Retained search
One role, worked properly. Used for senior individual contributors and anything where a bad hire is expensive to unwind.
How we engage
Six ways in, depending on the mandate.
The screening is the same in all of them. What changes is the commercial shape and how much of your process we take on.
Leadership search
Tech leads through to VP Engineering, run confidentially. Most of the people worth talking to are not looking, which changes how the search has to work.
Contract & contract-to-hire
Migrations, platform work, a gap while a permanent search runs. Engineers who have done the specific thing before, live in weeks rather than months.
Embedded recruiting
We work inside your process as if we were your team, for a period. Sensible when you are hiring continuously but not ready to build an in-house function.
Team builds & GCC
Several engineers against one profile, or an India engineering centre from the first hire. Sequencing matters here more than volume.
Levelling & market reality
What the role actually pays across Bengaluru, Hyderabad, Pune and the NCR, and whether the band you have approved can appoint the person you have described.
What working with us looks like
Six steps, and one of them is telling you no.
- Calibration
- A working session with the hiring manager and interviewers to document technical scope, seniority expectations and assessment criteria.
- Market assessment
- An evidence-based view of available talent at the specified level, location and compensation band — provided before sourcing begins, so the mandate can be adjusted if the market requires it.
- Technical assessment
- A structured technical conversation with every candidate, documented and shared. Profiles we would not present to your senior engineers are not submitted.
- Presentation
- A considered shortlist with written assessment notes for each candidate, including areas of strength and areas of development.
- Interview management
- Coordination of scheduling, structured feedback in both directions, and candidate engagement throughout what is often a longer process than anticipated.
- Offer and onboarding
- Support through compensation discussions, counter-offer scenarios, notice periods and the onboarding window — the stage at which accepted offers are most often lost.