the work and keep the company moving: pipeline creation, candidate conversations, interview flow, and decision support.
- Sourcing strategy and outreach
- Full-cycle candidate management
- Interview architecture and calibration
- Weekly pipeline and risk reporting
Leave the team stronger than I found it.
The work is captured, the team is trained, and a repeatable recruiting operating system stays in place.
- ATS workflow and candidate communications
- Debrief and decision rules
- Recruiting dashboard and SOP
- Manager training and handoff
Fit matters
The right bridge between founder-led hiring and a full internal team.
Your company is ready for an owner.
- You have several important roles to fill
- A founder or People leader is carrying recruiting
- You need execution plus a process your team can keep
- You can make timely decisions and give executive access
A generic HR or staffing service.
- Broad HR, payroll, benefits, or compliance support
- Contingency recruiting priced as a percentage of salary
- Unlimited requisitions with no shared prioritization
- A substitute for leaders making hiring decisions
Why Erica
Enterprise recruiting discipline without enterprise drag.
I have worked inside high-volume, high-bar recruiting environments and built the systems that make good hiring repeatable. I bring that discipline into growing companies without forcing a big-company process onto a smaller business.
Google
Managed 12 to 15 concurrent technical searches and reduced Application Engineer time to hire from 90 to 48 days.
Indeed
Led recruiters across major client accounts and operated as an embedded recruiting partner.
90%
Offer acceptance through disciplined candidate management, stakeholder alignment, and closing.
500+
Interviewers supported through structured interviewing, calibration, and evidence-based decisions.
Ways to start
Start with the hiring risk. Expand when the work proves useful.
Both paths are defined, contract-based engagements. No percentage-of-salary fees and no open-ended promise of unlimited recruiting.
Hiring Signal Sprint
10 business days · 1 critical role family
For a company that needs to know why a high-stakes role keeps stalling, producing weak signal, or creating disagreement.
- 90-day outcomes mapped to candidate evidence
- Scorecard, work sample, and interview audit
- Interviewer calibration and decision rules
- Redesigned hiring flow and action plan
Embedded Recruiting Partnership
Defined initial term · Expandable by hiring plan
For a growing company that needs experienced recruiting ownership now and a repeatable function it can operate later.
- A defined number of priority roles and weekly hours
- Hands-on sourcing, screening, candidate management, and closing
- Hiring manager intake, scorecards, interviews, and debriefs
- Weekly pipeline visibility, risks, and decisions
- ATS workflow, dashboard, SOP, and handoff
Before we talk
Straight answers.
Do you actually recruit, or do you only advise?
I actually recruit. In an embedded engagement I source, screen, manage candidates, coordinate interviews, report on the pipeline, support decisions, and help close. The process work is built around live searches.
How is this different from a recruiting agency?
I step inside the company as the accountable recruiting owner. I connect the role to business outcomes, run the search, improve how the team interviews and decides, and leave behind the operating system.
Do we need an ATS before we start?
No. I can work with the tools you already have, tighten an existing ATS workflow, or define the minimum system needed. The goal is a usable process, not software for its own sake.
Can you work with companies outside the United States?
Yes. Engagements are remote B2B contracts with companies worldwide. Operating-hour overlap is agreed before the work begins.
Start with the real hiring plan
If hiring is everyone’s side job, it is time to give it an owner.
Bring the open roles, the deadlines, and what has already been tried. I will tell you where I can take ownership and where I cannot.
Discuss your hiring plan ↗ A focused conversation. No generic HR pitch.