Hiring Advisory
Job descriptions that attract the right people, interview loops that actually discriminate, and honest salary benchmarks for your market.
What this covers
Most hiring problems are design problems. A job description written to sound impressive attracts a hundred people who cannot do the job. An interview loop with five rounds of unstructured conversation tires candidates without distinguishing between them. A compensation band set from a two year old benchmark produces a search that was never going to close.
This engagement fixes those before you spend money on sourcing. It is also the cheapest thing we do, and for teams hiring steadily it is often the highest return.
When companies come to us for this
You are hiring repeatedly for a role
Fixing the JD and the loop once pays off across every subsequent hire.
Offers keep getting declined
Usually a compensation or a process problem, and it is worth knowing which before hiring again.
You are building an in-house function
Setting the standard your internal recruiters will work to.
What you get
JD & scorecard
- Written to filter, not to flatter
- Success criteria for year one
- Must-have vs nice-to-have split
- Scorecard interviewers can use
Interview design
- Loop that discriminates
- Structured questions per competency
- Interviewer briefing
- Decision framework
Compensation
- Pune market benchmarks
- Band recommendation by level
- Honest read on whether it will clear
- Equity and variable structuring
Process
- Funnel diagnosis
- Drop-off analysis
- Candidate experience review
- Offer to joining protection
See also: Recruitment agency in Pune ยท Talent acquisition firm in Pune
Let's talk about the role
Tell us what you are hiring for and we will come back within one working day with a view on the market, a realistic timeline, and whether we are the right firm for it.