Fractional Head of Talent

You need recruiting leadership — not another job board.

Masarna provides fractional Head of Talent capacity for teams that need hiring infrastructure, manager enablement, and search ownership — without a full-time talent executive yet.

Discuss your next hire See how we work

25 minutes · Talk with someone who has done this work

The trigger

When the company has outgrown ad-hoc hiring.

Hiring is happening — process isn't. Roles open without scorecards, interview loops vary by manager, and nobody owns the system behind the searches.
You're between talent leaders. A Head of People / Talent left, isn't hired yet, or isn't justified full-time — but recruiting still needs an adult in the room.
Managers don't know how to hire. Feedback is vague, debriefs are inconsistent, and strong candidates drop because the loop feels chaotic.
You need infrastructure and execution. Not a slide deck of “best practices” — someone who installs the operating rhythm and still runs priority searches.

What this engagement covers

Leadership work plus hands-on recruiting — scoped to your stage.

This is not a coaching-only retainer. You get operating capacity.

Hiring system design: Intake templates, scorecards, interview kits, stage definitions, and a weekly cadence managers can actually follow.
Priority search ownership: Senior execution on the roles that matter most while the system is being installed — not leadership theater.
Manager enablement: Calibration sessions, feedback standards, and debrief discipline so hiring quality doesn't depend on one founder.
Stack and reporting: ATS hygiene, Slack updates, and pipeline reporting that makes hiring visible to leadership.

How a fractional HoT engagement runs

Stabilize the system. Then accelerate the searches.

Audit the current loop
We review open roles, ATS reality, interview design, and where candidates stall — then prioritize what to fix first.
Install the operating rhythm
Scorecards, stages, ownership, and a weekly hiring review so the company shares one definition of progress.
Run critical searches
Your fractional talent lead (or paired recruiter capacity) owns sourcing and screening on the highest-leverage roles.
Hand off or scale
When you're ready for a full-time Head of Talent or embedded pod, you keep the infrastructure — not a cliff.

What you get

What fractional talent leadership changes in 30–60 days.

A single hiring operating rhythm across managers
Scorecards and interview kits for active roles
Cleaner ATS and clearer weekly pipeline reporting
Owned progress on priority searches — not just advice
A path to full-time talent leadership when volume justifies it

Questions

Fractional Head of Talent, answered.

How is this different from fractional recruiting?

Fractional recruiting is primarily search execution. Fractional Head of Talent includes system design, manager enablement, and leadership of the hiring function — with search ownership included as needed.

Will you replace our need for a full-time Head of Talent?

Can you work alongside an existing People partner?

What does scoping look like?

Put an owner on hiring infrastructure.

25 minutes · Talk with someone who has done this work. Tell us what's broken in the loop and which roles can't wait — we'll recommend the right fractional shape.

Discuss your next hire

25 minutes · Talk with someone who has done this work

Fractional Head of Talent

You need recruiting leadership — not another job board.

Masarna provides fractional Head of Talent capacity for teams that need hiring infrastructure, manager enablement, and search ownership — without a full-time talent executive yet.

Discuss your next hire See how we work

25 minutes · Talk with someone who has done this work

The trigger

When the company has outgrown ad-hoc hiring.

Hiring is happening — process isn't. Roles open without scorecards, interview loops vary by manager, and nobody owns the system behind the searches.
You're between talent leaders. A Head of People / Talent left, isn't hired yet, or isn't justified full-time — but recruiting still needs an adult in the room.
Managers don't know how to hire. Feedback is vague, debriefs are inconsistent, and strong candidates drop because the loop feels chaotic.
You need infrastructure and execution. Not a slide deck of “best practices” — someone who installs the operating rhythm and still runs priority searches.

What this engagement covers

Leadership work plus hands-on recruiting — scoped to your stage.

This is not a coaching-only retainer. You get operating capacity.

Hiring system design: Intake templates, scorecards, interview kits, stage definitions, and a weekly cadence managers can actually follow.
Priority search ownership: Senior execution on the roles that matter most while the system is being installed — not leadership theater.
Manager enablement: Calibration sessions, feedback standards, and debrief discipline so hiring quality doesn't depend on one founder.
Stack and reporting: ATS hygiene, Slack updates, and pipeline reporting that makes hiring visible to leadership.

How a fractional HoT engagement runs

Stabilize the system. Then accelerate the searches.

Audit the current loop
We review open roles, ATS reality, interview design, and where candidates stall — then prioritize what to fix first.
Install the operating rhythm
Scorecards, stages, ownership, and a weekly hiring review so the company shares one definition of progress.
Run critical searches
Your fractional talent lead (or paired recruiter capacity) owns sourcing and screening on the highest-leverage roles.
Hand off or scale
When you're ready for a full-time Head of Talent or embedded pod, you keep the infrastructure — not a cliff.

What you get

What fractional talent leadership changes in 30–60 days.

A single hiring operating rhythm across managers
Scorecards and interview kits for active roles
Cleaner ATS and clearer weekly pipeline reporting
Owned progress on priority searches — not just advice
A path to full-time talent leadership when volume justifies it

Questions

Fractional Head of Talent, answered.

How is this different from fractional recruiting?

Will you replace our need for a full-time Head of Talent?

Can you work alongside an existing People partner?

What does scoping look like?

Put an owner on hiring infrastructure.

25 minutes · Talk with someone who has done this work. Tell us what's broken in the loop and which roles can't wait — we'll recommend the right fractional shape.

Discuss your next hire

25 minutes · Talk with someone who has done this work

You need recruiting leadership — not another job board.

When the company has outgrown ad-hoc hiring.

Leadership work plus hands-on recruiting — scoped to your stage.

Stabilize the system. Then accelerate the searches.

Audit the current loop

Install the operating rhythm

Run critical searches

Hand off or scale

What fractional talent leadership changes in 30–60 days.

Fractional Head of Talent, answered.

Put an owner on hiring infrastructure.

You need recruiting leadership — not another job board.

When the company has outgrown ad-hoc hiring.

Leadership work plus hands-on recruiting — scoped to your stage.

Stabilize the system. Then accelerate the searches.

Audit the current loop

Install the operating rhythm

Run critical searches

Hand off or scale

What fractional talent leadership changes in 30–60 days.

Fractional Head of Talent, answered.

Put an owner on hiring infrastructure.