A structured 8-step methodology
No mystery, no “trust us” — here is exactly what happens after you brief us, what happens at each stage, how long it takes, and what we need from you to keep it fast.
1. Understand & search
Step 1–2We start with a structured intake — gaining deep comprehension of your requirement, team and expectations — then search suitable candidates through our professional database and industry network.
- Deep comprehension of the role, team and expectations — agreed in writing
- Search across our professional database, referrals and targeted headhunting
- Interview panel, rounds and decision-makers locked upfront
2. Screen & pre-filter
Step 3–4Resume screening, pre-filtering and a preliminary interview with every promising profile. Only thoroughly vetted candidates move forward — no resume-dumping.
- Resume screening and pre-filtering against the agreed scorecard
- Preliminary interview by a domain-specialist recruiter
- Certifications, comp expectations and notice periods verified before shortlisting
3. Client interview & assessment
Step 5–6You interview a focused shortlist. We coordinate every round, collect feedback quickly and keep candidates engaged throughout the assessment.
- Vetted profiles with screening notes — never a resume dump
- All scheduling handled by us, across every round
- Fast feedback loops in both directions; candidates kept engaged throughout
4. Offer, onboarding & follow-up
Step 7–8Offer and salary negotiation, joining support and onboarding — then structured follow-up and relationship management well after day one.
- Offer and salary negotiation managed end to end
- Joining support and onboarding coordination until day one
- Follow-up and relationship management well beyond joining
What we need from you
Three asks. Clients who deliver all three hire dramatically faster.
45 minutes for the intake call
One structured conversation with the hiring manager. It's the highest-leverage meeting of the entire search — briefs taken over email produce shortlists that miss.
Fast interview feedback
Strong candidates hold for days, not weeks. Closing feedback quickly after each round is the single biggest factor you control.
A decision-maker per round
Tell us who can say yes at each stage. Searches stall when interviews happen but decisions don't — we'll help you design the panel if useful.
Commitments we sign, not say
Every engagement letter carries these three SLAs — ask any client whether we keep them.
1 biz day
First response
Every new brief gets a response within one business day — and an honest timeline for your specific role and market on the intake call.
8 steps
Structured methodology
The same structured hiring methodology on every search — from understanding the requirement to follow-up after joining.
In writing
Replacement guarantee
If a permanent placement exits in the agreed guarantee period, we replace them free. It's in the engagement letter.
See the process from the inside.
Brief us on one role — the intake call alone is worth your 45 minutes.