Recruitment, run end to end
Five focused practices. Each one staffed by recruiters who work that market long enough to know who is good, not just who is available.
Permanent Hiring
Full-time roles, closed properly. We take a real brief, work the market and come back with a shortlist you can act on rather than a stack of profiles to triage.
- Role scoping session with the hiring manager, not just the JD
- Every candidate spoken to before their CV reaches you
- Compensation benchmarked against live offers, not published ranges
- Weekly pipeline update while the mandate is open
- Offer and counter-offer managed to acceptance
Typical mandate shape
| Seniority | Individual contributor through to senior management |
|---|---|
| First shortlist | Usually inside the first fortnight |
| Shortlist size | Three to five genuinely qualified profiles |
| Engagement | Contingency or retained, your call |
Executive Search
Leadership seats are not filled from a database. We map the market, approach people who are not looking, and run the whole conversation without your name entering the room before you want it to.
- Full market map of the target companies and reporting lines
- Discreet approach — confidential mandates stay confidential
- Structured assessment against the leadership brief, not a CV check
- Reference conversations with people who actually worked with them
- Support through the board or panel process to signed acceptance
How the search runs
| Engagement | Retained, in staged milestones |
|---|---|
| Coverage | Named-company mapping, not job-board advertising |
| Confidentiality | Client name withheld until mutual interest |
| Reporting | Written longlist review before approach begins |
Volume & Bulk Hiring
New site, new shift, seasonal peak. When the number is large and the date is fixed, the work is logistics as much as recruitment — and we run it as such.
- Sourcing plan built backwards from your go-live date
- Walk-in and assessment drives organised end to end
- Standardised screening so quality holds at scale
- Daily throughput reporting against target
- Joining follow-up to keep drop-offs from breaking the plan
Where this fits
| Typical volume | Twenty-five roles upwards in a single wave |
|---|---|
| Common triggers | Plant commissioning, BPO ramp, retail expansion |
| Delivery | On-site drive teams where the geography needs it |
| Tracking | Shared pipeline sheet, updated daily |
Campus & Fresher Hiring
Graduate intake works when it is planned a year out, not a month out. We handle the institute relationships, the drive logistics and the long gap between offer and joining.
- Institute shortlisting matched to the skills you actually need
- Pre-placement talk coordination and employer branding support
- Aptitude and technical screening rounds run on your behalf
- Offer-to-joining engagement so the cohort does not evaporate
- Induction-ready candidate data handed over before day one
Programme scope
| Institute tiers | Tier 1 through tier 3, matched to the role |
|---|---|
| Cycle | Planned against the academic placement calendar |
| Formats | On-campus, pooled and virtual drives |
| Retention | Structured contact through the notice gap |
Niche & Technical Hiring
The roles that sit open for six months. When the qualified population in the country is measured in dozens, ordinary sourcing does not work — you need someone who already knows the names.
- Skill-level mapping before the search starts
- Technical screening by people who understand the domain
- Passive-candidate approach across companies, labs and academia
- Realistic guidance on where the brief is fighting the market
- Relocation and returning-NRI candidate handling
Areas we work in
| Engineering | Embedded, firmware, semiconductor, controls |
|---|---|
| Data & AI | Applied ML, MLOps, quantitative research |
| Life sciences | Clinical research, regulatory affairs, QA |
| Industrial | Process design, reliability, plant engineering |
Tell us the problem, not the product
Most briefs do not arrive neatly labelled. Describe what you are trying to hire and we will tell you honestly which approach suits it — including when the answer is that you do not need us.
Have a role open?
Send the brief across. You will hear back from someone who works your market, with a view on how findable the profile really is.
Share your requirement