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The Secret Sauce

Is not such a secret really. It is mostly common sense and a sincere commitment to follow processes which are adaptable to the needs of our clients.

The Human Capital Search Methodology

Step 1: Understanding Client Needs

Literally stepping into your shoes, we endeavor to understand your organization – its culture, ethos, business, and long-term objectives in great depth. We also do a deep dive into the specific hiring requirement, the experience/skill sets/ functional expertise and managerial competencies required for the role. Gaining an extremely sound understanding of the talent acquisition assignment is the critical first step to our mutual hiring success.

Step 2: Finding the Right Candidate


Using our extensive experience and considerable resources, our consultants, prospect for candidates who will be an ideal fit for the position. We use extensive research and a combination of Professional connections/ Proprietary databases/ Local expertise/ Business referrals and various online tools. We treat each search as a unique assignment and take great care to validate our potential candidates through a minimum of two rounds of interaction.

Step 3: Shortlisting and Presentation


Human Capital Consultants take great pains to evaluate candidates and present only the best fitting candidates to you. This saves your precious time and effort of having to interview numerous candidates and also reduces the turnaround time for an opening to get suitably addressed. We dig deep to understand the candidate’s aspirations and real motivators for change. Our local expertise coupled with Global reach ensures that we provide you the best fit.

Step 4: Interview, Offer and Transition

Our consultants work hand in hand with your team as well as the candidates to provide a seamless experience and a well coordinated search process. We extend strong support to the candidate, during the interview process, offer negotiation and most importantly during his exit from the current organization. We ensure a smooth transition by offering any advice or support that may be required, and remain in regular touch with all stakeholders.

Step 5: Post Placement

One of the most important factors that differentiates us, is that we do not consider our job done, after the candidate has joined and started working! We remain in periodic touch with the candidate for first 3 to 6 months to ensure that he/she is well settled into the new organization and feels motivated to perform to his optimum.

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