Our Process

A Refined Recruitment
Pipeline

Seven precision-engineered steps that ensure quality, speed, and the perfect match — every single time.

End-to-End Delivery

The 7-Step Lifecycle

Mandate Received

Requirement intake, SLA & hiring expectations finalized

Job Briefing

Role & skill discussion, project scope, evaluation criteria

Sourcing

Multi-channel talent mapping and pipeline creation

Pre-Screening

Technical screening, skills validation, cultural fit check

Shortlist

Curated profiles, skill-to-role alignment, SLA-driven TAT

Interviews

End-to-end scheduling, candidate engagement, feedback

Offer & Onboard

Negotiation, closure, joining follow-up, post-join support

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Step 1: Mandate Received

We begin with a thorough requirement intake session — understanding your business context, the specific skills needed, timelines, hiring priorities, and budget constraints. SLA and hiring expectations are finalized at this stage so every subsequent step is aligned. Critical and niche skill requirements are identified early to inform our sourcing strategy.

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Step 2: Job Briefing

Detailed role and skill discussions with your hiring teams. We align on project scope, evaluation criteria, must-have vs. nice-to-have qualifications, and cultural fit indicators. This deep-dive ensures our recruiters can accurately represent your opportunity to candidates and filter effectively from the start.

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Step 3: Domain-Aligned Sourcing

Experienced team with deep domain knowledge deploys multi-channel talent mapping — leveraging our proprietary database, professional networks, job portals, referrals, and passive candidate outreach. We create robust pipelines with both active and passive candidates, ensuring breadth and quality in every search.

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Step 4: Pre-Screening & Assessment

Technical screening of candidates with validation of skills, experience, and cultural fit. A dedicated virtual interview is conducted prior to any client submission. We assess communication skills, problem-solving ability, domain knowledge, and alignment with your organization's values — so you only meet candidates who are genuinely qualified.

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Step 5: Shortlist Submission

Curated profiles shared with hiring stakeholders — each with skill-to-role alignment notes and recruiter recommendations. We maintain SLA-driven turnaround times and coordinate feedback loops to refine the shortlist. Every submission includes detailed reports on candidate strengths, areas of development, compensation expectations, and notice periods.

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Step 6: Interview Coordination

Dedicated Candidate Experience team handles end-to-end interview scheduling and tracking. We manage candidate engagement, feedback collection, and coordination across multiple hiring panels and stakeholders. Our team ensures a seamless experience for both candidates and interviewers — reducing drop-offs and accelerating decisions.

Final Step

07 Offer & Onboarding

The final stage — but our involvement doesn't end at the offer letter. We manage offer negotiation, compensation benchmarking, and closure support to ensure a smooth acceptance. Post-offer, we provide pre-boarding engagement support, joining follow-up, and continued check-ins through the probation period.

Offer negotiation and compensation benchmarking
Pre-boarding engagement and expectation setting
Smooth onboarding and joining follow-up
Post-joining support through probation period
Replacement guarantee if the hire doesn't work out

Commitment

Quality Assurance & SLA

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Disciplined TAT

We follow strict turnaround times for every open position. SLA commitments are defined upfront and tracked throughout the engagement — no surprises, no delays.

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Replacement Guarantee

If a placed candidate leaves within the guarantee period, we find a replacement at no additional cost. Your investment is always protected.

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Continuous Improvement

We track metrics — time-to-fill, offer acceptance rate, candidate quality scores — and share quarterly insights to continuously improve outcomes.

A Refined RecruitmentPipeline