We combine specialized IT recruiters with proprietary ATS infrastructure to deliver fully vetted technical talent. Our platform automates the administrative workflow, allowing our recruiters to focus strictly on candidate sourcing, technical screening, and delivery.
Our recruiters have 5+ years of specialized IT recruitment experience. Each mandate is assigned a dedicated pod that owns sourcing, screening and delivery for that role.
We utilize standard enterprise job boards (LinkedIn, Naukri) alongside a dedicated network of specialized vendors, freelance recruiters, and our internal academy.
LinkedIn and Naukri are used for active-market coverage on every mandate.
A dedicated set of vendor partners covers stacks and locations outside our direct desks.
Independent recruiters work mandates on our ATS, under the same screening and submission rules.
Recruiters trained in-house on technical stacks, so screening does not depend on keyword matching.
If a job description is updated mid-search, the Panel Logger immediately syncs the new requirements to the sourcing team. Our internal engine generates role-specific technical screening frameworks, which our recruiters use to conduct rigorous, human-led interviews before submitting any profile.
Architecture, seniority bar, must-have stack, compensation band, notice tolerance and interview panel are written into the mandate before any profile is approached. Sourcing runs against that document.
If a job description is updated mid-search, the Panel Logger immediately syncs the new requirements to the sourcing team. No recruiter continues against a superseded specification.
Our internal engine generates role-specific technical screening frameworks, which our recruiters use to conduct rigorous, human-led interviews before submitting any profile. Preparation time is automated; the interview is not.
The technical call, the follow-up questions and the verdict stay with the recruiter running the mandate. The engine records the screening and supplies the framework; it does not accept or reject candidates.
Notice period or buyout position, offers already in hand, compensation expectation and work location are confirmed and recorded on the profile. A recruiter signs off before the profile becomes visible in your hub.
A centralized dashboard for your team to download resumes, review recruiter screening notes, export submission trackers to Excel, and manage communications via chat, email, or WhatsApp.
Each submission carries the screening record from the technical call, the framework it was assessed against, and the recruiter's written assessment of fit and gaps. Resumes download in one click.
Describe a RAG pipeline you shipped across two vector stores — how did you handle data sync and query optimisation between them?
Your team sees every profile and the stage it sits in, with timestamped stage moves. The full submission tracker exports to Excel for internal reporting without anyone assembling it by hand.
5 yrs full-stack, currently Senior Software Engineer at a mid-size product firm. Owns Node.js services behind a 12k RPS checkout path; strong on Angular and PostgreSQL. Expected ₹18 LPA against a ₹10–18 band, immediate joiner with last working day confirmed.
Panel slots, interview prep packs, feedback and reject reasons are recorded against the candidate they belong to. The next sourcing cycle reads that feedback directly.
Last 3 roles skew data platform, JD demands AI systems — walk us through that shift.
Were you the design authority, an implementer, or a reviewer on the LLM integration?
Your team raises a mandate with the architecture, seniority bar, compensation band and notice tolerance in one form. Additional dashboard features can be built for exclusive partner accounts.
Mandate-bound · high resolution
These are the mandates our recruiters run week to week, and the enterprise accounts they have delivered into.
These are accounts our recruiters have delivered into. The same mandate discipline, screening ledger and submission gate applies to every one of them.
Access is enforced at the database row, not in the interface. The controls below describe how the platform stores candidate records, who can query them, and what is written down when they move.
Candidate and mandate visibility is scoped in the database, not in the interface. A recruiter's query cannot return another account's rows, so a misconfigured screen is not a data incident.
Profiles are attached to the role they were sourced for. Share links are scoped to a single mandate and expire with it, so CVs never circulate as loose attachments.
All traffic runs over TLS. Stored records, including uploaded documents, are encrypted at rest by the managed database and object storage layer.
Every submission, stage change, note, feedback entry and outreach touch is written against the mandate and the user who performed it. Reconstructing a hiring decision does not depend on anyone's inbox.
Sourcing and account ownership are distinct roles with distinct visibility. Client relationships and commercial data stay with the account desk; candidate work stays in the vault.
The platform runs on managed cloud infrastructure with automated point-in-time backups and monitored availability, so an incident does not mean rebuilding a pipeline by hand.
These are descriptions of how the platform is built and operated. Where your review requires a written response to a specific questionnaire item, we answer it directly rather than pointing at a badge.
We operate on standard market commercial rates. High-end delivery without the opaque agency markup. The workspace, the screening frameworks and the Client Operations Hub are created with the mandate, and the first screened profiles follow the same week.
