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Fractional Recruiting Jobs (NOW HIRING)

Pandoblox

Channel Partner Manager

Davis Junction, IL · Remote

In this role, you'll get to ...1. Recruit fractional and advisory CxO partners * Build and work a target list of fractional CFOs, COOs, CEOs, CMOs, and CROs -- sourced from advisor networks ...

Talence Group LLC

Interim / Fractional Leaders

Our clients have great brands in the market and we recruit across multiple industries. Please click 'apply for this job' below to submit your resume. You are welcome to opt in to our newsletter on ...

WellDyne

Recruiter

Lakeland, FL

As recruiting volume fluctuates, the recruiter will also be responsible for supporting key HR ... Strong mathematical skills (add, subtract, multiply, divide, fractional conversions) * Ability to ...

New

Pandoblox

Channel Partner Manager

Davis Junction, IL · On-site +1

$75 - $125/hr

In this role, you'll get to ... 1. Recruit fractional and advisory CxO partners * Build and work a target list of fractional CFOs, COOs, CEOs, CMOs, and CROs - sourced from advisor networks ...

Human Union Data, Inc

Recruiter

San Francisco, CA · On-site

Own end-to-end recruiting across technical and GTM roles * Build and optimize recruiting ops and ... Logistics * Employment : Full-time preferred, open to fractional for exceptional candidates.

HR Collaborative

HR Professionals

Lansing, MI

Whether you're exploring a new full-time role or considering fractional consulting, we'd love to ... Talent Acquisition Specialists/Recruiters * Payroll Specialists & Consultants * HR Directors

Verana Health

Contract Recruiter (1099)

New York, NY · Remote

... fractional TA support. * Maintain meticulous data hygiene and tracking within the ATS and other reporting tools. Your Blueprint for Success * 5+ years of full-cycle recruiting experience with a track ...

NxT Level

HR Consultant

Manhattan, NY · On-site

Define service lines (Fractional HR, Org Design, Talent/People Ops, HRIS, Total Rewards ... Partner with Recruiting: Translate hiring plans into workforce plans, compensation bands, and offer ...

NxT Level

HR Consultant

Manhattan, NY · Remote

Define service lines (Fractional HR, Org Design, Talent/People Ops, HRIS, Total Rewards ... Partner with Recruiting: Translate hiring plans into workforce plans, compensation bands, and offer ...

Flex HR

Recruitment Consultant

Responsibilities, on a Fractional Basis for Clients: Full-Cycle Recruitment * Manages end-to-end recruitment for assigned client roles across industries and job functions, including professional ...

Achilles Group

Business Development Associate

Houston, TX

$42K - $58K/yr

At Achilles Group , we provide Fractional HR to our clients in the areas of HR Infrastructure, Recruiting Effectiveness, People Performance and Strategy Alignment. Our approach provides flexibility ...

HireScale

Senior TA Consultant

Columbus, OH

TA consultants can be fractional or dedicated to in-house hiring activities for direct employers. Typical duties and responsibilities include but are not limited to: * Recruiting talent internally

Achilles Group

Business Development Associate

Houston, TX · On-site

$42K - $58K/yr

At Achilles Group , we provide Fractional HR to our clients in the areas of HR Infrastructure, Recruiting Effectiveness, People Performance and Strategy Alignment. Our approach provides flexibility ...

Griffin Resources

Human Resources Manager

Tampa, FL

$17 - $19/hr

As a fractional resource, you will infiltrate the client company as their own and operate as an ... Informs and educates clients about HR policies, procedures, performance management, recruitment ...

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All JobsFractional Recruiting Jobs

Fractional Recruiting information

See salary details

$41.5K

$81.1K

$174K

How much do fractional recruiting jobs pay per year?

As of Jul 18, 2026, the average yearly pay for fractional recruiting in the United States is $81,149.00, according to ZipRecruiter salary data. Most workers in this role earn between $57,500.00 and $76,000.00 per year, depending on experience, location, and employer.

What is the difference between Fractional Recruiting vs Contract Recruiting?

AspectFractional RecruitingContract Recruiting
CredentialsRecruiting experience, industry knowledgeRecruiting experience, industry knowledge
Work EnvironmentPart-time, ongoing support for multiple clientsProject-based, short-term engagement
Employer UsageCompanies seeking ongoing recruiting supportOrganizations needing temporary recruiting help

Fractional Recruiting involves providing ongoing, part-time recruiting support to multiple clients, focusing on long-term partnership. Contract Recruiting is project-based, offering short-term recruiting services for specific hiring needs. Both roles require recruiting expertise, but Fractional Recruiting emphasizes continuous support, while Contract Recruiting is more task-specific.

What is fractional recruiting?

Fractional recruiting is a flexible hiring model where organizations engage experienced recruiters on a part-time or as-needed basis, rather than hiring full-time staff. This approach allows companies to access specialized recruitment expertise for specific projects or periods of high growth without the long-term commitment of a permanent hire. Fractional recruiters can help with sourcing, interviewing, and hiring processes, often working remotely or on-site as required. This model is especially beneficial for startups and small to mid-sized businesses looking to scale efficiently while managing costs.

What are the key skills and qualifications needed to thrive as a Fractional Recruiter, and why are they important?

To thrive as a Fractional Recruiter, you need expertise in talent acquisition, sourcing strategies, and a strong understanding of various industries, often supported by experience in HR or recruiting roles. Familiarity with applicant tracking systems (ATS), recruitment CRM software, and sourcing tools like LinkedIn Recruiter is typically required. Outstanding communication, adaptability, and time management skills help build client relationships and manage multiple hiring projects efficiently. These skills and qualities ensure effective placements and client satisfaction in a flexible, project-based recruiting environment.

How do Fractional Recruiters typically integrate with existing HR teams and processes?

Fractional Recruiters usually work closely with in-house HR teams and hiring managers to quickly understand company culture, recruitment needs, and workflow. They often participate in regular meetings, use the company's applicant tracking systems, and align their sourcing and interview processes with internal standards. Successful integration requires strong communication skills, flexibility, and a collaborative mindset to ensure a seamless extension of the company's talent acquisition efforts. This collaborative approach helps fill roles efficiently while maintaining consistency in candidate experience.
More about Fractional Recruiting jobs
What cities are hiring for Fractional Recruiting jobs? Cities with the most Fractional Recruiting job openings:
What states have the most Fractional Recruiting jobs? States with the most job openings for Fractional Recruiting jobs include:
What job categories do people searching Fractional Recruiting jobs look for? The top searched job categories for Fractional Recruiting jobs are:
Fractional Recruiting jobs near you
Infographic showing various Fractional Recruiting job openings in the United States as of July 2026, with employment types broken down into 34% Internship, 51% Full Time, 8% Part Time, 5% Contract, and 2% Summer. Highlights an 74% Physical, 2% Hybrid, and 24% Remote job distribution, with an average salary of $81,149 per year, or $39 per hour.
Channel Partner Manager

Channel Partner Manager

Pandoblox

Davis Junction, IL • Remote

Full-time

Re-posted 15 days ago

Job description

ABOUT THE ROLE:
What you'll do ...

A fractional or advisory CxO with a book of warm mid-market relationships.

Our partners are operators-turned-advisors. Most run a fractional practice (CFO, COO, CMO, CRO) or sit on advisory boards for PE-backed and founder-led companies in the $50M–$500M revenue range. They are not technology salespeople — and we never ask them to be. Your job is to make them look brilliant in front of their existing relationships by providing them our AI business development and demo tools while assisting them with closing the deals

CFO partners lead with data and reporting. COO partners lead with ownership and accountability. CEO partners lead with speed and visibility. CMO and CRO partners lead with revenue and pipeline confidence. You'll know how to coach each persona through the right opener.


RESPONSIBILITIES:
In this role, you’ll get to …1. Recruit fractional and advisory CxO partners
  • Build and work a target list of fractional CFOs, COOs, CEOs, CMOs, and CROs — sourced from advisor networks, fractional practices, PE operating partner networks, executive talent platforms, and your own relationships.
  • Run discovery calls that qualify partner fit on three dimensions: relationship quality, target account warmth
  • Close partner agreements: program structure, compensation (spiff + residual), exclusivity, and the "Give us your 5" intake.
2. Onboard and activate every new partner
  • Run a structured onboarding that captures each partner's 5 warm C-suite accounts (CEO, CFO, or COO) within their first two weeks.
  • Coordinate with the Pandoblox research team to scan those 5 accounts for analyst, BI, FP&A, or data role postings — and trigger HR Bot analyses on every match.
  • Coach the partner on persona-specific talk tracks (CFO vs. COO vs. CEO vs. CMO vs. CRO) and on how to send the AI-generated brief as an opener — not a pitch.
  • Time-to-first-meeting (partner agreement signed → first prospect meeting booked) is your north-star activation metric. Target: 30 days.
3. Coach partners through the 3 phase close cycle
  • Pre-meeting: confirm the HR Bot analysis is in the partner's hand and that they've sent it to the C-suite contact.
  • Discovery (Open with insight): join the partner on the call to review findings and identify the internal champion. Train the AI on company-specific context captured live.
  • Proof of Value Validation(Present the solution): facilitate the Pandoblox demo and 1–12 week POV roadmap. Reinforce the partner's credibility — they know the business; we know the technology.
  • Deal Closing: help navigate negotiation and sign-off on the 3 month POV engagement, schedule kickoff, and ensure the partner's spiff and residual are queued in finance.
4. Operate the partner pipeline
  • Own the partner CRM: account ownership, deal registration, joint forecast, conversion at every stage of the pre-meeting → meeting 1 → meeting 2 → meeting 3 → POV → annual contract funnel.
  • Run a weekly partner pipeline review with the VP of Business Development. Surface partners who are stalling and partners who are over-performing.
  • Refresh each partner's "5" quarterly. Partners who burn through their 5 are your highest-value asset — keep them loaded.
5. Drive expansion and retention
  • After Month 1, partner-influenced clients can convert from POV to 12 month minimum commitment annual contracts. Make sure that conversion happens — and that the partner gets credit and residual.
  • Surface land-and-expand opportunities: expand into further data integrations, AI and IT operations opportunities
  • Build the partner advocacy flywheel: case studies, partner-to-partner referrals, the "my partner just hit 5 active clients" social proof loop.

REQUIREMENTS:
On day one, we'll expect you to ...Must-haves
  • 4–7 years in channel, alliances, partnerships, or partner-led sales — ideally including some time managing a network of independent advisors, fractional executives, agencies, or consultants (not just enterprise tech alliances).
  • Comfort with senior people. Your partners are CxOs, and the prospects they bring are CxOs. You can hold a substantive conversation with a CFO about reporting pain or a COO about ownership gaps without fumbling.
  • Operator's brain. You think in pipelines, conversion rates, and activation gates. You'll build the partner intake, dashboard the funnel, and know which lever to pull when conversion sags at meeting 2.
  • Coaching instinct. You can sit in the partner's seat on a prospect call, then debrief with them afterward and make the next call better. You make partners look brilliant — without taking the spotlight.
  • Mid-market fluency. You understand $50M–$500M PE-backed and founder-led companies — their decision dynamics, their analyst-job-posting reflex, and why they can't fix this internally.
  • Hybrid GTM comfort. You're at home with partner economics that mix one-time spiffs, recurring residuals, and consulting hours — and you can explain the math to a fractional CFO in 90 seconds.
  • have a fully functional and up to date computer with which to perform duties
  • be willing to install next generation end point protection on the computer
  • be a US Citizen
Nice to haves
  • Existing relationships in fractional CFO networks (CFO Centre, Preferred CFO, Now CFO, Burkland, NextStage, etc.), advisory CxO communities (Bolster, Chief, AdvisoryCloud, FAN), or PE operating partner networks.
  • Background at a Service-as-Software, fractional talent, or modern data platform company.
  • Experience standing up a partner program from the early innings — not just running one at scale.
  • Familiarity with mid-market data stacks (Snowflake, dbt, BI tools) — useful, but not required. Pandoblox owns the technical pitch.
What we don't need
  • You don't need to be able to be a data or AI expert, our solutions team will provide that
  • You don't need to close direct deals. The partner is the relationship; we're the closer; you're the conductor.

Note:
  • Travel: 25% — partner on-sites, prospect meetings, industry events
  • Send a short note to hiring@pandoblox.com explaining (a) the most successful partner relationship you've ever managed and the dollars it produced, (b) one fractional CxO you'd recruit into our program tomorrow and why, and (c) one thing about our 3-meeting close motion you'd change after reading this JD.
    We move fast. If your note lands, expect to hear from us within 5 business days.

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