For companies
Whether you are building a team in India or hiring into one from across the world, the hard problem is the same: knowing who is genuinely exceptional, and being able to say why. Titles, brand names and years of experience do not answer it. We do the work that does.
Three ways we work
01
Talent Search
A search run properly, on one role at a time. We understand what you are building before we look, map the market around the problem rather than query a database, and approach people individually. Every introduction comes with a written case: what they have built, where the evidence sits, and what concerns us. Not a stack of profiles - the people who have the experience, capability and context to make a difference.
02
Talent Intelligence
Before you commit a headcount, a salary band or a location, you should know what is actually out there. We map the talent market around your need: who exists, where they sit, what backgrounds are genuinely relevant, what compensation is realistic, and where the opportunity is. Teams hiring into India for the first time usually discover their assumptions were wrong in both directions.
03
Talent Infrastructure
For teams building their own hiring function, we put the infrastructure in place: hiring processes, interview and assessment design, training for the people running loops, recruiting tools, AI for recruiting, and the systems that hold it together. The goal is that you need us less, not more.
The map
Who exists, where they sit, which teams produce this kind of person. You see the map - for most companies it is the first honest picture of the pool they are hiring from.
How a search works
01
Before the search
We spend real time with you and the people this hire will work beside. Not a briefing call - a working session about what you are building, why the role exists now, what the first year has to produce, and what has already been tried. Most searches are lost here, by assuming the job description is the brief.
02
Where these people actually are
We build a map of the market for this specific problem: the companies solving something adjacent, the teams that produce this kind of person, the research groups, the second-degree networks. You see the map. For teams hiring into India it is often the first honest picture they have had of the talent pool they are hiring from.
03
Direct, named, deliberate
We approach people individually, on the merits of your problem, in language that respects what they are currently doing. Most of the strongest people in any market are not looking. They are persuaded, not applied.
04
Argued, not forwarded
We look at the credentials, the problems someone has actually solved, and the context they solved them in - then write the case, including the reservations. A shortlist without reservations is a shortlist nobody has thought about.
05
The part most searches lose
We stay in the process through offer, notice period and counter-offer, and we work with you on how the opportunity is positioned. Strong people rarely decline a role. They decline a story that was not convincing. Across time zones, that story has to be even clearer.
Search is retained and exclusive. We commit capacity to a small number of searches at a time, so we take one on only when we believe we can complete it.
Fees are agreed as a flat figure against the role before we begin, in stages tied to the work rather than as a surprise at the end. No percentage games, and no fee that rises with the salary we negotiate on your behalf.
Intelligence and infrastructure engagements are scoped and priced as projects, with a defined output you keep.
If we do not believe we can find the person, we will say so at the orientation stage rather than take the engagement.
Talk to us
Tell us what you are building and the role you need to solve. If it is a fit, we will take the search. If it isn't, we will say so.
