Thirty minutes of your time. Then you meet four people.

Three things, about thirty minutes in total. A thirty-minute call with whoever will make the final decision, so we understand the role rather than the job description. A yes or no on the brief we write from that call, before anyone is approached. Then you interview the people we send. Everything between those points — sourcing, approaching, screening, scheduling, reference calls, offer support and staying with the candidate through their notice period — is ours.

8.33% of the hired person’s first-year salary — one month’s pay — invoiced on the day they join. Not on offer, not on acceptance. There is no retainer, no setup fee, no posting fee and no seat licence. If an accepted candidate does not join, there is no fee at all. If they join and it does not work out within ninety days, we run the search again free of charge.

Then you owe us nothing and we have wasted our own money, not yours. That is the deal: we only earn if someone we found signs and starts. It also means we will tell you early if we think the brief is the problem rather than the market, because sending you a shortlist you will not hire from costs us more than saying so.

No. Engagements are non-exclusive by design. Run us alongside your in-house team and any agencies you already use. We only earn if our candidate is the one who signs, so we are not asking you to bet a role on us — we are asking for the chance to compete for it.

Median six days from a signed brief to a vetted shortlist, across roles closed to date. You will usually hear about the first strong person sooner than that. Closing takes longer, because the people we approach are not in a hurry and usually have a notice period to serve — one recent perception-engineering search ran nineteen days from brief to signed offer.

Typically four to six people, not forty. Each one comes with an interview recording, a score against your rubric with the evidence attached, and a written case from us explaining why they are on the list — with compensation expectations, notice period and location already confirmed. The point is that you make a decision rather than run another screening round.

That is the normal way to start, and it is what we would suggest. Send one role — ideally the one that has been open longest — and judge us on the shortlist. There is no minimum, no contract term and nothing to commit to beyond that single search.

The ones that are already stuck: niche technical roles in robotics, perception, ML, embedded, security and infrastructure; engineering leadership including confidential backfills; and team build-outs of ten to thirty engineers on one bar, including GCC and new-site build-outs. We work across India, the United States and Europe. If your role is filling fine through applications, we will say so rather than take it.

Every recruiter in the network signs an NDA. Confidential and leadership searches go to a named subset of eight recruiters rather than the full network, so your brief, your hiring plan and your compensation bands stay inside that group. Candidates learn the company name only once they have signed an NDA themselves.