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Fractional Talent Acquisition

HR executives engage with us to achieve a better ROI from their Talent Acquisition function.

Scaling to hiring demand and supporting complex workforce plans requires the right TA talent, capabilities, and technology to work as one engine. Most never get there and end up spending their way around it, one vendor at a time.

A CHRO's whiteboard A whiteboard with five HR function buckets: HRBP, L & D, TA, HR Ops, and TR. TA in the center is left unsolved with a half-erased note reading Scale. G2M Enterprise ↑ Mids ↑ SMB? Pre/post-sale ↑ Sales Enab — Tech org AI/Gen/LLM Eng ↑ - Agentic ? LLMOps ↑ Product Mgmt-AI FTE— ↑ 22% Offshore +12% Onshore +10% Gig— ↑ ? Trending $696k over budget! R&D Clinical — HEOR ↑ Innovation — Scientists ↑ Med Affairs ? Shared HR ? Corp Strat ↑ Finance ? Legal — FTE— ? Gig— ↑ ARR plan $48M? Actual: $31M Gap → +$17M Recruiting costs budget actual +90 by Q4 close Cost-per-hire projection = $6k Recruiting budget - 90 hires = $540k +32 hired YTD Cost-per-hire YTD = $12k Current pace-90 x $12k = $1.08 mill If rev → heads $48M +79 Board meeting in 6 weeks. WFP-2026 Q3/Q4

Who We Help

Small to mid-sized Technology & Life Sciences companies.

They struggle to scale efficiently due to frequent changes in hiring demand with little notice and talent needs that evolve fast. They end up overspending on external resources.

They don't hire enough annually to warrant a multi-layer TA org with dedicated ops, but enough that they need an integrated strategy with multiple levers to pull for success.

Building that requires a senior leader and it isn't a long-term job. Why carry that long-term cost when you can scale it?

How We Engage
Two paths. One standard.
TA2Scale is the how, not the who. We don't identify your next hire. We transform the engine that facilitates all of your hires.


We generally engage in two ways and scale around your stage, your gaps, and where you're trying to go.
Fractional Leadership
Build or
Rebuild?
click to flip
We build & lead it until fully optimized, and then help you hire the right level TA leader to manage it forward.
How it works
1
Assess
Stabilize, diagnose, earn trust. Propose new.
2
Scale
Right-size internal TA team and external recruiting resources.
3
Architect
Lay foundation — processes, tech stack, strategic elements.
4
Refine
Teach, train, improve team and stakeholder capabilities .
5
Transition
We hand it back better than we found it.
Project-Based
By
Project.
click to flip
You have a solid foundation but there are parts missing. You’re not rebuilding, you’re evolving.
How it works
Together, we assess and align on priorities, define the work, and execute alongside you and your team. Scope flexes to where it drives the most impact.
Either path starts with a conversation.

Our Expertise

We are a principal-led advisory with 15+ years of experience building and leading high-performing Talent Acquisition functions.

TA2Scale was started from the realization that building or transforming a TA function is a finite role and needs a builder; an architect of sorts. Running one is a long-term role and requires an operator to manage it. They are different level roles.

We are architects. The wheel is the architecture.

Don't carry the cost-burden of the architect longer than necessary.

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FAQ

Neither. They are part of the engine that fills reqs. TA2Scale works on the entire engine.

We can help you build or rebuild the whole thing or just with specific parts.

Search firms and RPOs are one lever to pull to help you scale effectively when your internal team is overloaded. We will help you implement all of the levers.

Engagements are based on time. You won't see invoices with padded retainers or administrative fees. Travel is the only variable, but it's part of the conversation.

We scope the work with you and provide an estimate, with the reality that no two organizations operate the same.

Scope can change, but we discuss it on our cadence - no surprises.

The model is built on the philosophy that transparency and impact combine for the shortest distance to a second engagement.

Transparency rules the day, and both are addressed in scope and contracting.

Smaller engagements could run in parallel, but not before briefing, addressing, and resolving any potential conflicts with our client.

Building a TA function and strategy is complex: designing the model, building lean processes, tech and tooling, understanding balance, driving change, defining stakeholder roles & responsibilities - recruiters, leaders, HRBPs, executives, enhancing overall capability - it's architect work.

Once it's built, the job is managing the team - coaching, performance, accountability, and partnering close with the business - that's operator work.

This is not to say one person can't have both skillsets. It is to say that you don't need the architect once the TA engine is build, and you will need the operator over the long-term.

You probably don't if your TA function is firing on all cylinders and your Head of TA has the bandwidth and capability to shift from operator to architect. If that's your setup, congratulations. Achieving that is genuinely difficult.

In truth, most organizations aren't there. They're either struggling to keep up, in-between TA leaders, or missing critical layers to their foundation with no bandwidth to solve...and all of it points back to a lack of scale.

We bring an outside lens, 15+ years of pattern recognition, and scale.

Contact

The conversation starts here.

A candid look at where your Talent Acquisition function is, where it needs to go, and what it will take to get there.

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