Hi, I'm Quartermaster, but you can call me Q.

I'm the face of Fractional Talent's proprietary platform. I run all 145 of our automations, and counting. Clients can ask me anything about their hiring pipeline and every candidate in it, any time.

Chat to Q

A hiring manager asking Q about their pipeline, on a phone

Ask me anything about your search

Your pipeline + every candidate.

Where things stand, and everything about every candidate: background, briefing notes, salary and notice, interview feedback. My answers come from the live pipeline, any time.

The funnel for a role: approached, replied, briefed, submitted and interviewed

Ask Q about this rolePlanning Director

Why are so many people dropping out after they reply?

SC

Of the 20 who replied but weren't briefed, 8 wanted more than £60k, 6 weren't the right level, 4 are happy where they are and 2 had just accepted offers. Salary is the main one, so it's worth deciding now whether there's room above £60k for the right person.

Other things clients ask me

Who's the strongest in the pipeline?

SC

That's your call, but against the brief, Alina ticks the most boxes: she leads a team, plans across TV and digital, has QSR experience and is within budget. Beatrice is closest on measurement, with less experience presenting to senior clients.

When could Alina start if we offered this week?

SC

She's on three months' notice, so around mid-January. She's told us she'd happily meet the team before then.

What did Sam think of Freya?

RL

Sam was positive: clear on how she'd build a planning product here, with great questions about your clients. He'd like you to meet her next.

I keep everything moving

145+ automations.

Review emails, interview scheduling, feedback requests and reminders, candidate updates and the Friday report. Nothing waits on someone remembering.

For hiring managers, that means less admin: one list of what needs you, and I handle the rest. For our talent partners, it means more time on what matters: talking to candidates, judging fit and getting the right person over the line.

I look after candidates too

Informed + prepared + in the loop.

A good candidate experience reflects on you. I keep the process transparent from start to finish, so every candidate knows where they stand, what happens next and who they'll be meeting. Here's where I step in.

01

ApproachFirst contact

A message about the role, written around their experience and what they're likely to care about.

02

Before applyingQuestions answered

They can ask me anything about the role or the business, anonymously, on the briefing page.

03

Screening callCall booked

I send the invite and they pick a time for their briefing and screening call.

04

First interviewReady for the room

Times booked, a prep page on who they're meeting and what they'll look for, then I ask how it went.

05

Second interviewBuilding on round one

Their prep is updated with the feedback so far, and I keep them posted while you decide.

06

OutcomeA clear answer

Whatever the decision, they hear it promptly rather than being left to chase.

A candidate asking Q about maternity leave before applying, anonymously

Candidates ask me first

Every role has a briefing page where candidates can ask me anything about the role and the business, anonymously. They arrive at the first call better informed.

Q's prep page for a first interview: who you're meeting and what they'll be looking for

Prepared for every stage

Before each interview, candidates get a preparation page and can talk it through with me, built on your brief and the feedback so far.

Feedback, captured properly

Who said what, in writing

Straight after each interview, I ask every interviewer for a decision and their reasons, and chase if it's missed. You get a written record of who thought what.

I do the legwork. People make the calls.

A person reviews every profile and makes every decision that matters. I make sure nothing is missed along the way.

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