Our coLeaguers are at the heart of what we do.

Get excited for a little more harmony in your life.

You are here because you have experience helping organizations create a strong culture for their people. You have the technical skills of building talent systems and structures and your true love is the strategic side of creating those systems in line with the values of the company, with a deep focus on equity and inclusion. You want to be the architect of people-centered talent systems and structures that can evolve with organizations. You want to do this work side by side with the organization, building their capacity along the way. And you are not interested in being a full time employee, at least for now.

coLeaguers are equity-centric People Leaders who bring their hard-earned wisdom to mission-driven organizations.

We work with all kinds of People Leaders, from Chief Talent Officers to HR Directors to subject matter experts on key topics such as compensation, global compliance, or organizational design. We look for coLeaguers with the following qualities:

  1. Significant experience in senior people leadership roles or as subject matter experts

  2. A demonstrated commitment to equity-driven, people-centric practices

  3. Exceptional communication and collaboration skills, ready to partner with leaders from day one

Ready to apply?

Frequently
Asked
Questions

  • A fractional leader is someone who serves in a senior role in an organization, but on an interim and/or part-time basis. The difference between a fractional leader and a Consultant is that a consultant is usually hired to solve a specific problem or work on a specific project. A fractional leader serves in a role, doing exactly what a full time person in that capacity would do, but l fewer hours per month or for a fixed period of time, or both. Many fractional leaders serve in the same capacity for multiple organizations, creating a full plate for themselves without overburdening any one particular company. Hiring a fractional leader means getting the experience and expertise of a very senior leader, but for a fraction of the investment.

  • We have experience working with all sorts of organizations, but they tend to be mission-driven organizations with less than 100 employees that are at some point of inflection point: transition, growth, or another big change.

  • While we try to be flexible with the type of leadership we can provide our clients, we typically provide one or more of five types of leaders:

    1. Chief People Officer

    2. Business Partner

    3. HR Manager

    4. Subject Matter Expert

    5. Analyst

  • Pay varies by contract and is based on standard rates for each role that expand or contract based on complexity and time commitment.

    We work with coLeaguers during the proposal process to ensure compensation is clear and aligned with expectations.