After you make an offer
Full background verification (address, education, past employers and court records) runs through your own verification partner. If you don't have one, we can arrange it through an established Indian verification firm.
For employers
Hiring that respects your time.
Hiring slows down for two reasons: weak screening at the start, and silence after the offer. We try to fix both. We check fit before anyone reaches your interview room, and we keep following up through the offer and the joining date.
The process
The clock starts when our first call ends
Before we start: our terms, in one email.
We send our commercial terms by email before we share a single CV. You know what a hire will cost before anyone walks into your interview room, and so do we.
- 1
Same day: agree the requirement.
We pin down the role, must-have skills, budget and priorities.
- 2
Soon after: first profiles.
As soon as we find screened people who suit, we send a few across, so you can start shortlisting and book early interviews.
- 3
Then: interviews and decisions.
We arrange slots, chase feedback and keep everyone in the loop. The aim is to close the role sooner.
- 4
Days 7, 30, 60 and 90: check-ins.
Once the person starts, we call to ask how it's going and sort out any worries. Replacement cover runs for 90 days, subject to agreed terms.
Who we work with
Need the right people without the hiring headaches?
We work with startups, growing companies and long-established ones across India. Want qualified people, faster shortlists and proper screening, whatever the role or industry? We can help.
If you'd take quality over volume, and you want skills checked and interviews moving quickly, get in touch.
Better-fit candidates, less chasing, stronger teams.
The shortlist
Every candidate arrives with an honest note
You get their own CV, plus a single page from us that answers the questions you'd otherwise spend the first interview on.
| What's on the page | Why it's there |
|---|---|
| Fit against your must-haves | So you can see in seconds where they're strong and where they're not |
| Current and expected CTC | So the offer conversation holds no surprises |
| Notice period or last working day | So you know when they can actually start |
| Why they want to move | So you can tell a career move from an escape |
| What we verified | So you know what's been checked, and what hasn't |
| Risks we noticed | A likely counter-offer, a stretch on pay, a gap in the CV. We'd rather tell you now |
Candidate note · Senior QA Engineer
Rahul S.
Not a real person. This shows the format.
Test automation (Selenium, Playwright)5
API testing4
Banking domain4
- CTC
- ₹14 LPA now · ₹18 LPA expected
- Notice
- 60 days, can buy out 30
- Why move
- Wants to lead a small QA team; current role has no path to it
- Verified
- IDPayslipWork historySkills test
- Risks
- Notice period buy-out needs employer approval
Our confidence4 / 5
Verification
Every profile, checked properly.
Before you meet a candidate, we've already gone through their skills, their work history, how they communicate, what they expect to be paid and when they could start. Then we test them on the role itself.
We compare what they've told us with what we can find about their professional background. If something doesn't add up, we ask before the profile goes to you.
Conduct
Trust matters in every conversation we have.
We respect client relationships.
We follow what's been agreed on confidentiality, candidate ownership and non-solicitation.
We're upfront with candidates.
They always know where they stand, and we get their OK before their profile goes to a client.
We keep confidential things confidential.
Hiring plans, pay details, candidate information, business discussions: none of it leaves the room.
We advertise responsibly.
A job goes up only after the client says yes, it's described as it really is, and it comes down or gets updated quickly once the role closes.
FAQ
Questions you might have
How quickly will I see profiles?
For common roles, usually within days of the first call. For senior or specialised roles it takes longer, because the right people are rarely job hunting. We'll tell you which kind of role yours is on the first call.
Can you handle volume hiring?
Yes. We run batch hiring for customer support, BPO, field sales and site teams, with the same screening applied to every candidate.
Can you run a confidential search?
Yes. For replacements and leadership roles we can approach candidates without naming your company until they've shown real interest and agreed to keep it private.
Will you approach people from my team?
No. We follow the non-solicitation terms in our agreement with you, and we never move someone we've placed with you.
How are your fees worked out?
They depend on the role, seniority and type of hiring. We share terms by email after the first call and before any CV, so there are no surprises.
What does the 90-day replacement cover?
If a hire leaves within 90 days of joining, we find a replacement under the terms agreed with you. The exact conditions are written into those terms.
Tell us about the role you need to fill.
If we're not the right fit, we'll say so, and you'll still leave with a sharper job brief than the one you came in with.