This interactive session is designed for SMEs with active hiring needs, particularly in HR and Finance functions, who are open to exploring alternative workforce models. Through a facilitated workshop, participating companies will examine one of their own hard-to-fill vacancies and work towards redesigning it into a viable fractional, job-share, or project-based role.

The session aims to provide employers with a practical understanding of how fractional talent models can be applied in real business settings. Participants will hear examples from companies that have adopted flexible workforce arrangements, explore the benefits and considerations of fractional hiring, and assess whether their current vacancies could be restructured into fractional opportunities as part of the pilot.

By focusing on organisations that are already experiencing talent challenges, the workshop seeks to create a pipeline of employers who can immediately evaluate and potentially implement alternative hiring approaches. Each participating company will leave with a tangible blueprint for redesigning a specific role, allowing them to test new ways of accessing talent while addressing critical workforce needs.

By the end of the session, participants will:

• Gain a practical understanding of how fractional talent solutions can support business needs.
• Learn from real-world examples of alternative workforce models.
• Assess whether an existing vacancy can be redesigned into a fractional opportunity.
• Develop a draft blueprint for a fractional, job-share, or project-based version of one of their current roles.
• Explore participation in the pilot with a clearer understanding of implementation requirements.

This workshop is designed for SME business leaders and hiring decision-makers who are currently facing talent acquisition or workforce planning challenges and are open to exploring alternative hiring models.

Recommended participants include:

• Business Owners / Founders
• Managing Directors / General Managers
• HR Directors, HR Managers and Talent Acquisition Leads
• Finance Directors, Finance Managers and Controllers
• Department Heads with active hiring needs
• Workforce Planning and People Development Leads

Ideal organisations are those that:

• Have current vacancies or anticipated hiring needs, particularly in HR and Finance functions (other functions may also be considered).
• Are experiencing difficulties filling specialist, part-time or niche roles.
• Are interested in exploring fractional, job-share or project-based talent arrangements.
• Have the decision-making authority to evaluate and implement alternative workforce solutions within their organisation.