Talent network
Pipelines, not cold starts.
Six rules that make a network useful
Assessed, not collected
Every profile in the network has a documented screening conversation behind it. A database of CVs nobody has spoken to is not a pipeline. It is a liability that produces bad shortlists quickly.
Consent is per-role
We never share a candidate's profile with an employer without their explicit permission for that specific role, and candidates are always told which company their details are going to before they go.
Kept current
Availability, compensation expectation and notice period are re-confirmed before any candidate reaches a shortlist. Stale data is the main reason shortlists fall apart at offer stage.
Organised by market
The network is segmented by function, sector and city rather than held as one undifferentiated pool, because a Bengaluru product manager and a Pune plant head are not interchangeable records.
Built between requisitions
We keep talking to strong people when there is no live role for them. That is precisely why a brief that matches an existing pipeline can move in days.
Compliant by default
Candidate data is held and processed on the basis set out in our privacy policy, and removed on request.
Functions in the network
- Data & Analytics
- Engineering
- Finance
- Human Resources
- Marketing
- Operations
- Product
- Quality & Regulatory
- Sales
Start hiring
Have a role our network might already cover?
Tell us the brief. If we have spoken to the right people recently, you will know within a day.