Most hiring problems
aren't sourcing problems.
The brief was never written down, the managers interview on instinct, the offer goes out a week late, and the candidate you actually wanted has already worked all of that out. I'm Fraser Rix. I run hiring for businesses that don't have a head of talent.
If any of these is your week, we should talk.
Most of my work has been in media, advertising, creative, digital and data, and that's where my network runs deepest. The specialty is people, and a hiring problem looks the same in an agency as it does in a software company.
A role has been open past 6 weeks, or you're hiring the same seat for the third time in 2 years.
The talent lead has gone, or there never was one, and it has landed on you.
A raise, a big client win or a new office, with a run of hires behind it.
An outsourced recruitment contract is ending and nobody is sure what replaces it.
You've scaled past 30 people and nobody has ever built the function.
The last 2 hires didn't make it to 6 months, and nobody can say why.
You're about to hire your first senior leader and have never run a search at that level.
The offer went out, they said no, and the role is back where it started.
It rarely breaks where you're looking.
When a hire goes wrong, the review blames the market or the recruiter. In my experience it was decided weeks earlier, inside the business, by things nobody thought of as the hiring process.
Why I think it's a process problemThree ways in, and the same person on every one.
Which one fits is what the 30-minute call is for. If none of them fits, I'll say so.
A head of talent
A head of talent for the days you need. When I leave, it keeps working.
A head of talent, in detailThe hire
A role you can't fill yourself. I write the brief with the manager who owns the hire, and it stays with you whatever happens.
How a search runsOne piece, on its own
The audit by itself, scoped and quoted before we start. The hiring plan before a raise or a launch. Training for the managers who run the interviews. A function built from nothing.
Advisory, piece by pieceEverything is by the day, by the hire or a fixed price, in writing before work starts.
One person, both sides of the table.
Here's the honest version. What I actually am is a people person. I like finding out what a business is trying to be, who it needs to get there, and why the last 3 people it hired didn't stick. Industry turns out to matter less than you'd think: work out who you really need, say it plainly, and turn up in the market like a place worth joining. Candidates have always liked dealing with me because I'm a straight shooter, and that's the same reason clients keep me around. You get a direct answer, including when the answer is that you don't need me yet.
AboutIf you'd rather see the work before we talk, the audit has a public sample.
Read a sample reportWhat I write about, from what I've seen.
Give me 30 minutes, and the role or the week you're having.
You tell me what's open and who owns hiring today. I tell you which kind of help fits, or that none of them does. No deck, and no proposal unless you ask for one. If you'd rather start on your own, the Hiring Check takes a few minutes and it's free.
Or just write: fraser@caldertalent.com.au · 0421 928 830