StackBuilders partners with early- and growth-stage companies to build scalable hiring systems: clear processes, strong ATS foundations, accurate forecasting, and data-led reporting. Fractional, fixed-fee, and accountable to outcomes.
Marc has been the first Talent Acquisition hire twice — once at a challenger bank scaling through Series D and COVID, once building a Global TA function from zero at a $40m-to-$200m ARR HR tech unicorn.
He's since run TA for SaaS companies across three continents, and moved fast enough at his last one to extend 100+ offers in three months at under $2,000 cost-per-hire. He built StackBuilders because founders don't need another recruiter — they need the person who'd hire the recruiter, without the 12-month wait or the £120k salary.
Read Marc's full story ↓You're hiring fast enough to feel the pain, but not yet big enough to justify a £120k Head of TA. So you stitch together agency placements for volume, a junior in-house recruiter for everything else, and gut instinct for the strategic decisions in between.
It works. Until it doesn't. Cost-per-hire climbs. Interview loops drift. Hiring managers freelance their own process. The ATS becomes a graveyard of half-finished pipelines.
StackBuilders is built for that exact moment: the years between the first ten hires and the Head of TA being a sensible bet. Senior practice, delivered in defined engagements, paid by scope rather than hour.
We help scaling companies who are stuck doing hiring themselves go from chaotic, manual recruitment to an AI-native, efficient hiring system that consistently assesses for a high talent bar — with the right systems, processes, and capability embedded inside the organisation.
ATS, sourcing, and an AI layer that automates the repetitive work, configured around your roles and your funnel, not the vendor's demo deck.
Structured interviews, scorecards, calibration, comms templates, and reporting, so the talent bar is consistent across teams and stages.
Hiring managers coached, in-house recruiters levelled up, and frameworks left behind, so the operation runs without us when the engagement ends.
Every engagement has a defined start, a defined end, and a written deliverable. No retainers that quietly continue forever. No scope creep dressed up as partnership.
A structured half-day audit of your talent function: sourcing, process, interviewing, ATS, and metrics. Written 90-day action plan delivered in five working days.
Platform selection, configuration, integrations, and team enablement, designed around the way you actually hire, not the vendor's demo deck.
Ongoing senior TA leadership at a defined commitment, typically 2–3 days a week. Hiring manager coaching, process governance, dashboards, board reporting.
A documented, repeatable interview process: scorecards, structured questions, calibration, comms templates, ATS alignment. Built around your roles, stage, and culture.
An independent check that the seniority in a job spec and the salary attached to it actually agree with each other, before the role goes live.
Two free tools. Start with whichever fits the time you've got — there's no required order.
Marc has spent 13 years building the Talent Acquisition function that most Series A and B companies haven't got around to hiring yet.
He was the first TA hire at Starling Bank, joining at c.300 employees and building the function through the chaos of COVID and a Series D raise — scaling to 876 hires in a single year while introducing video interviewing, structured assessments, and the systems that turned hiring from guesswork into a repeatable process.
He did it again at HiBob, joining as the first EMEA TA hire and building a five-person team across the UK, Netherlands, Germany, and Portugal — growing regional headcount 5x while the company scaled from $40m to $200m ARR.
Most recently, as Global Director of Talent Acquisition at Multiplier, he took that same playbook and ran it at speed: 100+ offers extended in three months, cost-per-hire under $2,000, and 40% of hires sourced directly with zero agency spend — leading a team of eight across the US, Vietnam, and India.
The common thread isn't one company or one growth stage — it's being dropped into B2B SaaS and fintech businesses with no TA function, and building one that survives contact with hypergrowth. That's what StackBuilders offers: not a recruiter, but the person who'd hire one, for a fixed scope, a fixed fee, and a defined finish.
If something about your hiring isn't working but you can't yet name it, the TA Diagnostic is the fastest way to get clarity. £1,750, fixed fee, a written action plan in five working days, and a defensible piece of work that stands on its own whatever you decide to do next.
Already know you need ongoing TA leadership? See the Fractional TA Director →