Talent Management
A fractional CHRO through a Series C scale-up
A company had grown from 90 to 340 people in eighteen months with a people team built for the earlier number. The founders knew they needed executive HR judgment but were not ready to commit to a permanent CHRO at that stage.
- Sector
- Technology & Software
- Region
- United States
- Duration
- 7 months
- Headcount supported at handover
- 340Headcount supported at handover
- Months of interim leadership
- 7Months of interim leadership
- Days per week engagement model
- 2Days per week engagement model
- 01Scoped a mandate charter with explicit decision rights, cadence, and three success measures.
- 02Placed an interim leader two days a week with prior scale-up operating experience.
- 03Rebuilt compensation bands, performance cadence, and manager enablement in sequence rather than at once.
- 04Used the interim period to write a permanent role specification grounded in what the business actually needed.
Outcome
What changed.
- Compensation framework and levelling in place before the next funding round.
- Manager population trained on a performance rhythm that survived the quarter.
- Permanent CHRO specification informed by seven months of evidence rather than assumption.
Representative mandate profiles. Client identities are withheld and details are generalised to protect confidentiality.
Next step
Bring us a mandate with the same shape.
Every engagement starts with a confidential conversation about the business moment behind the role — no pitch deck, no obligation.
