The company’s recruiting model was reactive, relying too heavily on inbound applications and disconnected processes between HR and hiring managers.
This caused:

• Extended hiring cycles

• Misaligned candidate quality

• High frustration for both managers and applicants

Without a faster, more strategic approach, growth initiatives were at risk.

I stepped in to redesign the recruiting process and embed myself as a true partner to the business:

• Partnered directly with hiring managers to define “ideal candidate profiles”

• Tested alignment by presenting “North Star” candidates before full sourcing

• Built pipelines proactively instead of waiting for roles to become available

• Kept talent engaged during hiring pauses to avoid drop-off

• Created continuous feedback loops to refine sourcing strategy

This was not about just filling seats. it was about creating a repeatable, scalable system.

This experience proved that a fractional, embedded approach could outperform traditional recruitment models by delivering:

• Agility without the overhead of full-time hires

• Better alignment through direct collaboration with managers

• Stronger pipelines that keep companies ahead of talent shortages

These lessons became the foundation of Rekon Point’s Fractional Recruitment model, designed to help small businesses achieve the same results without the burden of building a full-time HR department.