FRACTIONAL TALENT ACQUISITION

TA2Scale

Better ROI.

Transforming Talent Acquisition functions to support complex workforce plans while improving core metrics.

15+
Years building
Talent Acquisition
2
Engagement
models
1
Standard of
excellence

WHO WE HELP

Mid-sized Technology & Life Sciences companies. Complex Talent A wide range of complicated job reqs requires a sound TA strategy. Demand Volatility Sudden changes in hiring demand make it very difficult to scale. Volume Not enough hiring to warrant a multi-layer TA org, which makes scaling the TA function difficult. Architect vs. Operator They need the foundation built, but an operator to run it long-term. They don't need both at the same time. Complex Talent A wide range of complicated job reqs requires a sound TA strategy. Demand Volatility Sudden changes in hiring demand make it very difficult to scale. Volume Not enough hiring to warrant a multi-layer TA org, which makes scaling the TA function difficult. Architect vs. Operator They need the foundation built, but an operator to run it long-term. They don't need both at the same time.
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WHO WE HELP

Mid-sized Technology & Life Sciences companies.

What they have in common...

Complex Talent

A wide range of complicated job reqs requires a sound TA strategy.

Demand Volatility

Sudden changes in hiring demand make it very difficult to scale.

Volume

Not enough hiring to warrant a multi-layer TA org, which makes scaling the TA function difficult.

Architect vs. Operator

They need the foundation built, but an operator to run it long-term. They don't need both at the same time.

WHY


Architect-minded.

15+ years of leading TA for mid-sized Technology & Life Sciences companies has revealed the same trend: Their combination of complexity and size makes it difficult to scale; to hiring demand, and the TA function.

The strategic work that enables the ability to scale is repeatedly deferred "to next quarter" in favor of operating the function day-to-day. The result is over-outsourcing, weaker metrics, and a constant state of reactivity.

The Head of TA role in these company-types is really two roles: A builder, which is a finite need, to lay the strategy and foundation, and an operator to manage the team and day-to-day. Different-level roles with different costs. And at different times.

This isn't theory. We've seen this unfold consistently. That's why TA2Scale was created.

Build the foundation. Don’t carry the cost of the architect longer than necessary. Improve your ROI.

130m 234m 169m 130m 234m 169m 533m 26m 130m 130m 286m 26m 78m 104m 78m Technology Strategy Capability Tech Stack AI Adoption Operating Model VendorManagement EVP &Branding Process DataAnalytics RecruiterCapabilities Search &Selection WFP &Pipelining
Click a room to learn more

How
Two paths.
One standard.
Every engagement is principal-led. AI accelerates all workflows, which allows more time to focus on strategy, execution, and measurable outcomes.
Fractional Leadership
Build or
Transform?
click to flip
Struggling or in-between TA leaders? Experiencing hyper-growth?

We build & lead the function until fully optimized, and then help you hire the operator to manage it forward.
How it works
1
Assess
Stabilize, diagnose, earn trust. Propose new model.
2
Scale
Right-size internal TA team and external recruiting resources.
3
Architect
Lay the foundation: Processes, tech stack, strategic elements.
4
Refine
Teach, train, improve team and stakeholder capabilities.
5
Transition
It's handed back better than it was found.
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.
USE CASES

Impact.

Across transformation, scale, and execution, these engagements highlight how we have driven cost out and elevated TA capabilities for Tech & Life Sciences companies. Anything look familiar?

01
Rebuild & Grow
A 1,000-person SaaS firm with a TA team of two, bracing for organic and acquisition-driven scale.
View case
02
Hyper-growth With No Notice
Two merged biotechs standing up a new EU site with 300 hires and capacity at a third of what was needed.
View case
03
TA Transformation
A global tech provider hiring 400 a year, over benchmark on cost and time, with Workday freshly in place.
View case
04
Greenfield
Five unprofitable BUs and 2,500 employees spun out of a Fortune 100 and a clean slate to build TA from zero.
View case
05
Changes in Control
A Fortune 500 medtech's biotech spin-out, ready to rebuild TA for a faster, more competitive environment while still delivering.
View case
06
Pre-Award Hiring
A global tech firm bidding on a government contract in a country where it had never operated.
View case
07
EVP & Employer Brand Launch
A growth-stage SaaS provider moving from local to national hiring with no brand presence to support it.
View case
08
From Bid to Scale
A GSA contract win worth ~$100M/year in opportunities and a contractor base with no governance or cost controls.
View case
09
Three-Letter Agency
A $10M classified contract requiring scaled hiring of cleared techs, engineers, and PMs from a constrained pool.
View case
01
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FAQ

Common questions.
Straightforward answers.

Neither. A company's ability to attract, recruit, select, and hire successfully has many parts; like an engine. Search firms and RPOs are potentially a part of helping a company scale to hiring demand. We work on the entire engine.

We can help you build or transform the whole thing or specific parts.

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 so there are no surprises.

The model is built on the philosophy that transparency and impact combine for the shortest distance to a second engagement. Our goal is to be your first call if your team is falling behind.

Transparency rules the day. A principal in a full-time fractional engagement will likely mean singular focus with one client. If a smaller engagement with

Full fractional engagements likely mean singular focus with one client. Smaller engagements could run in parallel, but not before briefing, addressing, and resolving any potential conflicts with clients.

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), and enhancing overall capabilities. It's all architect work.

Once it's built, the job is managing the team. Coaching, performance, accountability, and partnering closely with the business. That's operator work. They're very different roles.

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 built, 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.

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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