Experienced Talent leadership, exactly when you need it.
Scaling companies don't always need a permanent talent leader. But there are moments when experienced Talent leadership can make a disproportionate difference.
Goddard Talent brings senior Talent expertise into your business to build the foundations, lead the function and deliver the hiring – for as long as you need it.
Built around what the business needs now.
You might be building Talent from scratch. Scaling faster than your current team can handle. Entering a new market. Covering a leadership gap. Or realising the hiring approach that got you here won't get you where you're going next.
Fractional Talent Leadership gives you experienced leadership without designing a permanent organisation around a temporary need.
Build it. Lead it. Deliver it.
Build
Create the foundations for hiring to scale – from operating model and processes to tooling, assessment and candidate experience.
Lead
Partner with founders and leadership, turn business plans into hiring priorities, and lead or develop the Talent team around them.
Deliver
Stay close to the work. Own critical hiring, solve difficult searches and make sure strategy turns into hires rather than another deck.
Leadership without the distance.
This isn't advisory from the sidelines.
A Goddard Talent Leader works inside the business – understanding the context, building relationships with the people making the decisions and taking ownership of what needs to happen.
Senior enough to challenge the thinking. Hands-on enough to make it real.
Fractional Talent Leadership can make sense when you're:
- Building your first Talent function
- Moving into a period of significant growth
- Between permanent Talent leaders
- Expanding into new markets
- Rebuilding or transforming how you hire
- Developing an existing recruiting team
- Facing a portfolio of difficult or business-critical hires
- Not yet ready to add permanent senior Talent headcount
Designed to flex.
Start with the capacity the business actually needs.
That might mean an intensive period of building and hiring, followed by fewer days as the foundations settle and the team becomes more self-sufficient.
The goal isn't to make Goddard Talent indispensable.
It's to build something that works when we're no longer there.
Experience that moves between strategy and execution.
Goddard Talent's approach has been shaped inside startups, scaleups and global technology businesses – building Talent foundations, leading recruiting teams, partnering with executives and personally delivering critical hires.
Because at this stage of growth, knowing what should happen is only half the job.
Someone still has to make it happen.
What do you need Talent to do next?
Tell me where the business is going, what's getting in the way and what you need from Talent to get there.