Hiring that pays on success .
An add-on service, not part of standard HRTailor plans. We source, screen and close candidates across functions and seniority levels. You pay 8.33%–16.5% of annual CTC only when the candidate joins. No subscription. No portal fees.
Pre-screened candidates, not a pile of CVs .
Proactive sourcing and structured screening mean every candidate you meet has already been assessed for role fit, culture fit and compensation expectations. You decide from a shortlist - not a dump of profiles.
Zero upfront cost
No retainer, no portal subscription. The fee applies only when a candidate joins your company.
Better hiring quality
Shortlisted candidates are screened for role fit, culture fit and realistic salary expectations before you meet them.
Faster to close
Structured sourcing, screening and coordination means most roles are closed in 14–21 days.
Stronger employer brand
A professional, consistent candidate experience makes your company stand out against larger employers.
90-day guarantee
If a placed candidate exits within 90 days, we replace them at no additional fee.
Why growing companies struggle to hire
A 30 to 100 person company is at the hardest point in its hiring journey. It is competing for the same candidates as funded startups and large enterprises, but without an internal talent team, a recognised employer brand, or the time to run a proper process. Roles get posted on a job board, a few hundred unscreened CVs arrive, and the founder or an already-stretched HR generalist tries to filter them between everything else.
The result is predictable: good candidates drop off because the process is slow, the wrong people reach the interview stage, and roles stay open for months. We exist to sit in that gap - to run the search with the rigour a large company would, on a success-based model an SME can actually afford.
The economics matter too: an unfilled role is a cost, not a saving. Every month a key position stays open, the work either does not get done or gets absorbed by people who were already at capacity, which is how good employees burn out and leave.
Recruitment that closes roles .
Role scoping
Responsibilities, competencies and compensation benchmarks defined with you before sourcing begins.
Multi-channel sourcing
Active sourcing across Naukri, LinkedIn, Indeed, referral networks and our internal talent database.
Resume screening
Applications filtered against role criteria - you see only the candidates worth your time.
Interview coordination
Scheduling, candidate communication and feedback collection managed end to end.
Offer management
CTC structuring, salary negotiation and offer rollout handled through to joining.
Post-joining follow-up
90-day check-ins after joining to protect against early exits and support onboarding.
Sourcing beyond the job boards
Posting a role reaches only active job-seekers - a small slice of the people who could do the job well. The best candidate for a role is often not looking, and will never see your listing. Our sourcing works both channels: we advertise where it makes sense, and we go out and find passive candidates through our networks, referrals and direct outreach.
Every candidate is screened against the role you actually scoped - skills, salary expectations, notice period and location - before they reach you. You see a shortlist of people worth your time, with our notes on each, rather than a folder of CVs to wade through yourself.
Roles we recruit for
Most of our mandates sit in the hard-to-fill middle of a growing company - the roles where a bad hire is expensive and a slow hire is worse. We recruit across functions rather than specialising in one vertical, because a 40-person company rarely hires the same role twice in a row.
Technology and product
Software engineers, QA, DevOps, data and product managers - including the screening depth needed to filter for real skills rather than keyword-matched CVs.
Sales and marketing
Field sales, inside sales, business development and performance marketing, where we can assess for target-carrying track records, not just tenure.
Finance, HR and operations
Accountants, finance controllers, HR generalists and operations leads - the back-office roles that keep a scaling business compliant and running.
Leadership and first hires
Founding-team and department-head roles where cultural fit and range matter as much as the resume, and where a structured search beats posting and praying.
Success-based. Billed on join .
Talent acquisition is an add-on, billed separately from any monthly HRTailor plan - and you pay nothing until the candidate joins. Our fee is a percentage of the candidate’s annual Cost-to-Company (CTC) - calculated on total fixed compensation for the first year.
| Role Type | Fee | Example (₹6L CTC) |
|---|---|---|
| Junior & mid-level roles | 8.33% of annual CTC | ₹50,000 |
| Senior & specialist roles | Up to 16.5% of annual CTC | ₹99,000 |
Fees are invoiced on the candidate’s date of joining. A 90-day replacement guarantee applies to every placed candidate. Replacement hires are at no additional fee.
A model built for how SMEs actually hire
Traditional recruitment agencies are built around large, predictable hiring volumes and upfront retainers. That model does not fit a company hiring a handful of important roles a year. Ours does.
Success-based by default
You pay when a candidate joins, not to start the search. That removes the risk of paying for effort that does not produce a hire, and keeps our incentives aligned with yours.
One role or many
Brief us on a single urgent hire or a cluster of roles during a growth phase. There is no minimum commitment and no charge for roles we do not close.
Connected to the rest of your HR
Because HRTailor also runs payroll, onboarding and compliance, a new hire moves straight from offer to a clean joining experience, rather than a standalone transaction that leaves you to handle everything after the offer letter.
Frequently asked questions .
The fee is a percentage of the candidate’s annual CTC (total fixed compensation for the first year). Junior and mid-level roles are billed at 8.33% - equivalent to one month’s gross salary. Senior or specialist roles are billed at up to 16.5%, depending on the complexity of the search.
The invoice is raised on the candidate’s date of joining. No fee is charged at any earlier stage, including shortlisting or offer acceptance.
Yes - 90 days from the joining date. If the placed candidate exits within that window for any reason, we replace them at no additional fee.
We hire across junior individual-contributor roles through to senior management, spanning functions including HR, finance, operations, sales, marketing, product and technology.
Most roles are closed within 14–21 days from the job brief. Timeline depends on candidate availability and how quickly interviews can be scheduled on your end.
No. Talent acquisition is an add-on service - not part of standard HRTailor plans - billed on success and invoiced separately when a candidate joins. The monthly HR outsourcing plan covers day-to-day HR management, payroll, compliance and documentation - not recruitment.
Our 90-day guarantee means if a placed candidate leaves within the guarantee window, we run the search again at no additional fee.
Yes. HRTailor can take the new hire straight into structured onboarding, payroll and compliance, so recruitment does not hand off into a gap.
Ready to open a role ?
Tell us about the position. We handle sourcing, screening and closing. You pay only when the hire is made.