Fractional TA & HR Support
Fractional recruiters and HR operators for teams running on empty.
Understaffed, scaling fast, or covering work that just landed on your plate? Get a vetted recruiter or HR operator who embeds in your team and bills by the hour. No agency fees, no percentage of salary, no middle layer.
No obligation, no sales pressure. Bring a role, or just a problem.
Vetted through a community of 6,000+ HR and Talent professionals across North America.
Sounds like you?
You should not be carrying this alone.
The people work landed on you overnight
You became the whole internal operation without asking to, and now hiring and HR sit on top of your real job.
You are severely understaffed
You just cannot keep up. A few sleepless nights dealing with staffing is starting to feel normal, and it should not.
You are scaling faster than you can staff
Growth is outrunning your capacity on both people operations and operations, and you are a little flat footed.
You have no people function yet
No HR, no recruiting, no infrastructure. You need someone senior to build the foundation and run it.
Someone is leaving or going on leave
A departure or a parental or medical leave means you need coverage now, with a clean handover and no dropped pipeline.
You want it handled before it becomes a problem
You do not want the first time you think about your complaint process to be the day a complaint arrives.
In plain terms
How fractional hiring and HR support works.
You tell us the problem. We match you with a vetted HR or Talent operator who does the actual work, embedded in your team and using your tools. You pay one hourly rate. No finder's fee, no placement percentage, no retainer, and no membership required. The hourly rate is the whole cost.
- So we are clear, we are not
- A staffing agency dumping resumes on you
- An executive search firm charging a placement fee
- An outsourced HR company you never actually meet
- A broker who disappears after the introduction
- A membership you have to join to hire
Why hourly
A percentage fee pays the agency to work against you.
When a placement fee is a slice of first year salary, the agency wins by pushing the number up and the headcount higher. You wanted the right hire. They were paid for the expensive one. Hourly fixes that.
15 to 25% of salary
- Fee rises every time the salary does, so their incentive is your cost
- Retainers stack on top, billed whether roles move or not
- Names dumped on you with no qualification layer
- One recruiter juggling many mandates from an agency desk
- Success fees lock you in before you know the fit
You pay for time, not for spend
- One flat hourly rate, agreed up front, that never chases the salary
- No retainer, no minimum, no success fee
- Two to three vetted matches, screened before they reach you
- One operator embedded in your team, not your fifteenth priority
- A five day quality guarantee before anything is locked in
Every match arrives with a clear hourly rate before you commit. What it costs depends on the seniority and scope you need, and you see the exact rate before you agree to anything.
What kind of support do you need?
Four ways to hire fractional HR and talent support.
Some clients need hiring done. Others need a seasoned People leader, the foundations built, or a specific project handled. Tell us the problem and we match to it.
Hiring execution
Roles filled without you running the process.
A full-cycle or embedded recruiter owns sourcing, screening, and candidate experience so hiring keeps momentum and represents your brand well.
Full-cycle recruiter, embedded recruiter, recruiting consultant, technical, GTM, and G&A hiring, recruitment process.
Senior People & HR guidance
A seasoned partner to gut-check the plan.
Strategic partnership plus day to day support from someone who has done it before and can align with founders and make proactive suggestions, not just execute.
Fractional HR, HR business partner, senior HR generalist, thought partner, interim HR leadership.
Foundational people infrastructure
Get things in place before you need them.
The systems and structure a growing company needs so the first time you handle something is not the day it goes wrong.
Onboarding, policies and handbook, performance management, compensation and leveling, HRIS, multi-state HR compliance.
Specialized projects & advisory
One hard thing, handled well.
Bring a specific, time-bound need and get an operator who has run it before, from a sensitive termination to an insurance renewal.
Terminations, policy making, insurance and benefits renewal, HRIS setup, People Ops projects, interim support.
Flexibility, made concrete
Dip in when you need it. Dip out when you don't.
You do not have the luxury of a three month ramp up. Engagements take a shape that fits the moment, and change as the business does.
A burst of focused recruiting to clear a backlog or hit a growth moment fast.
Ongoing support at set weekly hours, often 20 to 25, embedded in your team.
Cover a leave, a departure, or a gap until you are ready to hire full-time.
A thought partner to sound board off, on demand, when you need a gut check.
And if it is working, an engagement can convert into a full-time hire. You are never locked out of keeping the person.
No filter in the middle
Embedded means part of your team, not an intermediary.
The distinction that matters most is not flexible talent. It is direct, unfiltered support from someone who represents you.
What vetted actually means
How we vet fractional HR and Talent operators.
Vetted is not a resume that cleared a keyword filter. Every operator is peer referred through a community of 6,000+ People professionals and screened by our team. Not everyone gets in.
- Relevant stage experience, someone who has lived your size of company
- Real functional depth in the work you actually need done
- Works independently, ready to operate with little hand holding
- Ready to hit the ground running in your environment
Proof
Trusted by operators across North America.
We had a vetted recruiter embedded in our team within three days. The quality of the match was immediately obvious: she understood our bar without needing hand-holding and quickly became a trusted extension of our team. What began as a short-term engagement lasted far longer than we initially anticipated because of the value she delivered. As our hiring needs grew, we brought in additional people through TPPG to help us scale, with the same speed and quality each time.
One of the things that stood out with The People People Group was the speed without sacrificing quality. We were introduced to experienced Recruiting and HR operators very quickly, but the process still felt highly thoughtful and curated. The people they brought forward were credible, practical, and aligned to what we actually needed as a business. In a market where finding strong people talent can often take weeks or months, the experience felt efficient, low friction, and genuinely moved the needle for our business.
Case study
Scaling talent infrastructure at Mentimeter
In a high-growth phase, Mentimeter needed to fill four critical roles fast, without losing the strategic fit that scaling depends on.
Mentimeter was scaling fast and needed to fill four critical roles at once, spanning strategic leadership and customer success. They needed hands-on recruiting support for high-volume intake, targeted sourcing, and technical screening, without compromising the strategic fit their growth depended on.
We matched them with a seasoned senior recruiter who had run hiring in high-growth startups before, with deep command of Greenhouse, LinkedIn Recruiter, and end-to-end stakeholder management. They were chosen to operate autonomously as an embedded partner, needing minimal onboarding to move at Mentimeter's pace. Work began just days after scoping, at 20 hours a week on a flexible basis, with the recruiter owning the full pipeline for all four roles inside Mentimeter's own Greenhouse.
The results were strong enough that Mentimeter extended the engagement twice. Originally scoped for six to eight weeks, it grew to bridge critical internal transitions, including a two-week overlap with Mentimeter's own talent acquisition team so knowledge transferred cleanly. The support landed exactly when it mattered most, during a pivotal scaling period.
“Absolutely incredible.”
The process
How to hire fractional support, step by step.
Tell us the problem, not just the role
Whether you arrive with a polished brief or just a few sleepless nights, a 15 minute call helps sort out what you actually need.
Get 2 to 3 vetted matches in 72 hours
Each profile includes rate, experience, and availability. Curated by our team, not generated from a directory.
Meet them before they start
Interview them. Ask hard questions. Make sure the fit is right before any engagement begins.
Kick off on your terms
Flexible hourly engagement with a five day quality guarantee. Scale hours up or down as your needs change.
We handle the admin
Contracting, payments, and paperwork are on us. Average time from intro to first deliverable is three business days.
Your terms, not ours
Built so you are never locked in.
The first five business days are risk free. If the fit is wrong, you owe nothing for the match.
No minimum hours and no retainer. You pay for the hours actually worked, nothing more.
No percentage of salary, ever. The hire being a great one never costs you extra.
No notice period and no lock-in. End the engagement whenever you need to.
Common questions
Frequently asked questions
Do you do the work, or just find someone?+
Do we have to become members to hire?+
Are you a staffing agency or executive search firm?+
Is there any fee beyond the hourly rate?+
What if I do not know exactly what I need?+
What does it cost?+
How quickly can we get started?+
How are people vetted?+
Do you work across Canada and the US?+
Ready when you are
Bring a role, or just a problem. Meet your match in 72 hours.
No placement fees, no retainer, no obligation. Just two to three vetted operators and a clear hourly rate.
No obligation, no sales pressure. A 15 minute call is usually enough.