Talent Acquisition Consultant London & UK-wide

Fractional Talent Leadership: Access Senior Talent expertise, without the overhead of a permanent hire.

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Growing businesses often reach a point where their Talent Leader is being pulled in too many directions at once. Delivery needs to happen. Teams need support and development. Projects need to move forward. Stakeholders need partnership.

Whilst at the same time, Talent Leaders are also under increasing pressure to modernise their function, improve efficiency, and build AI literacy across their team (all while keeping day-to-day operations running smoothly!).

The challenge isn't capability. It's capacity. And that's where I come in.

Book a discovery call

The power of Fractional Talent Leadership: 

I work as a senior, independent Talent Acquisition Consultant providing the additional leadership capacity growing businesses need. Whether supporting a Head of Talent, helping a team navigate growth, or leading a critical initiative, I bring senior judgement, accountability, and delivery without the commitment or cost of a permanent hire.

If you’re a tech, media, and marketing-led businesses facing one of these challenges, I can help:

  • Your Talent team needs stronger structure, leadership, or operational rhythm.

  • Important initiatives keep slipping down the priority list because nobody has the capacity to own them.

  • Your business is growing quickly and requires experienced talent leadership without adding a permanent senior hire.

  • Your Head of Talent is stretched across delivery, strategy, stakeholders, and team leadership and needs senior support.

  • Founders are building talent capability and want experienced guidance on what good looks like.

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What people are saying

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    "Jenna is one of the most thoughtful and committed talent professionals I've worked with. From refining TA processes to building trackers and developing our EVP, she handled everything effortlessly. I would hire Jenna again in a heartbeat."

    — David Barker, SVP People & Talent, Improbable

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    "Jenna is quite possibly the best and most inspiring Talent leader I have worked with. She thinks about the whole talent journey and built a finely tuned hiring machine that enabled us to attract exceptional global talent."

    — Hanna Smith FCIPD, Chief People Officer, Tillo

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    "Jenna built a Talent Acquisition capability that enabled a high-growth scale-up to grow headcount by 20%+ per quarter at leading levels of quality, delivery, and cost — while entering new markets and integrating an international acquisition. She is no fuss, highly accountable, and a joy to work with."

    — Brandon Curry, Founder, Organisation Design & Development Advisor

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    "Jenna is a fantastic strategic leader and an absolute pleasure to work with. During a company-wide cost reduction initiative, she built a compelling business case to switch our ATS — saving significant cost while increasing functionality — and led the implementation seamlessly."

    — Sophie Bunce, Head of Finance, TicketSwap

HOW I CAN HELP

Fractional Talent Leadership Support

For Heads of Talent who need additional capacity, challenge or delivery support:

I work as an extension of your leadership team, creating the space for Talent leaders to focus on the strategic work only they can do.

Support might include:

  • Mentoring and supporting the TA team

  • Leading critical projects requiring senior ownership

  • Partnering with stakeholders across the business

  • Supporting hiring strategy and workforce planning

  • Building operational rhythm and improving ways of working

  • Driving initiatives that have stalled due to competing priorities

The outcome: a stronger Talent function and a Talent leader with the capacity to focus on what matters most.

Fractional Talent Leadership for growing businesses

For founders and leadership teams building their Talent capability:

When a business is scaling, hiring needs often outgrow existing processes before they justify a permanent Head of Talent hire. I provide experienced Talent leadership to help create the foundations for sustainable growth with a clear handover mindset from day one.

Support might include:

  • Defining hiring strategy

  • Building recruitment processes and infrastructure

  • Implementing tools and systems

  • Designing interview frameworks

  • Developing employer brand foundations

  • Advising on future Talent team structure

  • Supporting critical leadership hires

The outcome: a Talent function built with the right foundations, clear direction and a pathway to future growth. 

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HOW DOES IT WORK?

Most engagements are delivered on a fractional basis, typically one to two days per week.

Scope, priorities, ownership, and ways of working are agreed upfront, with clear boundaries and measurable outcomes. I work as a senior partner to the business, not an open-ended resource.

Pricing reflects seniority, scope, and the type of support required. Indicative day rates and monthly retainers are available on request.

FAQs

  • We’ll agree the scope, priorities and what success looks like upfront, with clear outcomes or deliverables wherever possible. We’ll review progress as we go, so you have visibility of what’s moving, what’s been delivered and where my focus is having the greatest impact.

  • A consultant is brought in to deliver agreed outcomes or provide specific expertise, rather than simply filling a role within your organisational structure. We’ll agree the scope, priorities and expected outcomes, while I retain responsibility for how the work is delivered. I can work closely with your leadership and Talent teams, but the relationship remains an independent consultancy engagement rather than an employer-employee one.

  • For fractional support, I work on an initial three-month commitment. That gives me enough time to understand the business, build the right relationships and make meaningful progress against the priorities we’ve agreed. Project-based consultancy is scoped separately, with the timeline and commitment agreed around the work required.

  • That’s normal, particularly in fast-moving organisations. A clear scope gives us something to work towards, but it shouldn’t stop us responding when the business changes. If priorities shift, we’ll review what that means for the work, agree what needs to change and reset the scope, outcomes or timeline where necessary.

  • My consultancy work is primarily delivered remotely, but I understand the value of spending time together in person. Where it would benefit the work, we can separately discuss a monthly on-site day for key meetings, workshops or time with the team. On-site days are agreed and charged separately, including any associated travel costs.

Interested in supporting your people?

Pricing is discussed once scope is clear. The right structure depends on what you're looking to achieve. A short conversation is the easiest place to start.

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Book a discovery call
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