VP HR. Head of People Ops. CPO. Whatever you call it.
Most recruit a Head of HR the same way: referrals, an internal promotion, an agency, crossed fingers.
That works… sometimes. But it's also what everyone else does.
It also assumes you're already clear on:
- What the business actually needs right now
- What needs to change in the next 12–24 months
- Where the current team is strong and where the gaps are
- Whether you're hiring for today or what's next
In my experience, what companies think they need often isn't what they actually need — and that clarity only becomes clear after the hire, which is the most expensive time to find it.
The better move
Bring in a fractional or interim CPO before or while you make the change.
Not to advise from the sidelines. To do the job.
For 3 months, we:
- Run the function
- Move critical work forward
- Pressure-test what you think you need
- Translate business strategy into real people requirements
- Help recruit and onboard the right leader, internal or external
If you're promoting someone internally, even better. Nothing sets a new leader up for success like real-time coaching while the work is happening.
In many cases, this costs less than an agency fee.
Fractional isn't a compromise
It's a way to reduce risk.
If you're about to hire a VP, Director or Head of People, or promote one, and want to reduce risk while accelerating impact, this is the moment where a second set of experienced eyes pays for itself.
This is work I do with Boards, CEOs and exec and leadership teams when the stakes are high and the margin for error is low.
Want to talk through this idea? You know where to find me.