People advisory services for financial services firms
We offer four service lines, each addressing a different dimension of how financial services and fintech firms manage, grow, and develop their people. You can engage us on one service or across several. We adapt to where you are.
Talent acquisition is our most-engaged service line. Fractional HR, talent intelligence, and hiring effectiveness operate selectively, taking engagements where the fit is right.
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Most active practice
Talent acquisition
Finding the right people for financial services and fintech roles
We source and qualify candidates for technology, product, risk, compliance, and business roles at financial services and fintech firms across India. Our work is success-fee based. You pay when a candidate joins.
We are not a generalist recruitment firm. Our sourcing is concentrated in the financial services talent market, which means our pipelines are warm, our candidate assessments are domain-informed, and our briefing conversations are efficient.
We operate as a hiring partner, not a vendor. That means tight feedback loops, transparent pipeline reporting, and a shared interest in getting the hire right.
Proof Seven case studies from our talent acquisition work
Who this is for HR leaders and functional heads at financial services and fintech firms actively hiring for technology and business roles. Engagement model: Success-fee based. You pay when a candidate joins.Explore talent acquisition -
Fractional HR
Senior HR capability on a retainer, without the full-time cost
A fractional HR engagement gives you access to a senior HR business partner on a structured monthly retainer. We work embedded with your team, attending reviews, advising on people decisions, designing and implementing HR processes, and acting as the strategic HR function your firm needs but has not yet built.
This service is designed for firms between 50 and 400 employees that have outgrown their current HR infrastructure but are not yet ready for a full-time senior HR hire at the Rs 18 to 24 lakh level.
The scope of a fractional HR engagement typically covers: performance management, compensation architecture, hiring process design, manager capability, HR compliance, and people strategy input to the leadership team.
Who this is for Founders, CEOs, and HR heads at mid-size fintech firms and financial services firms that need strategic HR thinking without fixed overhead. Engagement model: Monthly retainer. Scope defined per engagement after a discovery conversation.Explore fractional HR -
Talent intelligence
Compensation data and hiring market insight for financial services
Most compensation benchmarking tools are either too broad or built on stale data. We produce talent intelligence reports specific to financial services and fintech roles in India, drawing from live placement data and active market observation.
A talent intelligence engagement typically delivers: role-specific salary band recommendations, sourcing channel analysis, candidate availability assessment, and a hiring market outlook for the roles you are filling or planning to fill.
This is useful when you are setting compensation bands for a new team, reviewing whether your current bands are market-competitive, or making a business case to leadership for a hiring investment.
Who this is for HR heads and People Operations leaders at financial services and fintech firms reviewing or building compensation structures. Engagement model: Fixed-fee project. Defined scope, defined deliverable.Explore talent intelligence -
Hiring effectiveness
Fix the parts of your hiring process that are costing you candidates
Most firms know their hiring process has problems. Candidates drop after offers. Hiring managers give inconsistent feedback. First shortlists keep getting rejected. Time-to-fill stretches past what anyone is comfortable with.
A hiring effectiveness engagement starts with an honest audit of where your process is breaking down. We map the data, covering offer-to-join ratios, hiring manager rejection rates, and interview feedback turnaround, and identify the two or three interventions that will move the needle.
Delivery typically includes a redesigned interview process, structured hiring manager training, and a 60-day implementation support period. Fixed fee, defined scope, measurable outcomes.
Who this is for HR leaders at financial services firms where hiring quality and conversion are underperforming. Engagement model: Fixed-fee. 60-day implementation with measurable outcomes.Explore hiring effectiveness
The service system
How clients combine our services
Most engagements use one service. Some use two together. The combinations below show how the four services work as a coordinated practice rather than four isolated offerings.
Talent Intelligence Talent Acquisition
Many clients start with a compensation benchmark to set the right offer range, then engage us on the actual hiring mandate. The benchmarking sharpens the brief and the candidate conversations.
Hiring Effectiveness Talent Acquisition
When a firm's hiring process is producing poor outcomes, we audit the process and redesign it. Sometimes the redesign reveals that the firm also needs an external partner to run the mandates while the new process beds in.
Fractional HR Talent Acquisition
For firms in the 60 to 150 employee range, a fractional HR engagement often runs in parallel with active hiring. The fractional HR partner sets up the infrastructure; the talent acquisition team runs the mandates within that infrastructure.
Fractional HR Hiring Effectiveness
A common combination for firms with both structural HR gaps and active hiring problems. The fractional HR work addresses the people layer broadly, and the hiring effectiveness audit fixes the specific process gaps.
Engagement structure
How we engage
We work in two commercial structures. Both can apply to any of the four services above.
Retained advisory
We work with a small number of firms on an ongoing basis, typically across multiple service lines. Retained clients get dedicated attention, faster response times, and access to our market intelligence on a continuous basis.
Project engagements
For firms that need a specific outcome in a defined timeframe, such as a hiring process overhaul, a compensation benchmarking report, or a fractional HR sprint, we work on project terms with a fixed scope and fee.
Our first conversation is always about understanding your situation, not about selling you a package. We do not work with every firm that approaches us. We take on engagements where we are confident we can deliver a meaningful outcome.