A Chief Talent Officer at the leadership table, fractionally.
Executive-level talent leadership for organisations that need the strategy, judgement and executive hiring capability without adding a full-time executive to payroll.
Most scaling organisations don't need a full-time CHRO — they need a senior advisor who can set hiring strategy, design the talent function, own executive hiring, and hand over a working operating model. I sit alongside the CEO and leadership team 2–4 days a week and do exactly that.
Brian Itumo's proprietary advisory framework applied throughout this engagement.
Capabilities
Who it's for
- CEOs and founders of scale-ups hiring 10+ roles in the next 12 months
- Boards and investors who want senior talent leadership before funding a full-time CHRO
- Organisations with a junior talent team that needs executive-level direction
- Family businesses and multinationals professionalising the talent function
Deliverables
- 12-month hiring strategy tied to the business plan, funding and product roadmap
- Talent function design: team, tools, budget, and accountability model
- Executive and senior hiring delivered directly, 2–3 appointments per month
- Workforce plan, leveling framework, and talent analytics dashboard
- Leadership coaching for hiring managers and internal recruiters
How it works
- Step 1Weeks 1: Diagnostic
Audit hiring capability, funnel, leadership bench and talent data. Deliver a written 30/60/90.
- Step 2Weeks 2–4: Design & build
Stand up the operating model — strategy, ATS, scorecards, analytics, sourcing engine.
- Step 3Ongoing: Lead delivery
Own executive hiring, weekly pipeline governance, and hiring-manager capability building.
- Step 4Handover
Recruit and onboard your permanent talent leader when the volume justifies it.
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Real mandates, real outcomes.
Engagement
Fractional advisory retainer, 2–4 days/week. Month-to-month after an initial 90-day mandate.
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Start a conversationFAQs
How is this different from an in-house recruiter?
A recruiter fills roles. A fractional Chief Talent Officer sets the strategy, designs the function, owns executive hiring, and reports to the CEO and board on workforce risk.
Do you cover engineering and commercial roles?
Yes — engineering, product, GTM, finance and operations. I bring specialist sourcers in for volume.
Do you present to the board?
Yes. Workforce plans, talent analytics and succession readiness are delivered in board-ready form.
Ready to talk about fractional chief talent officer?
60-minute intro call. If it's a fit, you'll have a proposal within 48 hours.