Talent acquisition consultancy for teams that need hiring to work.
Built for Seed to Series C teams in tech, data, AI and iGaming.
We work with founders, COOs and People leads who are scaling faster than their hiring process can handle, and who'd rather own the capability than rent it from an agency.
- You're hiring 5+ people in the next 6–12 months and agency fees no longer make sense.
- You're about to hire your first in-house recruiter and want the function set up properly first.
- Your interview process is inconsistent and hiring managers assess candidates differently.
- You have an ATS nobody uses, or spreadsheets doing an ATS's job.
- You can't answer how long a hire takes or where candidates drop out.
Consultancy FAQ
How is this different from using a recruitment agency?
An agency sends you CVs for one role at a time, usually on a percentage-of-salary fee. Talent Runway fixes the system underneath: process design, ATS implementation, hiring manager training, and reporting, so every role after the first is faster and cheaper to fill.
Do you also handle individual placements, or only the bigger build-out work?
Both. We offer fixed-fee placement support for specific roles, and full TA function build-outs for teams ready to bring hiring in-house properly. Many clients start with a placement or two to see how we work, then move into a build-out once there's trust and traction.
Do you work with early-stage startups?
Yes, from Seed to Series C companies hiring their first in-house recruiter, or scale-ups trying to move off expensive agency spend and build something sustainable internally.
Why does fractional recruiter make sense?
Most companies don't have a steady, predictable stream of hiring. Paying for a full-time in-house team year-round to handle that volume means paying for capacity you're not always using. Fractional TA gives you senior-level expertise exactly when you need it, scaling up during a hiring push, scaling down when things are quieter, without carrying the fixed cost of a full department through the slow periods. You get the process, tooling and structure of a proper in-house function, just sized to match how your hiring actually flows. A fractional recruiter is part-time or full-time, depending on the volume of recruitment you have and acts as your internal resource, fully understanding the company's culture and supporting the hiring manager in the hiring journey.
Why hire a fractional Head of Talent Acquisition?
A fractional Head gives you that same strategic leadership: process design, hiring manager coaching, reporting, ATS strategy, from week one, without the long-term headcount risk if priorities shift. It's especially useful when you're scaling fast but not yet ready to justify a full-time leader, or when you want the foundations built properly before hiring someone permanent to run it. Many clients use a fractional Head as the bridge: get the function working first, then either keep the arrangement part-time or bring in a full-time hire who inherits something that already runs. Often a fractional Head of TA also does active hiring and headhunting. So you have someone who brings you new talent, but also helps you build a proper function.
What's actually included in a "TA function build-out"?
Depending on where you're starting from, this typically covers: ATS selection and implementation, interview process and scorecard design, hiring manager training, employer brand and careers page input, reporting dashboards, supporting you in hiring a full-time recruiter, training your team and a handover plan so the system runs without ongoing dependency on us.
How do we get started?
Book a short discovery call. We'll talk through where hiring is breaking down today, and whether a placement, a diagnostic, or a full build-out makes sense before anything is signed.
Start with a hiring diagnostic.
Tell us where hiring hurts. We'll come back within one business day with an honest view of what to fix first, whether or not you work with us.
Book a call