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Event-Based Hiring

Hire the senior talent a job post never reaches.

The people you want are employed, not looking, and held in place by unvested stock. We run curated, leader-led hiring events that put your leadership in a room with them, then turn that room into a warm pipeline, building your reputation in that talent community at the same time.

Start a conversation See how it works

We run it end to end — the map, the audience, the event and the follow-up. You bring your leaders and a venue.

Senior technology professionals in conversation at a curated, leader-led evening forum
Talent Connect · Invite-only
Who's in the room
Passive senior talent
The Problem

Senior, niche talent is a supply problem first, a pay problem second.

The people you want are mostly inside big tech, product companies and other GCCs. They are not searching, and they are held in place by unvested stock. A job post only ever reaches the people already looking, which is the wrong list.

And when you do get to an offer, a number built on a global survey tends to lose these candidates at negotiation, because it does not reflect what they actually hold today in base and in stock.

So we start earlier. You can't hire from a market you haven't measured, we map who exists, where they sit, and what they earn in base and stock before any invitation goes out or any offer is framed. An AI architect is one example of the kind of niche role this reaches; the service is built for senior and niche hiring in general.

~16%
of IT professionals are AI-skilled, against 1M+ AI roles open in 2026.
NASSCOM–Deloitte, 2025
10.4%
GCC pay growth into 2026, above the 9.1% India Inc. average.
EY, Future of Pay 2026
~54%
of a niche skill's India talent pool can sit in just two metros.
Recruise Talent Atlas (sample study)
Why It Works

Three things a job post can't do.

A curated event reaches people the open market never shows you, and it does so in a way senior talent actually turns up for.

01 · Intelligence-led
We map before we source
Before anyone is invited, we map the pool, the live pay and stock picture, and the teams your talent sits in today. The invitation list and the offer are both built on what the market actually is, not on a survey.
02 · Leader-led
Not recruiter-led
Senior talent shows up for a respected technology or leadership voice and a real subject. With your leaders hosting, the evening is an industry conversation worth their time, not a hiring drive they would decline.
03 · Community, not a CV drop
A pool that compounds
Everyone who engages joins a warm, qualified pool, segmented into ready-now and future. Each mandate adds to it, so the next role starts from a known audience instead of from zero.
The Approach

Map, engage, build, scale.

One repeatable model. The first event stands up the engine; each one after it keeps you visible to the talent community and the pipeline warm for the next roles.

01 · Map
Before anyone is invited
Map the market
An India talent benchmark: who is available, what they earn in base and stock, and where the talent sits. This is the read every invitation and every offer is built on.
02 · Engage
The event
Put your leaders on stage
A client-hosted session with your leaders on stage, in person, with a virtual stream for global stakeholders. The reason senior talent attends is the conversation, not the hiring.
03 · Build
After the event
Turn the room into a shortlist
Attendees become a qualified shortlist. We run the priority searches with intent signals and agreed pay expectations already in hand, so the offer stage holds.
04 · Scale
Ongoing
Run a calendar
A recurring event calendar keeps your brand in front of the talent community and the warm pool growing, so each new mandate starts ahead of the market.
The Event Format

An invite-only, leader-led forum.

We run it end to end. You provide the leaders and the venue. The format is a genuine peer forum, built so senior people want to be there, not a recruitment pitch dressed up as one.

  • ~15–20 mapped senior candidates
    Drawn from big tech, GCCs and product companies, every one of them mapped against your priority roles before the invitation goes out.
  • A fireside with your leadership
    The reason people attend. Your leaders on a real subject, in conversation, is what makes the evening worth a senior calendar.
  • A genuine peer forum
    An industry conversation among peers, not a hiring drive. The hiring follows later, in private, from the relationships the room creates.
  • Hybrid by design
    In person for the room, with a virtual stream so global leadership and stakeholders can take part without flying in.
The Runway

From kick-off to a room, in three weeks.

Three weeks to the event, then conversion and priority searches with a weekly funnel update: approached, interested, interviewing, offer, joined.

Week 1
Day 1 kick-off · Day 5 map
Align & map
Kick-off, lock the priority roles and experience band, deliver the first talent map and pay-and-stock read, and agree the theme, the audience and the date.
Week 2
Day 10 RSVPs confirmed
Build & invite
Build a 75–100 mapped longlist, send personalised invitations with RSVP tracking, run a social campaign, and prepare the fireside with your leaders.
Week 3
Day 15 event
Finalise & host
Confirm headcount, lock logistics and the virtual stream, host the event, and capture a skill and pay read on every attendee for the searches that follow.
The Funnel

How a room becomes hires.

The shape of a typical engagement, from a mapped longlist to a live pay benchmark you keep. The numbers below are indicative and calibrated per engagement, not a guarantee.

Step 01
75–100
mapped and personally invited
Step 02
15–20
attend the event
Step 03
Warm
pipeline, segmented ready-now and future
Step 04
Priority
searches off the warm pool, with intent signals
Step 05
Hires
plus a live India pay and stock benchmark you keep

IndicativeFigures are calibrated to your roles, sector and city at kick-off, and reported against a weekly funnel update: approached → interested → interviewing → offer → joined.

The Record

We have run this model before.

We ran this format for a global pharmaceutical GCC, an exclusive cloud-technologies roundtable in Bengaluru in 2025, handling the curation, the invitations, the on-ground execution and the follow-up. It sits on a placement record senior candidates can check.

94%
Of leaders placed since 2014 still in seat, the real test of whether a hire was the right one
Retention, firm-wide since 2014
82%
Of offers accepted since 2022, against 79% all-time, because the pay and the fit are agreed before the offer
Offer acceptance, firm-wide
~34
Days to fill a specialist mandate, faster still once a warm pool is already in place
Time to fill, specialist mandates
The firm behind the event

2,350+ senior GCC hires across 64 capability centres, for 29 Fortune 500 clients. The event is the front door; the search record is what makes the room convert.

Other Services

If this is part of a bigger problem.

Event-based hiring sits alongside the rest of how we reach and place senior talent. Most engagements either precede or follow one of these.

Frequently Asked

Questions we get asked.

If you don't see what you're looking for, the form below is the fastest route. Most enquiries get a response within one working day.

How is this different from a recruitment drive or a careers event?
It is a peer forum your leaders host on a real subject, not a hiring event. Senior, employed talent will give an evening to an industry conversation they respect; they will not give it to a pitch. The hiring happens afterwards, in private, out of the relationships the room creates, and off a shortlist we have already mapped and benchmarked.
What do we have to provide?
Your leaders and a venue. We do the rest, the talent map, the curated audience, the invitations and RSVP tracking, the on-ground execution and the follow-up through to shortlist and searches. You turn up to host the conversation your talent came for.
Why run an event when we could just post the roles?
A job post only reaches people already searching. The senior, niche talent you want is employed, not looking, and held in place by unvested stock. An event reaches them through a subject and a leader they respect, and it builds your reputation in that talent community while it does so.
Does it work for one role, or do we need a whole programme?
It works for a cluster of senior or niche roles that share a talent community, so a single event can serve several mandates. Most clients then run a recurring calendar, because the warm pool it builds compounds, each event starts the next one ahead of the market rather than from zero.
How is it priced?
There are two engagement models, a fixed-fee event, or a hire-contingent model with no event fee. We scope the right one against your roles and the size of the audience, and quote against a brief. Tell us what you are planning and we will set it out.
Start a Conversation

Tell us the roles you're planning.

Bring us the roles you're planning, we'll tell you who's out there, who'll move, and host the room that reaches them.

Two engagement models: a fixed-fee event, or a hire-contingent model with no event fee.

Tell us about the roles.
We'll only use this to come back to you. Privacy · DPDP
Thanks. Your note is with our team, and we'll come back within one working day with a read on who's out there and how an event would work for your roles.

Let's build what's next.