A head of talent,
for the days you need.
You've got a run of roles and nobody whose job is hiring. It's running off the side of your desk, or your COO's, or whoever was least busy this week, and every role reinvents the process. I take the seat for 1 to 3 days a week, by the month. The first fortnight I read how hiring actually runs, beside how you think it runs. Then I put a brief and a scorecard on every open role, get your managers interviewing properly, and run the roles end to end on your tools, under your name. When I leave, it keeps working, because it was built to.
It's running off the side of somebody's desk.
Nobody planned it this way. The first few hires were you, and you were good at it. Then there were 6 open at once, a manager who has stopped replying to the recruiter, and a spreadsheet only one person understands. Hiring became a thing that happens to the business, not a thing it runs.
A head of talent fixes that. But at your size the seat is a part-time job with a full-time salary, and the good ones want a bigger canvas. So it stays on your desk. That's the gap I fill.
I read how hiring actually runs, beside how you think it runs.
Before I touch a role, I ask 4 people the same questions from 4 different seats: you, a hiring manager, whoever runs recruitment today, and someone hired in the last year. It takes about 6 hours of their time across 2 weeks. The gaps between their answers are where the process is losing you people, and they come back ranked by what each one is costing.
That reading is written down and it's yours. If you decided at the end of it that you didn't need the seat after all, you'd still have the map.
What the reading looks likeA head of talent on your team, on your tools, under your name.
I sit in the seat. Your email, your tools, your name on the candidate's inbox. Managers get someone to call before the interview and after it. Candidates get someone who replies. You get a weekly number and a straight answer when the answer is that a role is scoped wrong.
Filling the open roles is the job. The days are already yours, so the hires get made as part of the work, and anything that sits outside it is agreed in writing before I start.
What I'm not is a placement machine. If a role is one I can't fill, or one you shouldn't, I'll say so before anyone spends a week on it.
Monthly rolling, one-month minimum.
1 to 3 days a week, agreed a month at a time, exit at any month boundary. The first fortnight is the reading whatever the day count. Everything is in writing before I start: the days, what they cover, what they don't, and what happens to the roles in flight if either of us ends it. What it costs comes out of a 30-minute conversation about the shape that fits you, not a rate card.
Or write: fraser@caldertalent.com.au
Give me 30 minutes, and the roles you've got open.
You tell me what's open, who owns hiring today and how many days a week it's eating. I tell you whether the seat fits, or whether one search or one piece of work would do. No deck, and no proposal unless you ask for one.
Or just write: fraser@caldertalent.com.au · 0421 928 830