RecodeHR

We're the hiring function you don't have yet.

Fractional, designed to work alongside how you hire, and built to hand back when you're ready.

We design the hiring strategy, build the plan, and execute it with the team. Every engagement runs alongside the founder, so hiring becomes how you scale, not what you stand up alone.

Start a conversationHow it works
WHAT WE DO

We turn inbound into signal.

AI-generated resumes flood every role and human review can't keep up. We run the funnel so the only candidates reaching you are ones worth your time.

Screens that AI can't game.

AI-assisted candidates pass conventional screens and fall apart in the work. Our evaluation frameworks separate demo from delivery, so the people you hire still ship in twelve months.

We arrive as the function.

ATS, sourcing tools, interview rubrics, calibration playbooks. We come with all of it. You don't buy anything, configure anything, or learn anything.

WHO WE ARE

RecodeHR is the fractional talent function for companies that don't have one, from AI startups to growing private companies hiring specialized and leadership roles.

Hiring for a team that's still taking shape is not a sequence of placements. It is the work of building the bench ahead of where the company is going, calibrating who gets hired against what it is trying to become.

Done well, hiring compounds: each role makes the next role easier to define, the next slate easier to read, the next offer easier to close. Done badly, it burns runway and stalls the next stage. We treat hiring as the strategic layer it actually is, and we build it that way from the first intake forward.

Most of the market sells access to engineers. We're built around judgment on them: who can actually do the work, who fits the company at this stage, and who's worth a serious conversation. Anyone can hand you ten resumes. Fewer can tell you which one is still delivering a year in.

We solve hiring as a function: we build the strategy, run the search, and own the process end to end.

Every engagement runs alongside the founder and operating team. We build the hiring strategy, the role placemats, the screening calibrated to the mistakes this exact team can't afford to repeat, and the interview process to run it. No headcount to add, no recruiting department to stand up before you're ready for one. When the engagement ends, you keep the function we built: the strategy, the playbooks, the calibration, the pipeline. Hiring stops being something you outsource and starts being something you own.

WHY FRACTIONAL

Choosing how to hire

Hiring help comes in four shapes. Here's an honest look at how they compare, including where we don't fit.

Fractional(RecodeHR)

Cost
Hourly. You pay for the work, not a placement fee or a salary. Scales with the hiring you actually have.
Speed to start
Days, not months.
Strategy + execution
Both. We build the plan and run it.
Institutional knowledge
Stays with you. The strategy, playbooks, and calibration are yours to keep.
Incentive alignment
Paid for the work, not the outcome of one placement. No reason to push a candidate who doesn't fit.
Commitment
Engagement-based. Scale up between rounds, pause when you're not hiring.

In-House TA Hire

Cost
A salary you pay year-round, plus LinkedIn Recruiter, ATS, and benefits, whether you're hiring this month or not.
Speed to start
Months. You have to hire the recruiter before they hire anyone.
Strategy + execution
Both, if you can find and afford a senior TA leader this early. Most early hires coordinate, they don't strategize.
Institutional knowledge
Stays, until they leave. Then it walks out the door.
Incentive alignment
Aligned. They're on your team.
Commitment
A salary line that's hard to scale down when hiring slows.

Contingency Agency

Cost
20 to 30 percent of first-year salary per hire. The bigger the hire, the bigger the fee.
Speed to start
Days to engage, but they work your role alongside everyone else's.
Strategy + execution
Execution only. They source against the brief you give them. The strategy stays yours.
Institutional knowledge
Stays with the agency. You rent the relationship, you don't own the knowledge.
Incentive alignment
Misaligned. Paid only when someone signs, which rewards speed over fit.
Commitment
Per role. No ongoing commitment, and no continuity between hires.

Founder-Led

Cost
No invoice. But every hour you spend hiring is an hour off the product, plus the tools you buy to do it.
Speed to start
Immediate in theory. In practice it competes with everything else on your plate.
Strategy + execution
Both fall on you, on top of everything else you're carrying.
Institutional knowledge
Stays with you, if you wrote it down. Usually it lives in your head.
Incentive alignment
Perfectly aligned, and completely alone. No outside perspective, no one to pressure-test the call, no hiring expertise to draw on.
Commitment
The hidden commitment is your time. Every hour hiring is an hour not building.

Fractional fits a specific kind of problem. The questions below cover where it fits and where it doesn't.

QUESTIONS

A fractional talent function is the hiring function of a company, run by an outside partner, for the stretch of time you actually need it. Not a single placement, not a full-time hire on your payroll. We build the strategy, run the searches, and operate as your hiring function while you're building the team, then step back when you're ready to run it yourself. You get senior hiring leadership without adding it to headcount.

HOW WE WORK

How RecodeHR works, start to finish.

Intake

Define the build

Capture what the company is building, who's expected on the team, the constraints that shape the search, and what success looks like in the first ninety days.

Plan

Sequence the roles

Produce the hiring plan: which roles in which order, search strategy by role, target companies, ideal candidate profiles, and the markers we'll use to recognize a real fit.

Placemat

Anchor each role

One-page reference per role: elevator pitch, must-have skills, responsibilities for the first six to twelve months, interview framework, compensation band, search timeline. Keeps everyone evaluating against the same criteria.

Slate

Define the target

Before sourcing begins, we define who we're going after. The archetype that fits the role, the companies they likely sit inside today, the signals that mark a real candidate from a paper match, the must-haves that can't move and the trade-offs that can. This is the aim. Search is how we hit it.

Search

Run the engine

Operate as the company's recruiting function. Weekly check-ins on pipeline progress, candidate quality, and market signals that should inform strategy adjustments.

Handoff

Close and continue

Hire closes, RecodeHR runs the handoff, the next role begins, and the cycle continues until the team is built or the company is ready to bring the function in-house.

Start the conversation

contact@recodehr.comBook a call