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.
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.
I've spent the last decade building talent acquisition functions for some of the UK and Europe's fastest-growing tech companies. Through Series A scrambles, IPO-readiness drills, and the unglamorous years in between.
I know what a well-run TA operation looks like at every stage. I also know the shortcuts founders take in year one that quietly cost them in year three.
StackBuilders exists to give growth-stage companies access to that experience without the full-time commitment, delivered in a way that respects everyone's time: defined scope, defined fee, 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.