I build the teams, systems, and positioning behind what's next.
I'm Jean Gallagher McCauley, a People, Talent, and Operations executive based in Scottsdale, Arizona. I work on both sides of the hiring equation.
People + Talent + Operations for companies in motion.
When a company grows faster than the infrastructure behind it, I step in to build what's missing. That might mean a recruiting function for 30 upcoming hires, an org that has outgrown its structure, fractional People leadership, or a critical project with no natural owner.
- Talent + recruiting infrastructure. Hiring strategy, role architecture, interview design, scorecards, sourcing, ATS workflows, executive search, and recruiting operations.
- People + organization. Org design, workforce planning, People operations, restructurings, and leadership support.
- Operations + AI. Cross-functional execution, workflow design, and AI put to practical use in People and internal operations.
Your experience is strong. The story has to be just as strong.
At the Director, VP, and C-suite level, a resume isn't a record of what you've done. It makes the case for what you should be trusted to do next.
I work with senior leaders on positioning, resumes, LinkedIn, search strategy, and interview preparation, from the perspective of someone who has made the hiring decision more than 200 times.
"She refined my resume and LinkedIn so they finally communicate my experience and value. Her understanding of hiring made all the difference."John T. · Enterprise AE Explore executive services →
Strategy matters. Eventually someone has to build it.
A lot of consulting advice sounds good on a slide. I care whether it works inside the business.
I've been the one trying to hire fast without recruiting infrastructure. The executive redesigning an org while still running it. The People leader through rapid growth and a major restructuring. The hiring leader deciding who gets the next interview.
That's the lens I bring to the work.
It usually starts with a sentence like this.
"We need to hire 20 or 30 people and don't have the recruiting infrastructure."
"We've grown quickly and the organization no longer makes sense."
"We need senior People leadership, but not another full-time executive."
"This project crosses People and Operations and nobody really owns it."
"We know AI could make this more efficient, but we need someone to turn that into an actual workflow."
"I know I'm qualified, but I'm not getting enough interviews."
"My resume undersells the level I'm actually operating at."
"I'm moving industries and don't know how to position the transition."
"I'm making it to final rounds and not closing."
"I haven't had to look for a job in years and don't know where to start."
Frequently asked.
What does a fractional Head of People do?
A fractional Head of People provides senior People leadership on a part-time basis: org design, hiring strategy, People operations, and founder partnership, without the cost of a full-time executive. Fractional engagements start at $4,000 per month.
How much does an executive resume and LinkedIn rewrite cost?
Packages run $650 to $950 depending on level and complexity. Most clients start with a $250 resume audit, which credits toward any full package. Final documents are delivered within 5 business days.
Do you only work with Arizona companies?
No. I'm based in Scottsdale, Arizona, and work remotely with companies and executives across the US and North America.
What's different about working with a hiring-side consultant?
I've made the hiring decisions your resume is trying to influence: 200+ hires led, 40+ at director level and above. The positioning is built around what decision-makers actually screen for.
Also co-founder of Alta, for the women leading tech in the Phoenix Valley.
A curated community for senior women in tech across the Phoenix and Scottsdale corridor. The women leading Arizona tech should actually know each other.
Not sure where your problem fits?
That's usually fine. Companies rarely show up with a perfectly defined scope, and executives rarely show up with a perfectly diagnosed career problem.
Start with what's happening. We'll figure out what needs solving from there.