End-to-end recruitment solutions.Built around how you already hire.
Take a single capability or a complete offshore recruitment function. Either way, delivery runs inside your ATS, your criteria and your reporting cadence.
Five services you can take one at a time.
Nothing here is bundled by default. Start with the one capability your team is short on, or combine them into a complete offshore recruitment function.
Offshore RPO
A recruitment function delivered from India and run as an extension of your internal TA or staffing operation. Scope, criteria and reporting stay yours.
Full-Cycle Recruitment Support
Support across the whole requisition, from intake through offer coordination.
Candidate Sourcing
Active and passive candidate identification, outreach and pipeline development.
Screening & Qualification
Resume review and initial qualification against the criteria you set.
Interview Coordination
Scheduling, candidate communication, reminders and interview follow-up.
Five ways to engage the team.
The service decides what gets done. The model decides how much capacity you take on and for how long.
Dedicated Recruiter
Consistent, ongoing hiring
One recruiter working only on your roles, inside your process and tools.
Dedicated Recruitment Team
Growing teams
Recruiters, sourcers and coordinators working together on your requisitions.
Project RPO
Campaigns and hiring spikes
Focused support for a defined hiring campaign with an agreed start and end.
Modular RPO
Selected lifecycle stages
We take the stages you choose (sourcing, screening, coordination) and leave the rest with your team.
Recruiter-on-Demand
Flexible capacity
Recruitment capacity added when demand rises and released when it settles.
Every model runs the same six stages.
The engagement model changes the size and shape of the team. It does not change the sequence the work moves through.
01. Discover
We take the roles, the requirements, the tools you already run on and the cadence your team communicates in. Nothing is proposed before this is understood.
02. Design
The engagement model and the size of the team are set against your actual volume: one recruiter, a full team, or a defined project.
03. Source
Candidate identification and outreach begin against the criteria you agreed, inside your ATS rather than alongside it.
04. Screen
Initial qualification against your standards, and candidates presented in the format your hiring managers already read.
05. Coordinate
Interview scheduling, candidate communication, reminders and follow-up, so the process keeps moving between your decisions.
06. Optimize
A standing review of what is converting and what is not, then the team scales or adjusts against it.
Not sure which model fits?
Tell us the roles you are hiring for, the markets they sit in and the volume you are carrying, and we’ll talk through the support model that suits it.