What we have written for the people who own a hiring decision at a bank, NBFC, fintech, insurer or GCC in India. Two downloads, built from the practice's own briefing discipline and salary data, and the long-form guides that sit behind the rest of the site. Nothing here is a survey summary or a rewritten sales page.
Two documents, each built from something the practice does every week.
Template · 2 pages
The eight questions a search is won or lost on, as a template you fill in before you speak to any recruiter. The seat, twelve-month outcomes, must-haves and the domain test, what has been tried, compensation, process with names and dates, the pitch, and risks, with a closing checklist.
About the templateBenchmarks · 2026
Every verified function and level in one table, fixed pay for movers in INR lakhs, with the three differentials that decide whether an offer lands and the method in one paragraph. The live page links each function to its city note and last-checked date.
See the live tableWritten by the founder from current practice. Free, ungated, and updated when the market moves.
Pillar guide
Sourcing, assessing and closing technology talent at banks, NBFCs, fintechs and GCCs, and why it is a different problem from hiring the same titles elsewhere.
Read the guidePillar guide
What technology talent in Indian financial services is paid, by role, experience band and city, from 5,102 candidates in our pipeline, plus the wider market by employer type.
Read the guidePillar guide
Where hiring leaks candidates, from brief to joining, and how to design a process that is rigorous without being slow.
Read the guidePillar guide
When a senior HR partner on retainer fits, when a full-time CHRO does, and how a fractional engagement actually runs.
Read the guideBuyer's guide
Seven criteria for choosing a specialist hiring partner in financial services, including the ones we would fail if we were not careful.
Read the guideFrameworks
When to hire externally, when to fractionalise HR, when to benchmark compensation, and when the hiring process itself is the problem.
See the frameworksSend a brief
Send us the brief. We reply within one working day with the realistic candidate pool, the pay band, the timeline, and whether we are the right partner.
Prefer the full form? Brief us on /engage/. Want to write a proper brief first? Use the two-page template. Candidates: this form reaches business development, not the talent team; share your profile here.