Fractional Hiring Partner

Your On-Demand Hiring Strategy Partner without adding headcount. Without long-term risk.

Growing companies rarely need a full-time recruiting leader—but they do need consistent hiring structure, expert judgment, and someone thinking ahead while HR is executing.

The Fractional Hiring Partner model gives you that support on a monthly basis.

What This Engagement Is

  • A retained partnership where HatchPoint acts as an extension of your HR function, focused specifically on hiring strategy, role clarity, manager enablement, and recruiting operations.

You keep execution in-house.

We provide the structure, thinking, and guardrails.

What We Do Each Month

  • We help you slow down before the requisition opens.

    Monthly support includes:

    • Role intake alignment sessions with HR + hiring managers

    • Clarifying:

      • Business problem the role solves

      • 6–12 month success outcomes

      • Must-have vs trainable skills

    • Sanity-checking role scope and level

    Impact

    • Fewer mis-scoped roles

    • Cleaner job descriptions

    • Better candidate targeting from day one

  • Hiring evolves. Your materials should too.

    Ongoing support includes:

    • Job description updates as roles change

    • Interview guide refreshes based on hiring outcomes

    • Adjusting scorecards based on what’s working (or not)

    • New role setup using existing frameworks

    Impact

    • Living documents—not stale templates

    • Faster future hiring

    • Reduced rework for HR

  • This is where HR gets real relief.

    Monthly support includes:

    • Office hours for hiring managers

    • Interview prep coaching

    • Post-interview calibration support

    • Decision guidance on borderline candidates

    Impact

    • Stronger manager accountability

    • Less HR mediation

    • More confident hiring decisions

  • We keep the system clean while you run it.

    Monthly support includes:

    • Monitoring hiring process adherence

    • Identifying bottlenecks or drop-off points

    • Adjusting interview stages as hiring needs change

    • Light ATS/workflow guidance

    Impact

    • Fewer stalled hires

    • More predictable timelines

    • Less reactive fire-fighting

  • Data without noise.

    Monthly support includes:

    • Review of hiring metrics and trends

    • Interpretation of what the data actually means

    • Executive-ready summaries:

      • What’s working

      • What’s slowing hiring

      • What needs attention next month

    Impact

    • HR looks strategic

    • Leadership stays informed

    • Hiring decisions backed by evidence

  • Every quarter, we zoom out.

    Includes:

    • Review of all roles hired in the last quarter

    • Process effectiveness assessment

    • Manager performance patterns

    • Recommendations for next-quarter improvements

    Impact

    • Continuous improvement

    • Fewer repeated mistakes

    • Scalable hiring maturity over time

    • Not a recruiter

    • Not candidate sourcing

    • Not staff augmentation

    • Not HR compliance or employee relations