01
Can't find the right candidates.
Most teams think they're hiring one thing. Together we build ICPs, competitor maps, and uncover hidden candidate pools you didn't know existed.
Fractional Talent Acquisition
Recruiting is sales.
I build GTM teams for companies selling to technical buyers. Security. Infrastructure. DevOps. Data.
115+ GTM hires in 18 months at Wiz. 10+ years across Splunk, Teleport, Collibra, and Nutanix.
Because you can't afford to get hiring wrong.
Hi, I'm Ashley S. - fractional recruiter for technical companies who need to hire well, not just hire fast.
I embed into your company, learn your culture, and build the kind of recruiting process that actually sticks. No bloated agency fees. No full-time hire overhead. Just targeted, human, results-driven talent acquisition ... when and where you need it.
FREE TOOL
Don't know how to sell your company to top candidates?
Find out in 5 minutes.
Answer 15 questions. Get three customized pitches — one for every type of candidate you'll sit across from. Free.
Try The Candidate Pitch Generator →No email required to get your free results.
I've been in the room at
Security, infrastructure, observability, data, and the GTM teams that sell them.
The practice
One point of contact. A team's worth of coverage.
I lead every GTM search personally. Behind me is a dedicated sourcing engine and a technical recruiting partner who covers the SE, security engineering, and infrastructure roles that come with the territory.
You get one point of contact and a team's worth of coverage. That's the difference between hiring a freelancer and plugging into a practice.
↳ The story
You've got a role that's been open for 3 months. You've interviewed 12 people. None of them were right.
Sound familiar?
I know this story because I've lived it from both sides.
For years I was obsessed with one question: what actually makes a top performer a top performer? Not the resume version. The real one: how they think, what they can't stand, what would actually make them walk away from something good. I needed to find them fast, and then I needed to be good enough to compel them to leave a good thing for the opportunity I was presenting.
I built this on purpose, sitting next to sales training I was never technically part of. MEDDPICC, value selling, everything that separates a top closer from everyone else pitching the same deal.
Then I landed somewhere that tested exactly what that skill was for. The culture had gone fully fear-led, zero transparency, every decision made to protect whoever was most afraid of getting blamed. I realized the ability to compel someone to leave a good thing only means something if what you're pulling them toward is actually better. I couldn't say that there. Not wouldn't. Couldn't. So I quit.
That's the line I still hold. I'll use everything I know about what makes someone want to leave. I will never use it to move someone into something worse.
Since then I've done this at Wiz during their unicorn run, at Splunk when they were a two billion dollar public company, at Collibra, Nutanix, and dozens of other startups.
It's rarely a talent problem. It's almost always a process, pipeline, or closing problem. Top talent isn't hard to find. It's hard to close. And even harder to keep.
Recruiting is sales. Full stop. Your sales team runs on MEDDPICC and value selling, qualifying leads, mapping decisions, closing with intention. I bring that same discipline to recruiting. I map the decision, and I sell to what a candidate actually values - the real reason that specific person would move. Then I close.
Tag me in when your team is buried, when the role won't close, when you've been at this for months. I learn fast and embed quickly, speaking your language and telling your story to candidates as well as anyone on your team.
Top talent isn't hard to find. It's hard to close. And even harder to keep. The companies that win are the ones who built a story worth joining, can prove it, and treat the candidate journey like the first chapter of the employment experience.
01 - What
What is fractional TA?
Think of me as your recruiting team, without the full-time price tag.
I embed in your business the way an internal recruiter would, with a sourcing engine behind me so searches keep moving even when I'm in meetings.
It's flexible. It's lower risk. And it's built around exactly what you need right now.
Embedded
how I work
Seed to Series B
where I fit
24h
response time
02 - Who
Who I work with
Early-stage companies from Seed to Series B who:
- 01
Need to hire quickly but don't have in-house recruiting
- 02
Want structured process without the overhead
- 03
Know that candidate experience is employer brand
- 04
Are ready to be honest about what they're building - because honest hiring is the only kind that sticks
- 05
Are venture-backed and building their first US GTM team
Industries
CybersecurityInfrastructure, DevOps, DataSaaS
Roles
AESEBDRCSSales LeadershipGTM
For investors
Backed? I work across portfolios.
A lot of my work starts with the first US GTM hire and doesn't stop there.
If you're a fund with portfolio companies scaling revenue teams, I'm built for how you refer.
Introduce a portfolio company03 - The problems I actually solve
Real problems. Honest answers.
02
Drowning in resumes that don't fit.
I don't rely on inbound. Outbound sourcing, video outreach, targeted mapping. The right candidates - not just a pile of applications.
03
You hire in bursts, then go quiet.
Perfect. I build once and you reuse forever. In 60 days I deliver collateral, landing pages, and a trained team so you can turn hiring on and off as needed.
04
No system, just chaos.
I audit your stack, recommend tools, and implement workflows that scale. ATS, sourcing, candidate experience - all of it.
05
Candidates dropping off mid-process.
I design processes that prevent drop-offs, improve interview quality, and make sure your brand matches how candidates actually experience you.
↳ Sound familiar?
You don't need another agency. You need someone in the room.
Tag me in04 - How
How we work together
Three engagement models. Same standard of work.
Ongoing01
Fractional
Ongoing, flexible hours per week. I'm embedded, responsive, and focused on your pipeline.
Sprint02
Project-Based
60-day sprints to build systems, collateral, and train your team. You own everything when we're done.
Fast03
On-Demand
Short-term, fast. You need someone placed. I make it happen.
05 - Roles
Roles the practice builds for.
GTM searches I run personally. Technical and ops roles run through my recruiting partner.
GTM7 roles
- AE
- RSM
- SDR / BDR
- CSM
- Head of Sales
- Channel / Alliances
- Marketing
Technical7 roles
- SE
- Solutions Architect
- TAM
- Engineering Manager
- DevOps
- Security Engineer
- Product Manager
Ops5 roles
- Finance
- Deal Desk
- HR
- Talent Ops
- Legal
06 - Work with me
Work with me.
Three ways in. Same standard of work.
Diagnostic
Book NowFix My Hiring
$500
one hour
We diagnose exactly what's broken in your process, pipeline, or close. You leave with a clear plan. No retainer. No fluff.
Focused
Book NowThe Sprint
$4,500
30 hours / 30 days
One problem. Solved. Pipeline building, candidate sourcing, hiring manager alignment, or process build.
Ongoing
Book NowThe Retainer
$6,000/month
Embedded partner
Your embedded recruiting partner. I own your GTM pipeline end to end, with a sourcing engine behind me. Predictable, consistent, fully in it for as long as you need me.
Not sure which one fits? Start with a free 30-minute intro call. No pitch.
Book a Call07 - The market
The market, from inside it.
I'm running live GTM searches across security, infrastructure, and DevOps right now. Comp benchmarks that are actually current. Where candidates are moving and why. What's closing offers and what's killing them.
I write about what I'm seeing. No fluff, no recycled LinkedIn takes.
Read the newsletter on LinkedIn
08 - Let's talk
Because you can't afford to get hiring wrong.
Tag me in. 🎯
I respond within 24 hours. No fluff, no lengthy sales process. Just a conversation about what you're trying to build - and whether I'm the right person to help you build it.