Fractional HR

Experienced HR leadership that builds structures, scales processes, and delivers results

Growth phases, restructuring, carve-outs, vacancies in talent acquisition leadership—sometimes companies need experienced talent acquisition leadership right away. As an interim or fractional Head of Talent Acquisition, I bring the structures, processes, and network you need—and build a foundation that will last long after my assignment is complete.

When is interim and fractional TA and HR a good idea?

Interim and Fractional TA and HR offers flexible support for short-term staffing needs and challenges within your HR team.

Structure of the TA function

You don't have a structured talent acquisition process—no processes, no tools, and no team. We'll build it from the ground up.

Scaling during growth phases

Your company is growing rapidly, and your recruiting efforts aren't keeping up. We'll take the lead, scale your processes, and deliver results.

Vacancy in TA Leadership

Your Head of TA is on leave or has resigned. We’ll fill in—seamlessly, with no training period required.

Restructuring & Carve-outs

Complex hiring situations involving M&A, carve-outs, or restructurings require experience. We have that experience.

Fractional TA for Small and Medium-Sized Businesses

You don’t need a full-time executive, but you do need strategic recruiting expertise on a regular basis—1–3 days a week, available on an as-needed basis.

Discover our case studies

Interim Recruiting

Nordex: Building a new business unit

Nordex was looking for employees for its new "Concrete Towers" business unit. Within a few months, a large number of specialist and management positions were filled.

Our Services:

Step 1 — Hiring

Active sourcing and direct outreach to passive candidates for hard-to-fill positions. Screening, candidate presentation, and support through to the signing of the contract—without the traditional headhunter fee.

Level 02 — Fractional TA & HR Sparring

Strategic recruiting leadership on demand—flexible and tailored to your needs. Mentoring internal HR staff, consulting with management on HR matters, managing exit communications, structuring onboarding, and developing the talent acquisition function.

Step 3 — Establishing the HR & TA Function

For companies without a formal HR department: We build a foundation that will remain in place after our project is complete. Processes, templates, tools, ATS implementation—and we train your in-house staff so that you can operate independently afterward.

What we bring to the table

Structures & Processes: Building scalable recruiting processes—from job postings to onboarding. Candidate experience, ATS implementation, data-driven reporting.

Strategic Sourcing: Proactively reaching out to passive candidates for hard-to-fill positions. Building sustainable talent pipelines.

Leadership & Team Development: Leading existing recruiting teams, coaching and developing internal recruiters—with the goal of ensuring your team can operate independently afterward.

Network: Over 20 years of market access in manufacturing, automotive, FMCG, energy, and renewables—we know the candidates and the markets.

Would you like to know how we can help you achieve your goals?

Write to us! We are here for you.