Recruitment & Talent Acquisition
Sourcing and shortlisting support to fill a role, from brief to candidate handover.
Recruitment support covers the work between deciding you need someone and having them start — writing the role properly, sourcing candidates, screening them, and managing the process through to an accepted offer.
Most hiring problems in small businesses are not sourcing problems. They are definition problems: the role was never specified clearly, so candidates are assessed against a moving target and the eventual hire disappoints for reasons nobody wrote down.
What this costs
Per Candidate
₹4,750 plus GST
- Engagement Fee - (Advance Payment)
- Replacement Warranty
- Final Payment Terms
- Charged on completion at 7% of the candidate’s annual package, plus GST
What the engagement covers
- Defining the role, its responsibilities and how success will be measured
- Establishing the realistic salary band for the role and location
- Writing a job description that attracts the right applicants
- Sourcing through job boards, professional networks and referrals
- Screening applications against the agreed criteria
- First-round telephone or video interviews
- Coordinating your interviews and collecting structured feedback
- Reference checks and verification of qualifications
- Offer negotiation and support through to joining
Get the salary band right first
A role advertised below the market rate does not attract fewer good candidates — it attracts none, and the vacancy simply stays open while everyone involved concludes that good people are hard to find.
Establishing the band honestly at the start is uncomfortable but cheaper than three months of an empty seat. Where the budget genuinely does not stretch, the answer is usually to reshape the role rather than to keep searching at the wrong price.
The employment paperwork matters
An offer letter and an employment agreement should be in place before the person starts, covering role, remuneration, notice period, confidentiality and ownership of work created during employment.
That last point is frequently omitted and frequently expensive. Work created by an employee in the course of employment generally belongs to the employer, but the position is far cleaner when the agreement says so, particularly for design, software and content roles.
What follows the hire
- Provident fund and ESI enrolment, where the establishment is covered
- Professional tax deduction from the first salary, where the state levies it
- Universal account number linking for any employee who already holds one
- Tax on salary computed against declared investments
- Statutory registers under the applicable labour legislation
How we handle it
- 1 Defining the role We work through what the person will actually do and how success will be measured, which is where most hiring problems start.
- 2 Setting the band A realistic salary range is established for the role and location before the search begins.
- 3 Sourcing Candidates are sourced through job boards, networks and referrals.
- 4 Screening Applications are screened and first-round interviews conducted against the agreed criteria.
- 5 Your interviews Shortlisted candidates are presented and your interviews coordinated, with structured feedback collected.
- 6 Offer and onboarding References are checked, the offer negotiated, and the employment agreement and statutory enrolments put in place.
Frequently asked questions
How are recruitment fees usually charged?
Commonly as a percentage of the candidate’s annual package, payable on joining, plus applicable GST. The basis is agreed in writing before the search begins.
What if the candidate leaves quickly?
A replacement guarantee period is agreed at the outset, within which we conduct a further search at no additional professional fee. The terms are set out in the engagement.
Why is our vacancy not attracting candidates?
Most often the salary band is below market for the role and location. A role priced wrongly does not attract fewer good candidates, it attracts none, and the seat stays empty.
Do we need a written employment agreement?
Strongly advisable. It should cover role, remuneration, notice, confidentiality and ownership of work created during employment — the last being frequently omitted and expensive to argue about later.
What do we have to do once someone joins?
Provident fund and ESI enrolment where covered, professional tax deduction where the state levies it, universal account number linking, and tax on salary computed from the first month.
What is not included. Government fees, statutory charges, stamp duty, court and registry fees, digital signature costs and any third-party professional charges are separate and payable at actuals. GST applies on professional fees where indicated. Prices shown are indicative and may change without notice; we confirm the total in writing before any work begins — see our terms on pricing.
Talk to us about Recruitment & Talent Acquisition
Share your requirement and our team will confirm the documents needed, the exact charges and a realistic timeline — usually the same working day.
- Expert document checking before submission
- Regular status updates on WhatsApp
- Transparent professional charges
- Assistance in Marathi & English
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