How We Work
Every recruitment agency says quality and speed. Almost none of them show you a number. This page is our process, the numbers from our work so far, and what we commit to in writing, including what we need from you for any of it to hold.
What a shortlist actually means here
Fewer resumes only means rigour if you can see what was filtered out. So here is the whole funnel.
40+
Profiles screened against the scorecard agreed at intake. Every one read, not just the first fifty returned by a search.
8
Shared with the client, in two deliberate batches of four.
1
Hired, from the second batch. Eight submittals per hire.
Eight submittals to one hire. The common industry range is ten to twenty per hire, and plenty of agencies send considerably more, because when you are paid only on placement the rational move is to flood several clients and see what sticks. The cost of that model is not paid by the agency. It is paid by the hiring manager reading forty CVs on a Sunday.
We batch instead. Four profiles, then a real conversation about what was right and wrong about them, then four more shaped by that feedback. It is slower to start and faster to finish, and it means the second batch is genuinely better than the first rather than just longer.
On sample size: this is one completed search. We are a new firm and we would rather show you one real funnel than quote an industry statistic we did not measure. These numbers will be updated as more searches close, including the ones that go badly.
What we commit to, in writing
A written update every Friday
Progress or no progress. A week with nothing to report is itself information, and you should not have to chase us for it.
An honest read at intake
If we think the compensation band will not clear the market, we tell you in week one, not week six. It is a harder conversation early and a much cheaper one.
We will tell you if the role is wrong
If the job description will not attract who you actually need, we say so before sourcing starts. You are paying us for judgement, not agreement.
Reservations included
Every shortlist carries a written view on each candidate, with the concerns stated. A shortlist where everyone looks perfect is a shortlist that has not been thought about.
Where hiring actually slows down
Most delay in recruitment is not sourcing. It is the two sides not staying in step.
Search timelines slip for reasons that have very little to do with finding people. The mandate changes halfway through. The scorecard agreed at intake quietly becomes a different role. Feedback on a batch takes eleven days, by which point two of the four have accepted something else. An input nobody thought to mention at intake, a shift pattern, a travel expectation, a reporting line, surfaces at final interview and invalidates half the pipeline.
None of that is anyone behaving badly. Hiring managers are busy and roles genuinely evolve. But it is why we will not promise you a fixed number of days and pretend the outcome rests entirely on us. What we will promise is that when something slips, you hear about it on Friday with the cause named plainly, whether the cause is on our side or yours, and with a proposed fix attached.
That is the part we control completely, and it is the part we hold ourselves to. A process followed honestly survives a mandate change. A promise of speed does not.
The other half of the process
At intake
- 45 minutes with the actual hiring manager, not a forwarded JD
- What success looks like in year one
- The real compensation band, including flexibility
- Any non-negotiable: shift, location, travel, reporting line
During the search
- Feedback on a batch within 3 working days
- A named decision maker who can say yes
- Interview slots held in advance, not found later
- Early warning if the mandate changes
At offer
- A decision within the agreed window
- Offer released promptly once verbally agreed
- Someone from the team in contact during notice
- A joining day that is actually ready
None of this is unusual. It is written down because writing it down is what stops a search quietly drifting, and because a client who cannot commit to three-day feedback is better off knowing that at intake than at week eight.
See also: Recruitment agency in Pune · Cost of a bad hire calculator · Hiring advisory
Want this run on your role?
Tell us what you are hiring for. You will get an honest read on the market, a realistic timeline, and a straight answer on whether we are the right firm for it, within one working day.