Permanent Recruitment
End to end hiring for full time roles, from role definition through to offer acceptance and joining.
What this covers
Our core engagement. We take a role from an initial conversation with the hiring manager through to the candidate walking in on day one, and we stay involved through the notice period, which in India is where a surprising number of searches quietly fail.
Every candidate is sourced with semantic AI search, screened against the scorecard we agreed at intake, assessed on role specific skills, and interviewed for culture fit by a recruiter. Nobody is rejected by software alone, and every shortlist carries a written rationale you can argue with.
When companies come to us for this
You have tried and the pipeline is thin
The role has been open for weeks, applicants are not matching, and the internal team does not have the hours to source actively.
The role is hard to define
Everyone agrees the hire is needed and nobody agrees what good looks like. We write the scorecard before sourcing starts.
You cannot afford a mis-hire
Small team, senior seat, or a role with real commercial consequences attached to it.
What you get
At intake
- Hiring manager session
- Written scorecard
- Compensation reality check
- Realistic timeline
During search
- Semantic AI sourcing
- Every profile screened
- Skill assessment
- Culture fit interview
On shortlist
- Ranked candidates
- Written rationale for each
- Flagged gaps and questions
- Assessment scores
Through close
- Scheduling and feedback
- Offer negotiation
- Notice period engagement
- Onboarding contact
How we actually run it
The intake conversation is the part that decides everything else, and it is the part most agencies skip. We want the hiring manager, not only HR, because the person who will live with this hire knows things that never make it into a job description: what the last person in the seat got right, what the team will not tolerate, which of the listed requirements is real and which was added by somebody defending a preference.
That conversation becomes a written scorecard. It is the document our AI screens against, the thing interviewers score, and the reference point when someone asks in week six why a candidate ranked where they did. Without it, screening is just someone's taste applied inconsistently.
If we think the role is not fillable as written, we say so at intake rather than six weeks in. Usually that means the compensation is below market for the experience being asked for, the location rules out most of the pool, or the combination of skills exists in perhaps a dozen people nationally. Being told that in week one is worth more than a pipeline of near misses.
Then we stay involved through notice. In India a signed offer is not a hire, and the gap between the two is where searches quietly fail. We keep contact through the notice period and into the first weeks, because a counter-offer accepted in week eight costs you the entire search.
Questions we get asked
How many candidates will we see?
Usually four to eight for a standard role. The point of screening every profile rather than the first fifty is that a large pool gets read properly and a short list reaches you, instead of the sorting being passed to your team.
How quickly does the first shortlist arrive?
Typically five to seven working days from intake for most roles. Senior and niche searches take longer because the pool is smaller and the approach is slower. We give a realistic estimate at intake rather than a standard promise.
Is there a replacement guarantee?
Yes, agreed up front and set out in writing before any work begins. The period varies with the seniority of the role.
What do you need from us?
An hour with the hiring manager at the start, feedback on candidates within a couple of days, and interview slots that do not sit two weeks out. Searches lose good candidates to slow processes more often than to better offers.
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.