I partner with organizations to build hiring systems that align people, process, and technology for lasting impact.
Every solution is tailored to your company’s goals, your technologies and your culture.
My tailored approach strengthens recruiting strategy, optimizes operations, and scales with your business.
Fractional Talent Acquisition Leadership
Embedded senior-level support to stabilize and scale hiring
For growing life science teams that need experienced TA leadership, but aren’t ready for a full-time Head of TA. I provide hands-on, fractional support focused on execution and infrastructure.
This engagement blends strategic oversight with practical recruiting support to help teams hire confidently, efficiently, and without burning out internal stakeholders.
What this typically includes:
Ownership of recruiting systems, tools, and workflows
Hiring process design, calibration, and recruiter enablement
Funnel health monitoring, reporting, and hiring manager guidance
Targeted recruiting support for critical or hard-to-fill roles
Typical Monthly Investment: $3,000–$6,000
Best for teams hiring through growth, transition, or first-time scale.
Recruiting Operations & Systems Reset
A short-term intervention to fix what’s slowing hiring down
When recruiting feels harder than it should, the problem is usually structural, not effort. This project-based engagement is designed to clean up systems, clarify ownership, and remove friction that slows hiring and frustrates candidates and hiring managers.
This support focuses on:
ATS / HRIS cleanup, configuration, and best-practice alignment
Clear ownership, permissions, and access controls
Streamlined workflows that reduce manual work and delays
Practical recommendations your team can actually maintain
Typical Investment: $3,500–$5,000
Ideal before scaling hiring, onboarding recruiters, or changing tools.
Recruiting Engagements
High-quality recruiting support for critical hires
I provide hands-on, senior-level recruiting support for growing life science teams that need experienced execution without adding full-time headcount.
I partner closely with to own searches end-to-end, focusing on role clarity, candidate quality, and a strong, respectful hiring experience.
Recruiting engagements typically include:
Full-cycle recruiting for priority or hard-to-fill roles
Intake alignment to define scope, expectations, and success criteria
Active sourcing, screening, and candidate management
Hiring manager partnership through interviews, feedback, and close
Clear communication, realistic timelines, and transparent progress updates
Recruiting work is structured with clear scope and ownership to ensure quality execution and consistent progress throughout the search.
Typical Investment:
Recruiting fees range from 25%–35% of the candidate’s first-year base salary
Well-suited for teams hiring through growth, transition, or limited internal capacity.