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How We Work
No mystery and no black box. Four stages, the timeline you can hold us to at each one, and what we need from you to hit it.
The Four Stages
Most mid-level roles run brief-to-offer in two to four weeks. Niche and leadership mandates take longer, and we say so at the brief rather than at week six.
A consultant takes the brief: job description, reporting structure, budget band, must-have skills, location and joining timeline. We flag anything that will make the role hard to fill before the search starts.
We search our pan-India database, referral network and passive channels, then screen on skill, stability, notice period and compensation fit — so you never interview a candidate who was never going to accept.
You receive a ranked shortlist with evaluation notes within 48 working hours for most roles. We coordinate every interview round, chase feedback and keep candidates warm.
We support negotiation, offer roll-out, documentation and joining follow-ups, then stay in touch through probation. Every permanent placement carries a 90-day replacement guarantee.
Who Does What
Searches rarely stall because the talent does not exist. They stall on feedback, interview slots and offer decisions — so here is what each side owns.
| Stage | We do | You do |
|---|---|---|
| At the brief | Ask the questions that surface a hard-to-fill role before the search starts — budget against market, notice-period tolerance, must-have versus nice-to-have. | One decision-maker who can sign off the role, the band and the location. A brief agreed by committee takes three weeks to agree and changes in week four. |
| During sourcing | Screen on skill, stability, notice period and compensation fit, so you never interview someone who was never going to accept. | Feedback on the first shortlist within 2–3 working days. The first shortlist is also a calibration tool — tell us what was wrong with it. |
| During interviews | Schedule every round, prepare the candidate, chase feedback, keep them warm between rounds. | Interview slots inside a week. Good candidates hold three processes at once; a two-week gap between rounds loses them to whoever moves faster. |
| At offer | Manage negotiation, flag a counter-offer risk early, stay in contact through the whole notice period. | A decision and an offer letter quickly. The gap between verbal yes and written offer is where most drop-offs happen. |
What You Get
An active, continuously refreshed talent pool across 12+ industries means you start interviewing in days, not weeks.
A named specialist who knows your sector runs the mandate end to end — no CV blasts, no handoffs, no chasing a shared inbox.
If a permanent placement does not work out within 90 days of joining, we rerun the search at no additional professional fee.
Permanent mandates are contingency-based. You are invoiced only after your chosen candidate actually joins.
Questions about fees, guarantees or timelines are answered on the FAQ page, or email info@recruitmentconsultant.co.in.
Send us the job description and get a screened shortlist within 48 working hours. No obligation, no upfront fee, and a 90-day replacement guarantee on every permanent placement.
