HR and Recruitment Services

Offerings

Recruitment process

1. Role brief — responsibilities, must-haves, nice-to-haves, CTC band, location, shift, interview panel and timeline. Signed off before sourcing starts.
2. Sourcing — job boards, database, referrals, social, walk-ins for volume roles.
3. Screening — telephonic screen against the must-haves, communication assessment where the role is voice-facing, availability and notice period, salary expectation.
4. Shortlist — profiles submitted with a written screening note, not a bare CV forward.
5. Client interviews — scheduling and coordination, candidate briefing, follow-up.
6. Offer — negotiation support, offer release, documentation.
7. Follow-through to joining — the stage most agencies skip. We stay in contact between offer and joining date, because that is where offers are lost.
8. Replacement warranty — free replacement if the candidate leaves within the warranty period stated in the agreement.

Volume hiring capability

Contact-centre hiring is our strongest area because we run contact centres. We know what a good voice profile sounds like, what attrition looks like at week three, and which candidates will not survive a night shift — because we have staffed those shifts.

For a ramp, we plan intake against expected drop-off at each stage: sourced → screened → interviewed → offered → joined → survived training → live on floor. Hiring to the seat count rather than to the funnel is why ramps fail.

Commercials

Percentage-of-CTC for lateral, flat per-hire for volume, monthly retainer for RPO. Replacement warranty period and its conditions are stated in the agreement. Payment on joining, not on offer.

What we will not do

Misrepresent a role, a salary or a company to a candidate · poach from a client's own organisation · charge candidates any fee at any point · submit a profile without the candidate's consent.