Hiring effectiveness
Once the hire is made, we can help you improve the process that got you there.
Explore hiring effectivenessTalent Acquisition
Specialist hiring for financial services and fintech (BFSI) firms
We source, assess, and deliver qualified candidates for technology, product, risk, compliance, and business roles at financial services and fintech firms across India. Success-fee based. No placement, no fee.
Talk to us about a roleWhat we do differently
Most recruitment firms send CVs. We send assessed candidates.
Before a profile reaches you, we have had a conversation with the candidate, reviewed their relevant experience against your brief, and formed a view on whether they are likely to succeed in your specific context. Our assessments are domain-informed. We understand what strong looks like for a Salesforce business analyst at a financial services firm, a risk analyst at a payment firm, or a technology leader at a wealth management company.
We work on a small number of active mandates at any time. That is a deliberate choice. It means every open role gets genuine attention, not a database search.
Our model is success-fee based. You pay when a candidate joins. We absorb the sourcing cost and the risk.
Need to understand market compensation before briefing us? See our talent intelligence service.
How a hiring engagement works
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Brief
We spend time understanding the role, not just the job description, but the full context. What problem does this hire solve? What does success look like in 12 months? What has not worked in past hiring attempts for this role?
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Source
We build a candidate pipeline using active outreach, our domain network, and selective use of sourcing channels. Every candidate in our pipeline has been assessed against your brief before we share their profile.
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Submit
We share a shortlist, not a stack of CVs. Each profile comes with our assessment note: why we think this candidate is worth your time, and what to probe in the interview.
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Close
We stay involved through the interview process, managing scheduling, feedback loops, and the offer stage. Our job is not done at shortlist. It is done when your hire joins.
Often used alongside
Talent intelligence
Know what the market is paying before you open the role.
Explore talent intelligenceFractional HR
Senior HR business partner capability on a retainer for firms scaling people infrastructure alongside hiring.
Explore fractional HRRecent mandates
A small sample of closed engagements. Client names are not disclosed. Read full case studies →
Wealth-Tech
4 Salesforce FSC engineers for a Series B wealth-tech platform
5 weeks brief to offer. Zero replacements at 18 months.
Read the case studyNBFC Lending
Data Engineer for a lending portfolio analytics function
Specialist shortlist filtered sharply on lending domain context.
Read the case studyCaptive Finance
Senior delivery leader for a captive finance acquisition apps stack
Domain depth plus platform delivery leadership in one profile.
Read the case studyCommon questions
Which roles does PeopleCap typically recruit for?
Most of our mandates sit in credit risk, compliance and financial crime, technology risk, engineering, product, and revenue leadership for banks, NBFCs, fintechs and GCCs. We take on searches from senior individual contributor through director level, and selectively at CXO level.
How is a specialist financial services recruiter different from a generalist agency?
We only work in one sector, so we already know the institutions, the reporting lines and the compensation bands before a mandate starts. That shows up in shortlist quality and speed. A generalist desk learns your market on your time; we do not have to.
What does a typical search timeline look like?
For most mid to senior mandates, a calibrated shortlist lands within two to three weeks of the brief. Offer to acceptance depends on notice periods, which in Indian financial services usually run 60 to 90 days, and we manage the candidate through that entire window to reduce dropouts.
Do you work on confidential mandates?
Yes, and many of our searches are confidential by default. We can run the full process without naming the client until the final stages, using an accurate segment descriptor so candidates can still self-select sensibly.