How it works
From a confirmed brief to the first day.
The five steps
- 01Day 0
Requirement understanding
A calibration call or written brief. Must-haves and budget are confirmed in writing, and the 48-hour clock starts.
- 02From day 0
Talent sourcing
Job portals, LinkedIn, referrals, our candidate database and AI-assisted search.
- 03By 48 hours
Screening and shortlist
A recruiter screen on skills, motivation, notice period and CTC, then three to five candidates submitted, each with a fit summary and recruiter sign-off.
- 04Feedback in 48 hours
Interview coordination
We schedule every round and chase feedback so no candidate goes cold.
- 05Through joining
Offer and joining follow-up
Offer support, check-ins through the notice period, day-one follow-up, then check-ins at day 30, 60 and 90.
Where we search
The right talent, through more than one channel.
Channels are chosen by role, experience level, industry and talent availability.
Job portals
Naukri, Monster, Indeed and Apna
Professional networks
LinkedIn, professional communities and industry networks
Direct reach
Referrals, our candidate database and direct outreach
Service levels
Promises we put in writing
Every role moves through the same visible pipeline. This is what a search looks like on day three.
Example pipeline · Senior Data Engineer
Brief confirmed (done)
Within 4 business hours
Search and screen (done)
0–48 hours
- 3
Shortlist sent (current step)
By 48 hours
In progress
- 4
Interviews (upcoming)
Feedback chased in 48h
- 5
Offer and joining (upcoming)
90-day cover starts
| What | When |
|---|---|
| Confirmation email with next steps | Within 2 minutes |
| Recruiter reply to confirm the brief | Within 4 business hours |
| Verified shortlist of 3–5 candidates | Within 48 hours of confirmed brief |
| Interview feedback chased | Within 48 hours of each interview |
| Candidate status updates | Every 2 business days, at every stage |
| Replacement if a hire leaves | Within 90 days of joining, free |
The 48-hour shortlist depends on role complexity and candidate availability. Replacement covers resignation or performance exits within 90 days of joining, not redundancy or a change of role.
Human + AI
Who does what
AI makes us fast. People make the decisions that matter.
AI assists
What our agents do
- Searches our network and public profiles against your must-haves
- Ranks matches and highlights evidence for each skill
- Parses CVs and drafts the dossier summary
- Turns a pasted JD into a structured brief
- Drafts outreach for recruiters to edit
People decide
What our recruiters own
- Calibrates the brief with you and owns the search
- Interviews every shortlisted candidate
- Decides who goes on the shortlist and signs it off
- Reviews every rejection — AI never rejects alone
- Runs the offer, counter-offers and notice period
What you receive
A shortlist, not a pile of CVs
For every candidate: a fit summary, evidence for each must-have, notice period and CTC, risks, and the recruiter's note.
- Fit score against your must-haves
- Evidence per skill — verified or partially evidenced
- Notice period, expected CTC and location
- Honest risks: counter-offers, relocation, gaps
- Recruiter sign-off with a note on how to interview
Quality
The metrics we track — and will publish
We publish numbers only when they're real. Each one states how it's measured.
- Brief → shortlist time — Median hours, published once we have 10 shortlists.
- Shortlist → interview rate — Share of shortlisted candidates you choose to interview.
- Offer acceptance — Share of offers accepted, and why candidates declined.
- 90-day retention — Share of hires still in role after 90 days.
- Candidate NPS — Asked after every application, whatever the outcome. Target ≥ 40.
Connecting Talent. Building Teams.
Share a role. Get a shortlist.
Screened candidates in 48 hours. Pay only when the hire joins, with a 90-day free replacement.