Question 1

What is Fractional, Embedded, or On-Demand Recruiting, and how does it benefit my business?

Accepted Answer

Fractional, embedded, or on-demand recruiting gives you access to a recruiting expert who’s fully dedicated to your hiring needs.

This approach provides senior-level talent acquisition expertise at a fraction of the cost of a full-time hire. Whether you need an embedded recruiter integrated with your team or on-demand support, it’s ideal for businesses looking to scale quickly, enhance their hiring strategy, or streamline recruitment without the overhead of maintaining an in-house team.

Question 2

How does Cultivate ensure that the talent acquisition strategies aligns with our business goals?

Accepted Answer

At Cultivate, we start by deeply understanding your company’s unique objectives and challenges. Using our agile approach, we work in flexible sprints to ensure our recruiting strategies grow with your business and remain aligned with your specific goals. Our senior talent acquisition professionals are experts at aligning recruitment practices with business growth and long-term success.

Question 3

What types of businesses would benefit from Cultivate’s recruiting services?

Accepted Answer

Our service is designed for visionary leaders of Canadian and U.S. small businesses and startups ready to elevate their recruitment from a background task to a strategic advantage. Finding top talent can be challenging, but Cultivate is your dedicated recruiting partner.

We’ve partnered with many founders across various industries, with head-counts ranging from 3-200 employees. Our team brings diverse recruiting expertise from multiple sectors, and some of our staff are small business owners themselves, giving us firsthand insight into your needs.

Question 4

Why is it important to have recruiting support for my business?

Accepted Answer

For fast-growing tech startups, staying competitive means attracting top talent—and relying on outdated recruiting methods just won’t cut it.

But many startups can’t afford to bring on a full-time, senior-level recruiter, and that’s where Cultivate comes in. For a fraction of the cost of a full-time hire, you get access to our expert recruiting support exactly when you need it.

Our approach is built for the fast-paced tech industry, designed to tackle the unique challenges of scaling your team. With Cultivate, you're not just filling roles; you're building the foundation for future success. We work proactively to make a lasting impact, helping you grow fast and smart.

Question 5

What kind of commitment is required from my side for Recruiter On Demand/ Fractional Recruiting to be effective?

Accepted Answer

To get the most out of our services, we recommend a standing weekly call, usually about an hour, with your dedicated Talent Partner. This regular check-in helps us stay aligned with your hiring needs and challenges, allowing us to adjust strategies as needed. Beyond this, your level of involvement can vary depending on your preferences and the specific hiring initiatives we’re supporting.

Question 6

When is the right time to transition from Cultivate’s recruiting services to an internal talent acquisition team?

Accepted Answer

The right time to consider transitioning is when your business has scaled enough that the volume and complexity of your recruiting needs justify a full-time, in-house talent acquisition team. Cultivate’s fractional recruiting model is designed to grow with your business, providing flexible, expert support until you're ready for an internal team. When that time comes, we ensure a smooth handover, equipping your in-house recruiters with the tools, processes, and insights they need to maintain continuity and drive continued success. As part of the handover, we recommend our 'Recruiter Training' workshop for a seamless transition, empowering your new team.

From your first critical hire to your first talent leader.

When you start to succeed, your lean team may need five or ten new people every quarter. There are endless companies competing for top talent, but we know where to look, what to ask, and how to sell you to the best and brightest candidates.

From your first critical hire to your first talent leader.

When you start to succeed, your lean team may need five or ten new people every quarter. ​There are endless companies competing for top talent, but we know where to look, what to ask, and how to sell you to the best and brightest candidates.

When you start to succeed, your lean team may need five or ten new people every quarter. There are endless companies competing for top talent, but we know where to look, what to ask, and how to sell you to the best and brightest candidates.