Whether you want to hire for one or multiple positions or are scaling up, it’s just not easy to hire the right talent. Hiring the right talent is not just about “keyword” search and “instinct based” decision making. It involves much more than merely conducting a keyword search and relying on intuition to make decisions.

We understand the time, energy, & costs associated with trying to hire the ‘best / right talent’ and also the implications of failing to do so.

* Want a hiring process that’s both effective and convenient 

* Want to recruit great talent 

* Want to set up a graduates / young talent program and campus engagement

* Need a Co-Founder or CXO for your startup

* Are a VC firm looking for great talent for your portfolio companies 

* You are a returning Indian looking for exciting opportunities 

* Need to hire Indian talent for overseas geographies

* Setting up a GIC in India and want to scale up

Interview is a formal conversation or discussion between two more individuals, typically conducted by an interviewer or a panel of interviewers, and a candidate or an interviewee. It is a commonly used method to gather information an individual’s qualifications, skills, experience and personality traits to evaluate their suitability for a specific role or to assess their compatibility with the organization.

Though interviewing is an integral assessment method used by employers in the selection process, interviews can be influenced by the personal biases and judgements of the interviewers, leading to subjective decision making, which may negate the purpose of interviewing altogether. The interviewing may further also be impacted by the availability of the right expertise and bandwidth to interview and evaluate candidates.

IaaS is a new age / contemporary solution that offers convenience, effectiveness to organizations and leads to better hiring decisions. Our curated pool of SMEs conduct interviews across tech and non tech skills, for you. The interview process is customized and aligned to the organizations’ needs to identify the most qualified candidates for the open positions.

With technology at play, transparency, scalability, geographical limitations are not an issue. 

The flexibility to deploy IAAS at the initial or later stages of the selection process is available.

An assessment is a systematic process of evaluating, measuring, or appraising something or someone. It is used to gather information and make judgments or decisions based on the gathered data. 

In general, assessments aim to determine the strengths, weaknesses, abilities, knowledge, skills, or characteristics of individuals, groups, or objects. They provide a structured way to collect relevant data and analyze it to gain insights or make informed decisions. Assessments can take different forms, including tests, interviews, observations, surveys, or performance evaluations.

Assessments are a key element of talent processes, normally used to make hiring or promotion decisions, identify areas for improvement, or providing feedback for personal or professional development.

We administer a suite of assessments (technical, psychometric, cognitive), on behalf of and based on the organization’s need. 

Fake credentials furnished by individuals to secure a job is on the rise and has become one of the top concerns for organizations. An individual / employee with fake credentials is a serious exposure to the organization’s brand, governance, regulatory compliance, and in some cases its very existence. Hence, it is absolutely critical to ensure that the credentials of individuals joining the organization are correct. 

Background verification, also known as background checks or screening, is a process of investigating and verifying an individual’s personal, educational, employment, and criminal history to determine their suitability for a specific role or purpose. It is commonly performed by employers during the hiring process to ensure that the information provided by candidates is accurate and to assess potential risks associated with employing them.

Background verification normally includes the following types of checks:

– Employment verification

– Education verification

– Reference checks

– Criminal record check

– Credit history check

– Identity verification

– Professional license verification

Specific checks to comply with the home country regulations. We help organizations conduct background verification checks for their employees. The extent and type of background verification conducted may vary depending on the nature of the job, industry regulations, and local laws

Reference checking is a way of procuring information about the applicant’s past job performance based on information, collected from key individuals (e.g., supervisors, peers, subordinates) who have known and worked with the applicant. Reference checks are also be conducted with the applicant’s personal contacts.

We help organizations conduct reference checks for their employees.

Addons:

• 1. Interim CHRO support to founders: HR advisory on people function and practices
• 2. Curated solutions across organization and employee life cycles, including:
•           – HR policy design
  •           – Talent programs
  •           – Employee well-being & care
  •           – Employee insurance – empanelment, renewal, keyman, etc

• 3. HR Tech on the way