Fractional Senior Talent Strategist

Wordbank; Denver (CO); Hybrid; USD 56,000 - 78,000; Full time

Job summary

Go Fractional is seeking a senior fractional talent strategist in Denver to lead executive search efforts and shape talent strategy aligned with business goals. You will work closely with the CEO, COO, and Chief of Staff to identify and attract senior leaders and to drive a high-caliber candidate pipeline.

The role focuses on senior recruiting and headhunting at pace across multiple levels, with a strategic component connecting business direction to hiring decisions.

Qualifications

• Track record of executive search and headhunting senior leaders end to end.
• Experience connecting business strategy to a talent plan.
• Executive-level credibility with real examples challenging a CEO on hiring decisions.
• Strong interviewing skills that raise the caliber of hires.
• Experience selling a company's vision to senior candidates, candidly.

Responsibilities

• Lead end-to-end searches for leadership roles. Define the brief, find passive candidates, run the process honestly, and close with the right person at the right level.
• Partner with our executive team to connect business direction to a hiring plan. Which roles, in what order, and what good looks like.
• Screen and vet leadership candidates so our leaders aren't carrying hiring alone, maintaining high-quality prospects.

Skills

Executive search

Headhunting

Talent strategy

Executive credibility

Interviewing skills

Job description

Are you a fractional talent strategist who loves the hunt, thrives on challenging exec teams, and sees people and culture as the engine of a business, not a function on the side? Then we want to meet you.

THE ROLE

This is a senior fractional role based in our Denver office, roughly two days a week with flex based on search activity. We're looking for the person who'll help us find the leaders who'll shape our next chapter.

You’ll partner directly with our CEO, COO, and Chief of Staff on talent strategy tied to business strategy, then find the people who will thrive in our environment. The primary and immediate focus is senior recruiting and headhunting at pace across multiple levels, for the leadership roles we have open now and for roles that could exist for the right person. The strategic piece runs alongside, connecting the business picture to who we hire and why.

You view People and Culture as a strategic business function connected to where the company is going. You're a connector at heart. You see potential where others don't, connect every hire to broader business goals, and raise the bar for the candidate pipeline. You bring executive-level credibility, and you're not afraid to challenge the room, especially when our instincts pull toward our own likeness.

COMPENSATION

$5,000-$7,000 per month, retainer. Fractional direct contract. Benefits not included.

WHAT TO EXPECT WITH OUR RECRUITMENT PROCESS

After a conversation with our Chief of Staff, you'll meet with our CEO and COO to get a feel for the company direction and culture. From there, another round with our Chief of Staff and other senior leaders working through real scenarios you'd face in the role.

WHAT YOU'LL OWN

• Senior headhunting and executive search: Lead end-to-end searches for leadership roles. Define the brief, find passive candidates, run the process honestly, and close with the right person at the right level.
• Talent strategy and talent acquisition input: Partner with our executive team to connect business direction to a hiring plan. Which roles, in what order, and what good looks like.
• Vetting and interviews: Screen and vet leadership candidates so our leaders aren't carrying hiring alone, and so the quality of who reaches them stays consistently high.

EXPERIENCE & SKILLS

You have…

• A track record of executive search and headhunting senior leaders end to end, including sourcing passive candidates and running searches to offer
• Experience connecting business strategy to a talent plan, not just filling roles
• Executive-level credibility, with real examples of challenging a CEO or executive team on hiring decisions
• Strong interviewing skills that raise the caliber of who gets hired
• Experience selling a company's vision to senior candidates, candidly, including what isn't working yet

Nice to have

• Localization, media or streaming entertainment background
• Experience inside a business going through transformation

YOU ARE

• A hunter, not a filler. Fit and direction matter more to you than throughput.
• Direct, factual, and candid. You say what's true early, including when it's uncomfortable.
• Autonomous and self-directed. Few guidelines don't slow you down.
• Comfortable with ambiguity, change, and simultaneous searches.
• Curious about the direction of the business and the people in it, not just the brief.
• Someone who sees People and Culture as a strategic business function, not an HR advocate role.