Core practice
Fintech recruitment agency
Engineering, product, data, risk and revenue hiring for fintechs, payment firms and lending platforms across India. Success-fee, assessed shortlists, no volume CV dumps.
See how it worksFor CHROs, TA heads and functional leaders
Hire BFSI and fintech talent in India, without teaching a recruiter your sector first
PeopleCap is a specialist recruitment partner for banks, NBFCs, fintechs, payment firms and financial services GCCs across India. One sector, worked continuously. Calibrated shortlists in two to three weeks. Success-fee, paid only when someone joins.
Brief us on a roleThe problem this solves
A vacancy in financial services is not a neutral cost. A credit risk lead who does not start is a portfolio decision nobody is making. An unfilled financial crime role is an obligation carried by people who already have one. A payments engineering seat left open is a roadmap slipping a quarter at a time, and the hiring manager absorbing it in evenings.
Most of that cost is not caused by a shortage of candidates. It is caused by a recruiter who does not understand what they are recruiting for. They send profiles that look right on paper, the hiring manager rejects them, the loop repeats, and three months disappear into calibration that should have happened before the first CV.
We built the practice around removing that loop. We work one sector, so the calibration has already happened. We know what strong looks like for a technology risk lead at a banking captive, an AML operations manager at a global bank's India centre, or a product manager at a lending fintech, because those are the mandates we run every week.
Two questions we answer before anything else
A specialist hire turns on two things: whether the recruiter already knows your world, and how the engagement is actually structured. Here is where each is answered.
Do you know my world?
One sector, worked continuously: banks, NBFCs, fintechs, payment firms and financial-services GCCs, across technology, product, risk, compliance, data and front-office roles. The calibration has already happened before your brief starts.
How will you work with me?
Success-fee specialist search, run with the depth usually reserved for retained: a mapped market, an assessed shortlist, founder-led. No volume desks, no fee before a hire exists.
How we work · Retained vs success-fee · RPO vs specialist search
Ways to engage us
Six entry points. Most conversations start with the first one.
Core practice
BFSI recruitment agency
Banks, NBFCs, insurers and wealth firms. Credit risk, compliance and financial crime, technology risk, operations leadership and front-office hiring, with the regulatory context built in.
See how it worksLeadership
Executive search
Director and CXO-level mandates in financial services and fintech, run confidentially where needed, with a mapped market rather than a database query.
See how it worksGCCs & captives
GCC and captive hiring
Standing up or scaling a financial services capability centre in India. Talent pool sizing and compensation reality before you open the first role, then the hiring itself.
See how it worksIntelligence
Compensation benchmarking
What a role actually costs in your city, at your firm type, right now. Built from live mandate data rather than a survey filled in eighteen months ago.
See how it worksSizeable engagements
Fractional CHRO
Senior HR judgement on a monthly retainer for firms that have outgrown founder-led HR but cannot yet justify a full-time CHRO. Taken on for sizeable engagements, in India and internationally, evaluated case by case.
See how it worksCommercial terms, stated plainly
| Engagement | Commercial model | What you commit to |
|---|---|---|
| Specialist search | Success-fee, payable on joining | A brief and hiring-manager access. No retainer, no fee if nobody joins. |
| Executive search | Success-fee, structured per mandate | A calibration session and a defined decision panel. |
| GCC and captive hiring | Success-fee per role, scoped as a programme | Charter clarity and a named local decision-maker. |
| Compensation benchmarking | Fixed fee, scope agreed up front | The role definitions you want priced. |
| Fractional CHRO | Monthly retainer, quarterly scope | A recurring cadence, not ad hoc calls. |
No fee for shortlist or assessment work that does not result in a placement. We work a small number of active mandates at a time, which is a deliberate constraint: it is what makes the assessment real rather than a database search with a covering note.
Weighing our model against the alternatives? We lay out the trade-offs plainly in retained vs success-fee executive search and RPO vs specialist search, including when the other model is the better call for you.
Where we hire
Six Indian markets, worked continuously, because that is where the sector's employers are concentrated. Each page below covers the local employer landscape, the roles we actually run there, and what the market does to a hiring process.
- Mumbai: banks, NBFCs, wealth and capital markets
- Bengaluru: the largest concentration of banking and financial services GCCs in India
- Delhi NCR: fintech, lending, insurance and enterprise sales
- Hyderabad: captive technology, operations and financial crime centres
- Pune: banking technology, engineering and shared services
- Chennai: banking captives, insurance and operations at scale
- GIFT City: IFSC banking units, fund managers, insurers and leasing firms under the IFSCA, sourced nationally
Common questions from hiring leaders
What kind of recruitment partner is PeopleCap?
A sector-specialist one. We recruit first and foremost for banks, NBFCs, fintechs, payment firms and financial services GCCs in India, across technology, product, risk, compliance, data and front-office roles. We do not run a generalist desk, which is why we already know the institutions, the reporting lines and the compensation bands before a mandate starts.
How quickly will we see a shortlist?
For most mid to senior mandates, a calibrated shortlist lands within two to three weeks of the brief. Offer to acceptance then depends on notice periods, which in Indian financial services usually run 60 to 90 days. We manage the candidate through that entire window rather than stepping away at offer stage.
What does it cost to engage PeopleCap?
Search is success-fee: you pay when a candidate joins, and there is no fee for shortlist or assessment work that does not result in a placement. Fractional HR, taken on for sizeable engagements, runs on a monthly retainer with scope agreed after a discovery conversation. Compensation benchmarking scope and fee are agreed up front. The full engagement model is here.
Which cities in India do you hire in?
Mumbai, Bengaluru, Delhi NCR, Hyderabad, Pune and Chennai are the six markets we work continuously, because that is where India's banking, fintech and financial services GCC employers are concentrated. We run mandates in other locations where the role sits inside the sectors we cover.
How is candidate data handled?
We are ISO/IEC 27001:2022 certified and built for India's Digital Personal Data Protection Act 2023. Candidate consent is explicit and withdrawable, primary candidate and client data is stored in India, and no AI system makes an automated decision about a person. Full detail is on our trust page.
We already have an internal TA team. Where do you fit?
Alongside it, on the roles the internal team cannot economically cover: the regulated niche, the confidential replacement, the leadership seat, the sudden burst of GCC headcount. Most of our clients have a capable internal function. We take the mandates that would otherwise consume a disproportionate share of it.
Send a brief
Tell us what is open, and what has not worked so far.
We will tell you honestly whether it is a fit for our practice, and what the market will realistically do with it.
- Read by a senior member of the team, not an intake queue
- A reply within one working day: the realistic candidate pool, the pay band, the timeline, and whether we are the right partner
- Success-fee: you pay only when the candidate joins
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.