The full-time hires that stay.

Most of a GCC's hiring isn't a headline search or a flat-out ramp. It's the steady, permanent build, the engineers, analysts, managers, and specialists who become the centre. We run that hiring as a calibrated process, so the people who sign are the people still in seat a year later.

Start a Mandate See our impact

A senior professional at a settled, warmly lit desk, a quiet moment after long tenure

Calibrated · Permanent

Still in role at 12 months

~94%

The Problem

A permanent hire that leaves in ten months cost you twice.

Permanent hiring is the part everyone assumes is solved. There's a JD, a panel, a pipeline of CVs. So it gets handed to whoever has bandwidth, and the bar lives in one busy manager's head. It looks like it's working right up until the regretted hires start showing up.

The cost of a wrong permanent hire isn't the fee. It's the ramp time you spent, the work that stalled, the backfill search you now run twice, and the team that watched a misfit get hired and quietly recalibrated what "good enough" means here.

Doing it well is a process problem, not an effort one. A scorecard the panel actually shares, a market read on what the role really pays and where the people are, and a structured assessment that predicts whether someone will still be here, and still be good, a year from now. Most firms send CVs. We run the process that makes the hire last.

The cheapest permanent hire is the one you only have to make once.

How we hire for retention, not just the offer

Our Approach

Hired to a standard. Built to stay.

Every permanent mandate runs the same disciplined arc: agree what "right" means, find the people the open market won't surface, and assess for the things that actually predict tenure.

01 · Calibrate

One scorecard, agreed up front

Before we source, we turn the role into a written scorecard with your hiring manager, the must-haves, the trade-offs, and the comp band the market will actually clear. "Good" means the same thing to the panel as it does to us, which is what keeps the bar steady across every hire.

02 · Source

The people who aren't on the job boards

The strongest permanent candidates are employed and not looking. We map the function across the market and approach passive talent directly, instead of fishing the same active pool every other firm is working. Depth in IT, Pharma, BFSI, and ER&D means we know where these people actually sit.

03 · Assess

For the year, not just the interview

A structured assessment against the scorecard, plus the honest read on motivation and fit that tells you whether someone will still be here and still be good twelve months on. We'd rather restart a shortlist than send you a strong interviewer who won't stay.

A Typical Engagement

How a permanent search moves.

Four phases. Senior searches across the firm typically run brief-to-offer in around seven weeks, faster when the market is deep, slower when we're protecting the bar. We size it to the role, not a template.

Phase 01

Week 1

Brief & calibrate

We pressure-test the role with you and write the scorecard, including a candid read on the comp band and how readily the market supplies this profile. If the brief won't land as written, we say so before the search starts.

Phase 02

Weeks 1–3

Map & approach

We map the function across the market and approach the people who fit, most of them not actively looking. You see a calibrated shortlist with our reasoning, not a stack of forwarded CVs.

Phase 03

Weeks 3–6

Assess & interview

Structured assessment against the scorecard, with us managing the process end to end, scheduling, feedback, and the honest motivation read that flags a retention risk before you make the offer.

Phase 04

Weeks 6–7

Offer & close

We manage the offer, the counter-offer conversation, and the notice period actively, the stretch where good hires are most often lost. Then we stay close through onboarding so the first ninety days hold.

What This Changes

The numbers that move.

Firm-wide figures, drawn from twenty years of permanent placements. Not promises, what tends to happen when a hire is run as a calibrated process instead of a CV race.

~94%

Of placements still in role at twelve months

12-month retention since 2014, firm-wide

82%

Of offers we take to candidates are accepted

Offer-to-acceptance

~7 wks

Typical senior brief-to-offer across the firm

Senior time-to-offer, firm-wide

Client Outcome

One calibrated senior hire, found fast.

See all case studies

Executive search for a Fortune 500 pharma GCC in Bengaluru

Case Study · Pharma · Bengaluru

Mandate

Executive search · Head of Translational Medicine

"We had been told this profile didn't exist in India. Recruise found three of them in week one."

CHRO

Fortune 500 Pharmaceutical GCC · Bengaluru

Read the full case study

Other Services

If this is part of a bigger problem.

Permanent hiring rarely travels alone. It sits above the leadership layer, beside the flex capacity, and on top of the market read that tells you what each role really costs.

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 Executive Search?

Executive Search is for the senior leadership layer, the roles where the search is off-market, discreet, and run one at a time. Permanent Staffing covers the broader, full-time professional hiring beneath that, individual contributors through managers, across functions. The discipline is the same; the level and volume differ. Many clients run both with us at once.

How is this different from Scale-Up Hiring?

Scale-Up Hiring is a defined build, a sequenced ramp to a target headcount over a fixed window. Permanent Staffing is ongoing, role-by-role hiring without a ramp clock: the steady stream of permanent roles a centre fills as it runs. If you're hiring 80 people in two quarters, that's Scale-Up. If you're filling permanent roles as they open, that's this.

What functions and levels do you cover?

Permanent, full-time roles across IT, Pharma, BFSI, ER&D, and consulting, typically from individual contributor through senior manager. For niche or hard-to-fill profiles the open market won't surface, Specialist & Niche Talent runs the harder end; for the leadership layer above, Executive Search takes over.

How do you actually improve retention?

By assessing for it. A written scorecard keeps the bar consistent, and the structured assessment goes past "can they do the job" to "will they stay and stay good", motivation, fit, and the honest read on whether the role matches what the person actually wants next. We'd rather restart a shortlist than place someone we expect to leave in a year.

How is permanent staffing priced?

Permanent placements are usually priced as a percentage of the hired candidate's annual package, with a replacement guarantee if a hire doesn't work out inside an agreed window. For clients running steady permanent volume, we'll structure a rate that reflects it. We quote once we understand the roles and the volume.

Can you handle several roles at once?

Yes. Running multiple permanent roles in parallel is the norm, not the exception, each with its own scorecard and shared reporting so you can see every search in one place. If the volume grows into a true ramp, we'll tell you when Scale-Up Hiring becomes the better-priced way to run it.

Start a Conversation

Tell us about the roles you're hiring for.

Give us the functions, the levels, and the volume. We'll come back with a read on how the market supplies them and how we'd run the searches, even if we don't end up running them.

Tell us about the hiring.

How many permanent roles?

What level?

Which functions?

We'll only use this to come back to you. Privacy · DPDP

Thanks, we'll come back within one working day with a read on the hiring, regardless of fit.