Founding & Fractional Talent
Build the right teambefore you build a Talent function.
JPS works inside pre-seed, seed, Series A and early Series B companies while the founder is still close to hiring, and a large internal Talent team would be premature.
The situation
The next hires matter more than a Talent department.
Founders are still running product, customers and fundraising. The company needs a hiring plan, not a process built for a much larger organisation.
The founder is still the hiring manager
The highest-value decisions stay with the founder. The search work should not become their second job.
Early hires shape the company
The first people set culture, product quality, the sales motion and the standard for whoever follows.
There is no senior Talent lead
The business needs judgement on role, level and market before it needs a permanent recruiting team.
One search is rarely the whole plan
Founding teams usually need a sequence of hires across more than one function.
How JPS works
Embedded Talent support, not a pile of CVs.
JPS can act as a founding Talent partner or a fractional Talent lead: strategy and search in the same relationship.
Hiring strategy
Priorities, sequence and which role actually has to come next.
Role definition
Mandate, outcomes, scorecard, seniority and the background that will fail here despite looking impressive.
Search and engagement
Market mapping, direct sourcing and candidate conversations built from the company’s story.
A light hiring process
Enough structure to decide well and move quickly, without enterprise bureaucracy.
Close
Motivation, competing offers, equity and the founder’s part in the decision.
- Pre-seed
- Seed
- Series A
- Early Series B
Talk to JPS
Discuss your next hire.
The conversation can start with the business problem. The job description does not need to be finished.
Schedule a conversation