A. Executive Search

While doing the executive search we head hunt the candidates at CXO level with an organised and structured process. Here are the outlines of the steps which we follow:

  • Making a detailed list of client requirements
  • Doing research and identification of potential candidates.
  • Preforming screening interviews before presenting a slate of candidates to the client.
  • Providing downstream services such as contract and salary negotiation as well as post-offer reference checks.

B. Senior & Middle-Level Hiring

As a recruitment firm demonstrated tremendous perseverance to make sure that the client’s stringent requirements were met in terms of technical skills and experience. We recommend focused and self-directed candidates while considering the affordability and reasonable terms of the company.

In senior & mid-level hiring by finding prospective candidates who have the required potential and right talent to face challenges and take up more responsibilities in the future. Such dedicated and efficient leaders would help the companies to be in a competitively advantageous position.

C. Recruitment Process Outsourcing

As RPO providers we take care of all permanent recruitment and provide an end-to-end service to our clients, we take a big chunk of responsibility outside of the HR sphere. This gives our clients the added time and space necessary not only to keep on top of other parts of their job, but also to develop their skills, adapt to technological change, and perhaps even get a seat at the top table.

Here are the ways in which we provide RPO services to our clients:

1. End-to-end RPO

An end-to-end RPO can be used in a single business division, a single market, or a global enterprise. It encompasses all permanent hiring services, as well as technology investments. An end-to-end RPO typically offers the biggest cost savings and efficiencies for businesses and typically leads to greater client satisfaction. As an end-to-end RPO service evolves, value-added services such as employer branding increase the quality of permanent hires.

2. Project RPO​

A Project RPO also utilises an end-to-end process but is deployed to quickly bring in experts to fulfil an unexpected staffing need, on a single project basis. For example, launching a new sales or digital transformation team.

3. On-demand RPO​

Similar to a Project RPO but more short-term, an on-demand RPO involves recruiters joining your team for a short period of time to rapidly attract and hire the talent you need. Often, an on-demand RPO is sought out during spikes in hiring. Though it allows businesses to move quickly, the benefits aren’t as extensive as an end-to-end RPO solution as it lacks technology implementation and added benefits like employer branding.

D. Global Sourcing

This process requires developing, implementing, planning, and evaluation staffing strategies on a worldwide basis in order to make sure that organizations met their goals and objectives.