Latest articles
Why the best executive hires are never “available” — and how to reach them anyway
The strongest leaders in any market are rarely looking for a job. They are gainfully employed, deeply engaged in their current role and not scanning job boards on a Sunday evening. This is precisely why retained search exists — and why database-driven recruitment consistently fails at the most senior levels. In this article, we break down how a genuine executive search actually works, from market mapping to the first conversation, and why the best shortlists often start with people who have never applied for anything.
Read the articleHiring between India and Canada: a practical guide for first-time cross-border employers
Two markets. Two labour codes. Two very different candidate expectations. Here is what actually trips up companies making their first hire across the India–Canada corridor — and how to avoid the six most common mistakes.
Your employer brand is not what you say — it is what candidates experience
Most companies spend money on an EVP document and then undermine it at the first interview. Here is a short, practical audit any hiring team can run in an afternoon to close the gap between the brand you promise and the experience candidates actually receive.
The 2025 CV: what senior candidates should actually put in the top third of their résumé
Recruiters spend the first seven seconds of a CV read on the top third of the first page. Here is a practical framework — with examples — for what that section should contain if you are a senior candidate in technology, finance or healthcare.
What makes a search “retained” — and when should you actually pay for one?
Retained search costs more and commits you earlier. It is also the wrong tool for most roles. Here is a clear decision framework for choosing between contingency, engaged and retained search — including the specific scenarios where retained is worth every rupee and every dollar.
The quiet reshaping of tech hiring in India: fewer roles, higher bars, better hires
The 2022 funding winter changed tech hiring in India more than most people realise. Volume is down, but the quality of hires — and the expectations placed on them — has risen sharply. Here is what we are seeing on the ground across Bengaluru, Hyderabad and Pune.
Employer of Record vs. setting up an entity: which one actually makes sense for you?
EOR is faster and cheaper to start. A local entity is more expensive and slower to set up. But the right answer depends on the number of hires you plan, how long you intend to stay, and how much control you want over the employment relationship. Here is a side-by-side comparison.
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