What is Fractional Recruiting?

Why does one resignation derail your entire month?

It’s the "Hiring Whiplash". Everything is fine, until a key employee gives their 2-week notice. Suddenly, your strategy goes out the window.

• Sales stops. You are too busy screening resumes.

• Ops suffers. You are stuck in interviews.

• Standards drop. You hire the "best available" instead of the "best in market".

You go from your day job to "Crisis Recruiter" instantly. It works until it doesn't. And when it doesn't, it’s expensive.

Stop Choosing Between Overpriced or Overwhelmed

Until now, Small Business had two bad options:

The Agency Casino: Pay a 20-25% "bounty" fee per hire. It’s transactional, expensive, and they leave the moment the check clears.

The Full-Time Overhead: Hire an internal recruiter for $125k/year. It’s effective, but total overkill until you have 250+ employees.

Enter Fractional Recruiting. We are the third option. You get a dedicated, in-house recruiting partner who owns your process end-to-end for a flat, predictable monthly fee.

No Commissions. We are on your side, not chasing a fee.

No Bloat. You don't pay for downtime.

Total Ownership. We handle everything from strategy to job posts and offer letters.

The "In-House" Advantage. Without the Headcount.

We don’t act like an external vendor. We embed ourselves in your company to build a hiring engine that actually runs.

Step 1: We Embed and Understand
We don’t take a “job order.” You get a dedicated, U.S.-based recruiting partner who learns your culture, your pitch, and your team dynamics. We integrate directly, often using your email domain and joining your Slack, so candidates and internal stakeholders see a unified front instead of a third-party agency.

The Result: A partner who fights for your success, not a commission check.

Step 2: We Hunt, We Don’t Just Post
Posting an ad and hoping for talent is luck, not growth. We proactively source passive candidates, the top performers who are not checking job boards. We screen, interview, and curate a shortlist so you spend time only on serious contenders.

The Result: You stop interviewing “whoever applied” and start meeting the best in market.

Step 3: We Close and Retain
Finding the person is only half the battle. We manage the offer process to secure your top choice. Then we deploy our Retention Toolkit to help them stay. Agencies disappear after the placement. We stay invested in the success of both the hire and your business.

The Result: You stop the revolving door and build a team that stays.

Why pay a $25,000 “bounty” for a single hire?

Stop choosing between expensive agencies and overpriced overhead.

Option 1: The Agency (The Transaction)
Cost: 20 to 25% fee, often around $25,000 per hire.
The Reality: You pay a premium for a transaction, not a partnership. They are incentivized to fill the seat fast, not right. Once the 90-day guarantee ends, they are gone.

Option 2: The Full-Time Recruiter (The Fixed Cost)
Cost: $100K to $125K per year, including salary and benefits.
The Reality: A major fixed cost. This is the right move for companies with 250 or more employees, but it is overkill for a growing small business. You pay for their downtime.

Option 3: Fractional Recruiting (The Smart Move)
Cost: Starts at $2,750 per month.
The Reality: You get the in-house dedication of a recruiting team for the price of a predictable monthly subscription.

No per-hire commissions.
No long-term contracts.
Retention support included.

What Clients have to Say

“Jay's team found someone in a week when bigger firms tried and failed.” -CFO

“Jay was honest and direct about strengths and weaknesses, and guided me through interviews and negotiation with clarity that made all the difference.” -Director of Operations

“He matched my needs quickly and professionally, and his negotiation skill was exceptional.” -COO

“Jay cares deeply about getting the right fit. He guided me through a stressful process and made sure the role and company were the right match.” -HR Generalist

“Responsive, steady, and always checking in, even after I started the role. That level of ownership is rare.” -Founder

Pricing: See Our Transparent Pricing