Our Services
Fractional recruiting,
embedded in your team.
Executive-level talent leadership, hands-on recruiting, and the process to make it stick, in one partner that works as part of your team.
how we work
A Different Kind of Recruiting Firm
Most recruiting is built around the agency's incentives, not yours. We work differently. We embed in your team, charge a flat monthly retainer instead of a percentage of salary, and bring the senior judgment that comes from two decades of building teams at every stage of growth.
Two ways to work together
Strategy
Fractional Head of Talent
Senior talent leadership to fix or build your hiring engine.
How it worksExecution
Recruitment-as-a-Service (RaaS)
Your open roles, run end to end.
How it worksPick one, or do both. Most clients start with a single search and add strategy once they've seen how we work.
strategy
Fractional Head of Talent
Senior talent leadership to fix or build your hiring engine, without a full-time executive hire. This is senior advisory that owns strategy, process, and delivery, working directly with your founders and leadership team.
WHAT'S INCLUDED
Talent strategy development and headcount planning
Org design and role scoping in partnership with leadership
Full-cycle recruiting ownership for priority hires
Interview process design and structured assessment frameworks
Employer brand positioning and candidate experience audits
Team capability building and recruiter mentorship (if applicable)
TA function buildout (if transitioning to an internal team)
BEST FOR
Series A and B companies that need strategic hiring leadership without a full-time VP of Talent. Organizations preparing for a significant growth phase. Companies building their first internal TA function and needing an experienced leader to architect it.
Book a discovery call
execution
Recruitment-as-a-Service (RaaS)
We run your open roles end to end, from first intake to signed offer, as part of your team.
Its a flat monthly retainer that replaces commission-based recruiting with a structured, outcome-aligned partnership. You get a dedicated recruiting function without the overhead of a full-time hire.)
WHAT'S INCLUDED
Full-cycle recruiting for active roles (sourcing, screening, interviewing, offer management)
Role definition and intake process with leadership
Candidate pipeline management and reporting
Employer brand alignment across job postings and outreach
Weekly syncs and real-time communication in your tools (Slack, Notion, etc.)
ATS management and process documentation
BEST FOR
Companies scaling quickly and in need of experienced support. Founder-led businesses without a dedicated internal TA function. Teams that have tried agency recruiting and found it fell short.
PRICING MODEL
Flat monthly fee. No commission or placement fees. Pricing is scoped based on volume and complexity.
Book a discovery call
vs. Agency
Why companies prefer fractional over recruitment agencies
01
Flex up, flex down
Hiring spikes and goes quiet. More roles, we ramp up with you. Fewer roles, we ramp down. No recruiter on payroll through the slow months, and no layoff when the surge ends.
02
Skin in the game
Three-month engagements with a real walk-away: if it isn't working after a month, we tear up the rest. And when roles close early, the engagement ends early. We've recruited ourselves out of money, and that's fine.
03
Outcomes, not commissions
A contingency agency earns more when you hire fast, so the push is toward a placement. We don't take a percentage of salary, so we'll pull a candidate who looks right on paper but isn't.
04
Honest counsel
We'll tell you when a role is mis-scoped, when your comp is off-market, and when you're moving too fast. Sometimes the right first step is redefining the role, not filling it.
| Criteria | Fractional recruiting InTandem |
Contingency agency | In-house recruiter |
|---|---|---|---|
| Cost | Flat monthly retainer, flexes with volume | 15–25% of first-year salary, per hire | Salary, benefits, and tools, every month |
| Owns the full process | Yes | Hands off after the introduction | Yes |
| Incentive | The right hire, long term | A fast placement | Depends on the person |
| Scales down in quiet months | Yes | Not applicable | No |
| Improves your process | Yes | Rarely | Depends on seniority |
Who it's for
Who this is for.
A fit if you are
Funded startups and scale-ups hiring 2 to 5 roles at a time, often right after a raise, with no talent team or one that's stretched thin.
Founders and People leaders who move decisively, give fast feedback, and care how candidates are treated.
Not a fit if you want
Speed over substance, resumes in volume, or one-off per-role searches.
Based in Toronto, working with companies across Canada and the US.
Common Questions
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Fractional recruiting gives you a senior recruiting function on a flat monthly retainer instead of a percentage of each hire's salary. Your fractional recruiter works inside your team and owns the full hiring process, without the cost of a full-time hire.
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A contingency agency is paid a percentage of salary when you hire, so it's rewarded for speed and volume. It usually sources and screens, then hands off. We own the whole process, from intake to offer, and we're paid the same whether we push a candidate or pull one. That keeps the focus on the right hire.
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Yes. Recruitment as a service, or RaaS, is another name for the same model: a flat recurring fee for recruiting, instead of a contingency fee per hire.
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A flat monthly retainer that flexes with the number of roles you have open. We scope it on the first call. For comparison, a contingency fee on a $150K hire at 20% is $30K, for that one hire.
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Yes. More roles, we flex up. Fewer roles, we flex down. When roles close early, the engagement ends early.
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Engagements start at three months. If it isn't working after the first month, we part ways and you don't pay for the rest.
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Most clients see relevant candidates within one to two weeks.
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No. Per-role searches bring back the incentives we built this model to avoid. A short engagement for one role is the closest equivalent.
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If you're hiring at high volume all year, build in-house. If your hiring comes in waves, fractional costs less and scales with you. We can also build the process an in-house team will inherit.
book a call
Hiring this quarter? Let’s talk.
A 30-minute call to look at your roles, your timeline, and whether fractional recruiting is the right fit. If it isn't, we'll tell you.