Specialist recruitment and executive search for banks, NBFCs, fintechs, insurers and GCCs in India. Most of our work is inside financial services; the rest looks like it.
For CHROs and talent acquisition leaders with a role that has been open too long.
Data protection our clients can assess against their own standard.
Most firms come to us with a symptom, not a service name. Find the situation that sounds like yours. See all challenges →
One thing, done well: talent acquisition for banks, NBFCs, fintechs and GCCs. Delivered as a partner, not a vendor.
Talent acquisition is the practice. Fractional HR and custom compensation benchmarking are taken on as engagements when the scope is sizeable, in India and internationally. The market data we publish is how we stay close to the market we search.
Financial services hiring fails when the recruiter does not understand the domain.
We source, assess, and deliver qualified candidates for technology, product, risk, and business roles. Our pipelines are built from active market knowledge, not database searches. Success-fee based: you pay when a candidate joins.
Recent: 4 Salesforce Financial Services Cloud engineers placed in 5 weeks for a Series B wealth platform. Zero replacements at 18 months.
A senior HR business partner on a monthly retainer, for firms that have outgrown founder-led HR but are not ready for a full-time CHRO. We take it on when the scope is sizeable, in India or internationally, and evaluate each one case by case. Same domain, one layer up from the search.
Because we run a search desk, we see live offer and joining data. We publish what we can: salary benchmarks by role and seniority, and how we read compensation. Free to use, no engagement required.
Where hiring leaks candidates, from offer dropout to slow feedback, and what we have learned fixes it while running a search. Published in the open, not sold as a standalone audit.
Most firms in this space either source CVs or write HR policies. We do something harder. We work as a thinking partner on your hiring decisions. Read our thesis →
Almost all of our work is with financial services and fintech firms, so we understand your compliance environment, your talent competition, and your hiring cycles without needing to be briefed on them. When a mandate outside the sector looks like ours, a technology, data or risk role with the same regulatory weight, we take it on its merits.
Every recommendation we make is grounded in live market data from our active engagements. Not surveys from two years ago. Not generic benchmarks.
We measure our success by yours. Whether it is a retained relationship or a single mandate, we are invested in the outcome, not the invoice.
What clients tell us
Eighteen months after four Salesforce FSC engineers joined, the platform's head of engineering told us the screening calibration was the single largest reason the hires held.
Head of Engineering, wealth-tech platform, in a post-placement review
From a Salesforce FSC engineering mandate see the full case study
We work with a select group of firms, from established financial services groups to growth-stage fintechs, on engagements where domain understanding matters. Read full case studies →
Technology, product, risk, compliance, and senior business roles placed at banks, NBFCs, fintechs, and financial services GCCs. Most of our delivered volume today is here.
For firms with a sizeable need, a senior HR business partner on a monthly retainer, or a custom compensation benchmark built from live mandate data. Taken on case by case, in India and internationally, with the same domain depth as the search.
Whether you need a single hire or an ongoing search partner, the quality of thinking and delivery is the same.
Our core work. You brief us on a role, we run the mandate, and you pay when a candidate joins. Tight feedback loops, transparent pipeline reporting, and a shared interest in the hire holding.
For sizeable engagements, in India and internationally. A senior HR business partner on a monthly retainer, with scope agreed after a discovery conversation.
Search runs on a success-fee; fractional HR, where we take it on, runs on a monthly retainer. The conversation that begins the work determines the fit.
Practitioner thinking on hiring, workforce strategy, and people practices across India's financial services and fintech sector.
The five decisions head office must make first, the hiring sequence that works, what the brief must contain, and the questions to ask the firm before you sign.
Read articleAccepted offers are lost between day 30 and day 75 of the notice period, not at the offer stage. A week-by-week playbook for the 60 to 90 days between acceptance and joining.
Read articleThe salary saved is the smallest number. Where the cost of an open head of risk or compliance seat actually sits, why the search runs long, and how to close it in four to six weeks.
Read articleNo sales pitch. No obligation. Tell us what you are working on.