100+
Personal hiring contribution in ~6 months
Prafulla publicly documented a 250+ engineer hiring project and stated that his own contribution was 100+ hires in roughly six months.
Fractional Head of Talent Acquisition
FIX STALLED TECH HIRING
FIX STALLED TECH HIRING
IN A FOCUSED 30-DAY
ACCELERATION.
For founders, CEOs and People leaders at scaling technology companies who have critical roles open, a hiring system that is not moving fast enough, and no need to add a full-time Head of TA yet.
Start the Hiring DiagnosticSee the 30-Day ModelSenior TA leadership · not CV forwarding · no hire guarantees
Engagement30 days
Best forScaling technology companies
Operating modelDiagnose → reset → execute
Led byPrafulla Deori · 12+ yrs TA
When this model makes sense
Your recruiters may not be the problem.
If the business has activity but not enough movement, first identify the constraint. More sourcing against the same broken setup usually creates more noise.
01
Critical roles keep ageing
Weeks pass, interviews happen, but the role never reaches a confident decision.
02
The brief keeps moving
Level, must-haves, compensation or location shift after the search has already started.
03
The funnel leaks
Good candidates disappear between screening, panels, feedback, offer and joining.
04
No senior owner owns the system
Founders, HR, recruiters and managers are all involved, but nobody owns the bottleneck end to end.
What should change
The 30 days are for decisions and operating discipline — not a strategy deck.
“We need more candidates.”
→
Role feasibilityKnow whether the role, market, compensation and timeline are realistic.
Hiring managers evaluate differently.
→
Decision architectureShared scorecards, clearer interview ownership and faster evidence-based decisions.
Pipeline reports describe activity.
→
Funnel diagnosisSee exactly where candidates are leaking and what decision is blocking movement.
Searches drift week to week.
→
Leadership cadenceEvery priority role has an owner, blocker, next action and decision rhythm.
30-Day Tech Hiring Acceleration
Four phases. One job: make the hiring system move.
Week 01 · Diagnose
Find the constraint
Audit priority roles, funnel data, JDs, interview stages, candidate drop-off and ownership.
Week 01–02 · Reset
Fix the setup
Calibrate the brief, scorecards, interview flow, sourcing architecture, SLAs and stakeholder rhythm.
Week 02–04 · Execute
Drive priority work
Work with the team on talent mapping, search execution, candidate conversion, decisions and offer strategy.
Day 30 · Transfer
Leave the system behind
Hand over the operating cadence, dashboard and 30/60/90-day roadmap so progress is not consultant-dependent.
Publicly supportable operating record
Technology hiring experience across Adobe, Cloudera and Cradlepoint / Ericsson.
The claims below have been tightened to what is publicly documented rather than using stronger private-only numbers.
APAC
Senior Recruiter — APAC
Public profiles document the Cloudera role and a Best Recruiter Award during that tenure.
0→250+
India R&D scale-up
Public posts document joining as employee #1 in India and scaling the India R&D organisation from zero to 250+.
Public reference: Prafulla Deori on LinkedIn. Past experience is evidence of operating context, not a promise of identical results for another company.
Qualification
This is not recruitment outsourcing.
Strong fit
- You have important technology roles that need movement now.
- Funding, expansion, a new geography or hiring surge has increased complexity.
- Senior or specialist searches repeatedly stall despite recruiter activity.
- You need senior TA judgment before you need a permanent Head of TA.
- Leadership is willing to change a broken process when evidence shows the problem.
Not a fit
- You only want an agency to forward CVs against a fixed JD.
- There is no real hiring priority or executive sponsorship.
- The interview process cannot change regardless of evidence.
- You require guaranteed hires or guaranteed joining dates.
- The only decision criterion is the lowest recruiting fee.
Engagement
Start with the bottleneck. Scope around the business need.
Core engagement
30-Day Tech Hiring Acceleration Sprint
A focused Fractional Head of TA engagement to diagnose, reset and drive priority hiring. The diagnostic determines whether there is a real problem this model can solve before commercial scope is agreed.
Typical scope
- Initial term
- 30 days
- Model
- Fractional / embedded
- Focus
- Priority hiring bottlenecks
- Working style
- Diagnostic + hands-on execution
- Continuation
- Only when a defined business case remains
First conversation
Where is your hiring actually breaking?
Send the minimum context needed to decide whether a Fractional TA diagnostic is worth a conversation.
BringPriority roles or hiring plan
BringWhere the funnel is slowing or breaking
ExpectA direct fit / no-fit conversation
No promiseNo guaranteed hires or joining dates
Fractional Talent Acquisition
What is a Fractional Head of Talent Acquisition?
Fractional talent acquisition gives a company experienced TA leadership for a defined period or part-time engagement without immediately adding a full-time Head of Talent Acquisition. For scaling technology companies, the work can include diagnosing why critical roles are stuck, calibrating requirements, improving sourcing and interview systems, creating hiring visibility and establishing clear ownership. I AM A RECRUITER uses a focused 30-day Tech Hiring Acceleration Sprint when the problem needs senior diagnosis plus hands-on execution.
FAQ
Before we talk.
What is fractional talent acquisition?
Fractional talent acquisition is a flexible model where an experienced TA leader works with a company for a defined period or part-time scope to diagnose, lead and improve hiring without becoming a full-time permanent Head of Talent Acquisition.
What does a Fractional Head of Talent Acquisition do?
A Fractional Head of Talent Acquisition can own hiring diagnosis, role calibration, sourcing strategy, interview design, funnel visibility, hiring-manager cadence and recruiting execution depending on the company’s actual gap.
When should a startup or scaling tech company use fractional TA?
It is most relevant when critical hiring is stalled, hiring demand has outgrown the current system, there is no senior TA owner, a new geography or specialist hiring need has appeared, or the company needs experienced ownership before making a full-time leadership hire.
How is fractional TA different from a recruitment agency?
An agency typically focuses on supplying candidates for individual roles. Fractional TA works inside the hiring system and can own diagnosis, priorities, process, stakeholder decisions and execution. It is not simply CV forwarding.
How is fractional TA different from an RPO or full-time Head of TA?
An RPO usually provides outsourced recruiting capacity, while a full-time Head of TA becomes a permanent employee. Fractional TA is designed for temporary or part-time senior ownership when the company needs leadership and execution but not necessarily a permanent TA leader yet.
Does the 30-day Fractional TA sprint guarantee hires?
No. The sprint is designed to improve hiring diagnosis, operating discipline and execution. Candidate decisions, market conditions and employer decisions remain outside any guarantee.
Where can the Fractional TA service be delivered?
The opportunity universe is global. The service is designed primarily for scaling technology companies and can be delivered remotely, with India and APAC experience providing additional operating context where relevant.
Are you an external recruitment agency?
No. This offer is senior TA leadership and operating support. It can include hands-on search execution, but the primary job is to diagnose and improve the hiring system around business priorities.
Do you replace our internal recruiters?
Usually, no. The model is designed to improve how recruiters, hiring managers and leadership operate together. Scope changes only when the actual constraint requires additional execution capacity.
Do you guarantee hires?
No. Candidate decisions and joining cannot be ethically guaranteed. The commitment is to a rigorous operating process, transparent funnel diagnosis and agreed execution against priority hiring problems.
Can you work with companies outside India?
Yes. The operating background is APAC and multi-country technology hiring. Time-zone overlap, scope and commercials are agreed before work begins.