The Strategic Edge: Why Fractional HR Consulting and Talent Acquisition Matter More Than Ever

Evelyn Judge • December 26, 2019

After decades of working in high-growth environments where chaos is constant and structure is scarce, one thing has become clear: success doesn’t come from theory. It comes from execution under pressure.


I’ve partnered with founders, executives, and decision-makers who weren’t looking for another framework. They were looking for traction. For truth. Someone who could step in fast, assess accurately, and act decisively. That’s where I operate best.


When companies hit a wall with their people strategy, it’s rarely because they don’t care. It’s because they’re misaligned, and moving without clarity is the surest way to stall progress.


Fractional HR consulting and talent acquisition aren’t shortcuts. They’re the smart, flexible, high-impact solutions that modern companies need when growth is real, time is tight, and stakes are high.


What Is a Fractional HR Consultant?


A fractional HR consultant is a senior-level human resources partner who joins your team without the drag of full-time overhead. The title may say “fractional,” but the impact is anything but.


Fractional doesn’t mean fractional quality. As one client put it, “You’re getting someone part-time with full-time benefits.” That’s the point: high-level, embedded leadership that knows how to stabilize the chaos without becoming part of the overhead.


This is not a temp. It’s not a freelancer. It’s a strategic partner who knows how to build systems, guide decisions, and protect momentum, especially when your business doesn’t have time for a slow hire or a steep learning curve.


I’ve seen it firsthand: startups need infrastructure without corporate bloat. Mid-sized companies in transition need a trusted hand without long-term risk. What both need is someone who can deliver results without babysitting.


Talent Acquisition Is Not Just Recruitment


Let’s be honest: too many companies confuse talent acquisition with recruiting. It’s not the same thing. Recruiting fills seats. Talent acquisition builds engines.


I don’t just screen resumes. I help you define who you actually need, why, and how they’ll move your business forward.


This includes:


  • Workforce planning aligned to real goals
  • Employer brand positioning that reflects who you are
  • Diversity strategies that aren’t just for show
  • Internal mobility that strengthens, not drains, your team


When this is left to overstretched managers or fragmented HR teams, the result is chaos in disguise: inconsistent hiring, poor candidate experiences, and quiet attrition.


As a fractional talent strategist, I bring order to the process and strategy to the decision-making. I don’t just plug holes. I identify the patterns slowing you down and fix them at the root.


And yes, my background is heavier in talent acquisition than traditional HR, because if you get the people part right, most of the other pieces fall into place.


Why This Model Works


Growing companies face pressure from all sides. Scale fast. Stay lean. Retain talent. Stay compliant. Keep culture intact. Oh, and don’t miss your hiring goals. Sound familiar? Full-time executives aren’t always the answer, and you know what? Doing nothing is a bigger risk.


Fractional HR offers a better path:


  • Cost Efficiency: Executive insight without the executive price tag
  • Speed and Focus: You won’t wait months for results
  • Objectivity: I’m not there to play politics. I’m there to move the needle
  • Scalability: On-demand support that adapts to your needs
  • Expertise That Shows Up Ready: No fluff, no filler, just clarity and execution


Let’s be real. Everyone wants to step in when things are going well. I show up when it’s messy. And I make it better.


When to Consider Fractional Support


Not every business needs a full-time CHRO. But many need senior-level expertise, urgently and consistently. You might need fractional support if:


  • You’re hiring reactively, not strategically.
  • Your best people are leaving, and no one knows why.
  • Your managers are struggling with people leadership.
  • HR feels like a cost center, not a value driver.
  • You’re growing fast, but your systems aren’t keeping up.


And if you’re worried about long-term contracts, don’t be. My model is designed to flex. I believe in being effective, not dependent. If it’s not working, there’s always a way out. That’s how confident I am in what I bring.


A Strategy Built to Flex


Rigid models don’t work in fast-moving environments. That’s why I build talent strategies that move with you, not against you. I embed when needed, step back when the systems are running, and stay lean or hands-on, depending on the moment. There are no bloated retainers, junior handoffs, or red tape.


Because you don’t just need to move, you need to move in the right direction. And that’s the difference between staying afloat and scaling with purpose.


Let’s Redefine Growth


If your systems are stalling while your headcount is rising… If your retention is slipping and no one can explain why… If recruiting feels like whack-a-mole and not a strategy…


Then the problem probably isn’t your people; it’s your structure.


Let’s fix that.


Let’s build a talent and an HR foundation strong enough to support what you’re building and smart enough to get out of the way when it's working.


Because when your people strategy works, your business flies.

Your Hiring Process May Be Losing Your Best Candidates. Here’s How to Take Control of Your Hiring Process

By Evelyn Judge • September 23, 2025
[Atlanta, GA] — [09/20/2025] - Artificial intelligence has become central to modern hiring, automatically screening, ranking, and even rejecting resumes before a human sees them. While this technology can streamline recruitment, it also carries hidden risks: Qualified candidates may be filtered out for minor reasons, and companies may lose the talent they need without realizing it. “Algorithms are making decisions that can profoundly affect the quality of your hires,” says Evelyn Judge, managing partner and executive-level HR consultant at Frank Rally Post. “If you haven’t examined how AI influences your hiring process, you may be missing key candidates, while your competitors quietly bring them onto their teams.” Judge works directly with startups and growing companies to audit hiring processes, align them with business goals, and ensure AI supports your recruitment strategy. Her approach focuses on clarity, compliance, culture, and leadership enablement, helping organizations efficiently attract and retain the right talent. The Reality for Companies Today Strong candidates are slipping through the cracks. AI filters can unintentionally exclude high-performing or unconventional talent. Process gaps create risk. Outdated hiring systems can delay recruitment and reduce competitiveness. Your employer brand matters. Candidates notice clunky processes and may take their skills elsewhere. “ A mismanaged hiring process directly impacts business performance ,” Judge says. “Even a small flaw in the system can prevent the right candidate from joining your team at the right time.” How Evelyn Can Help Evelyn’s services are designed to integrate directly with an organization: Fractional HR Consulting: Executive-level HR support without full-time overhead, including strategic people planning, compliance, and culture development. Talent Acquisition Strategy: Define the roles you truly need, optimize employer branding, and streamline hiring processes. Talent Development Advisory: Develop top performers, establish succession planning, and embed feedback systems that improve retention. Take Action Today Every day your best candidates are filtered out is a day your competitors move ahead. Schedule a confidential consultation with Evelyn Judge to audit your hiring process, uncover hidden gaps, and implement strategies that ensure the right talent reaches your team. Reserve your session today at www.frankrallypost.com/contact Or call (203) 820-1720 and let’s talk. About Frank Rally Post Frank Rally Post is a specialized Human Capital Organization serving a nationwide client base with offices in Atlanta, GA, New York, NY, and Stamford, CT. We provide retained HR, Talent Acquisition, and Recruitment Services designed for small to mid-sized companies. Our expertise spans direct hire and executive search in the Accounting, Finance, and HR sectors. We deliver access to top-tier talent without upfront costs through a relationship-centric, contingency-based approach. By quickly assessing organizational needs and implementing effective processes, we empower business leaders to focus on growth while we manage HR complexities with precision. Frank Rally Post is committed to helping clients turn HR challenges into opportunities, positioning their businesses for sustainable success.  Media Contact Evelyn Judge FRANK RALLY POST Email: evelyn@frankrallypost.com Phone: 203-820-1720 Website: www.frankrallypost.com

The 90-Day Window: Why Your New Hire’s First Three Months Decide His or Her Long-Term ROI

By Evelyn Judge • September 9, 2025
In every organization, hiring is framed as a win: The role is filled, the team feels complete, and leaders expect the business to run more smoothly. But the reality is that the hiring decision is only the starting line. The following three months are far more consequential than most organizations recognize. This 90-day window quietly determines whether your new hire becomes a long-term asset who delivers measurable return on investment, or whether they drift into disengagement, misalignment, or even an early exit. As someone who has spent decades helping companies strengthen their talent strategy, I can tell you that onboarding is not a formality. It is the bridge between potential and performance, and too many businesses leave that bridge unfinished. Why the First 90 Days Matter More Than You Think Research paints a clear picture. Most new employees need six to eight months to reach full productivity. Without an intentional onboarding process that timeline stretches and, in some cases, never recovers. Even more concerning, surveys consistently show that employees form a lasting impression of their employer within their first 90 days. That impression directly influences their engagement, likelihood to stay, and ultimately, how quickly they contribute at the expected level. From an ROI perspective, the stakes are high. The cost of replacing an employee who leaves within the first year can reach 30-50% of their annual salary. For leadership teams looking to optimize budgets, overlooking onboarding is not just a cultural misstep; it’s a financial one. What Onboarding Really Impacts Strong onboarding is not about handbooks or one-time orientation sessions. It directly affects three drivers of long-term ROI: 1. Role clarity. New hires who understand what success looks like in their first 30 days are significantly more likely to perform at a higher level by the end of their first year. Ambiguity, on the other hand, leads to hesitation, errors, and slower integration. 2. Connection. Employees don’t leave companies; they leave environments where they never felt they belonged. Early relationship-building with managers, mentors, and peers fosters engagement and commitment, which directly lowers the attrition risk. 3. Knowledge transfer. Every organization has unwritten rules, workflows, and context that can’t be captured in a job description. Without a structured approach, that knowledge takes months to absorb, which equates to valuable time when productivity stalls. When these elements are missing, leaders may misinterpret poor performance as a hiring mistake. In truth, it is often a process mistake. How to Shorten the Ramp-Up Curve Effective onboarding aims not to rush new hires but to shorten the time between arrival and meaningful contribution. Practical, evidence-based steps make this possible: Start before day one. Pre-boarding, sharing culture insights, role expectations, and simple administrative tools before the official start date, reduces first-week overwhelm and allows employees to arrive ready to engage. Define 30/60/90-day milestones. General orientation doesn’t provide direction. Clear, staged goals help new hires measure progress and give managers a framework to assess development in real time. Assign a peer or mentor. Formal mentorship or buddy programs accelerate learning by providing safe channels for questions and reducing uncertainty. This is particularly valuable in hybrid or remote settings where informal hallway conversations don’t exist. Invest in manager check-ins. A new hire’s manager is the most critical factor in retention. Structured weekly or bi-weekly conversations in the first three months surface misalignments early and reinforce expectations before they drift. Enable with the right tools. Access to knowledge management systems, project platforms, and communication channels ensures new employees aren’t left to navigate fragmented information. Technology can be a critical equalizer in reducing ramp-up time. What Leaders Should Ask Themselves I often advise executives to pause and evaluate their onboarding process with a straightforward lens: If I joined this organization tomorrow, how quickly would I understand how to succeed? Would I know exactly what is expected of me in my first 30, 60, and 90 days? Would I feel connected to the team and confident in where to go for support? Would I have the tools and knowledge needed to perform, or would I spend weeks piecing things together on my own? If the honest answer to these questions is “NO,” then the organization is not only slowing productivity but also quietly eroding the ROI of every new hire. Making the First 90 Days Count The 90-day window is not a grace period. It is the most critical stage in the employee lifecycle. Done well, onboarding builds trust, accelerates contribution, and maximizes the long-term value of your investment in talent. Done poorly, it prolongs ramp-up time, drains resources, and often results in preventable turnover. Leaders who recognize this shift their focus from filling seats to building momentum. That perspective benefits new employees and strengthens the entire organization. If you’re ready to rethink how your organization approaches the first three months, let’s talk.