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One call. Clear direction. Faster execution.
Executive Recruiting Firepower Without the Full-Time Hire
A fractional recruiter who builds your pipeline, runs your hiring process, and fills roles fast — so you scale your team without scaling headcount overhead.
a Role
Trusted by Founders, Talent Leaders & Hiring Managers
A Full Recruiting Function, On Demand
From sourcing to offer, your fractional recruiter covers every function a full-time talent acquisition lead would, at a fraction of the cost.
Candidate Sourcing & Outreach
A steady flow of qualified candidates, not a trickle of inbound applicants.
- Targeted candidate sourcing
- Personalized outreach campaigns
- Passive candidate engagement
- Talent pipeline building
Screening & Interview Management
Structured, consistent screening so hiring managers only meet candidates worth their time.
- Resume & culture-fit screening
- Structured interview coordination
- Technical & panel interview support
- Candidate scorecards
Employer Branding & Job Strategy
Job posts and candidate experience that make people want to work with you.
- Job description optimization
- Careers page & job board strategy
- Employer brand messaging
- Candidate experience design
Embedded Fractional Recruiter
A dedicated recruiter who joins your hiring team, not a vendor you email once a quarter.
- Weekly hiring cadence
- ATS & recruiting ops management
- Offer negotiation support
- Direct line to specialized recruiter network
Roles filled across clients
Average savings vs. an in-house recruiter
Average time to fill a role
Years average recruiting experience
From First Call to Filled Role
A clean, predictable hiring rollout — no six-week ramp-up, no guesswork.
Hiring Audit
We assess your open roles, hiring process, and pipeline gaps in the first week.
Sourcing Sprint
We build a targeted candidate pipeline and launch outreach within days.
Embedded Recruiting
Your fractional recruiter runs interviews, coordination, and candidate experience end to end.
Fill & Repeat
Roles get filled on a predictable cadence as your hiring needs evolve.
Built for Teams Hiring Faster Than They Can Recruit
Whatever stage you're at, we tailor the recruiting function to match your hiring velocity.
Startups & Scaleups
Founder-friendly recruiting support that scales as your headcount and hiring pace grow.
Technical & Engineering Teams
Recruiters who can actually vet technical talent, not just forward resumes.
Sales & Revenue Teams
High-volume pipelines built for teams that need reps hired and ramped fast.
PE-Backed & Portfolio Companies
Board-ready hiring plans and reporting that satisfy investor growth targets.
Remote-First Companies
Sourcing and screening built for distributed teams hiring across time zones.
High-Growth Series A–C Companies
Hiring engines built to keep pace with aggressive headcount plans post-funding.
You Need This If...
If any of these sound familiar, we built this for you.
You Don't Have a Recruiter — But You're Hiring Fast
Open roles keep landing on your desk with no one dedicated to filling them.
Open Roles Are Sitting Unfilled for Months
Your team is stretched thin covering work that should belong to a new hire who never showed up.
Your Pipeline Is Thin and Sourcing Isn't Working
Job posts alone aren't bringing in candidates worth interviewing.
Hiring Managers Are Doing Recruiting on the Side
Your best people are spending hours screening resumes instead of doing their actual jobs.
Agency Fees Are Eating Your Hiring Budget
You're paying 20-30% of salary per hire for work that should be handled in-house.
Senior Recruiting Talent, Without the Overhead
You get the strategic thinking of a Head of Talent, embedded in your business, at a fraction of the full-time cost.
Senior Recruiting Experience, Fractional Cost
Our recruiters trained at top firms and in-house talent teams before going fractional.
Embedded, Not Outsourced
Your recruiter joins your hiring meetings and Slack — not a portal you check for updates.
Built for Fast-Moving Hiring Teams
Days to first submissions, not weeks of agency back-and-forth. We move at your speed.
Cross-Functional by Design
We work directly with your hiring managers, HR, and finance teams — not just your ATS.
Specialized Recruiter Network
When you need niche technical or executive search, we bring in the right specialist.
If your fractional recruiter isn't the right fit in the first 30 days, we'll rematch you at no extra cost.
No obligation. 30-minute call.
Recruiting Support That Fits Your Hiring Plan
Flat monthly retainers. No per-hire agency fees, no long-term contracts.
- 10 hours/month recruiting support
- Sourcing & outreach for up to 2 open roles
- Resume screening & interview coordination
- Monthly hiring pipeline review
- Email & Slack access
- Standard SLA (5-day candidate submission)
- ATS setup & management
- Access to specialized recruiter network
- 25 hours/month recruiting support
- Full-cycle recruiting for up to 5 open roles
- Employer branding & job strategy
- Interview process design & scorecards
- Weekly hiring cadence
- Priority SLA (3-day candidate submission)
- Dedicated fractional recruiter
- Offer negotiation support
- 40+ hours/month recruiting support
- Full recruiting department build-out
- Multi-role, multi-team hiring campaigns
- Employer brand & careers page overhaul
- Custom SLA (48-hour candidate submission)
- Dedicated recruiter + recruiting ops support
- Direct hiring leadership liaison
- Agency spend management
Not sure which plan fits? Book a free audit and we'll recommend one →
How We Stack Up
See how a fractional recruiter compares to a full-time hire or a staffing agency.
| Feature | In-House Recruiter | Staffing Agency | Skillfi Us |
|---|---|---|---|
| Average monthly cost | $8K–$12K+ | 20–30% of salary per hire | From $3,500 |
| Response time | Business hours | 1–2 weeks | 48 hours |
| Owns full hiring pipeline | ✓ | ✕ | ✓ |
| Embedded in hiring meetings | ✓ | ✕ | ✓ |
| Roles included | Limited by bandwidth | Billed per hire | Included in retainer |
| Typical onboarding time | 45–60 days | Immediate | 2 weeks |
| Flexibility to scale up or down | ✕ | ✓ | ✓ |
Hiring Pipelines That Actually Deliver
"They filled two senior roles in a month that had been open for a quarter. Total game changer."
"Our engineering pipeline finally has real candidates in it, not just resumes."
"Interview scheduling and candidate experience stopped being a mess overnight."
"We cut our agency spend in half and started filling roles faster."
"The fractional model got us senior recruiting talent we could never hire full-time."
"Our hiring plan for the year is finally realistic because pipeline isn't the bottleneck."
Proof from real recruiting engagements
See how Skillfi's fractional recruiters help growing teams fill hard roles, turn employees into a sourcing channel and scale recruiting capacity without adding headcount.
How a multi-state lender hired 48 licensed loan officers on commission only, and kept them
- 48 licensed loan officers hired
- 38 days to first funded loan
How a 300-person logistics tech company turned employees into its best sourcing channel
- −42% cost per hire
- 94% 6-month retention
How a US staffing firm tripled candidate submissions by adding an offshore sourcing pod
- +44% placements in 2 quarters
- −58% sourcing cost per hire
Common Questions
They own your recruiting function end to end — sourcing, screening, interview coordination, and offer support — the same scope as a full-time talent acquisition lead, just on a part-time retainer built around your needs.
Agencies bill 20-30% of salary per placement and disappear once the role is filled. Your fractional recruiter is embedded in your team, builds your process, and stays on to fill every role you have.
Most engagements start within two weeks of your audit call, beginning with a review of your open roles, existing pipeline, and hiring process.
Not necessarily. We handle day-to-day sourcing and recruiting execution and work alongside your existing HR or People team on onboarding, offers, and policy.
Primarily startups, SaaS, fintech, and PE-backed companies hiring technical, sales, and operational roles — anywhere hiring volume is outpacing internal capacity.
Yes. Retainers are month to month, and you can move between tiers as your open roles and hiring pace change.
Your Hiring Pipeline, Finally Full
Book a free audit and we'll show you exactly where your hiring process is losing candidates.