Leadership & Specialist Hiring
I have been involved in hiring more than a thousand professionals from junior to senior level. The roles worth engaging me for are the ones where a bad hire is expensive — leadership, and specialist positions your internal team cannot source.
The problem
Senior hiring fails in predictable ways. The role is defined by a job description rather than by the actual problem the person needs to solve. The candidate is assessed on presentation rather than against the competencies the role demands. Nobody assesses whether the person can operate in your specific context — a plant, a multi-branch operation, a founder-led business. The mis-hire surfaces at month seven and costs a year.
What this covers
- Role definition based on the business problem, not a recycled job description
- Competency mapping and a structured assessment framework before search begins
- Direct search across the sectors I have worked in, plus referral networks
- Structured interviewing, with your panel trained to assess consistently
- Assessment and development centre methodology for senior roles
- Compensation benchmarking so the offer is competitive and internally fair
- Onboarding through to confirmation, because that is where mis-hires are recoverable
Why me for this
Involved in hiring more than 1,000 professionals directly and indirectly, from junior to senior levels. Drove end-to-end time-bound talent acquisition, ran campus hiring and internal job posting processes, and facilitated assessment and development centres for key roles.
Common questions
What is the difference between retained and contingency search?
Contingency recruiters are paid only on placement, which rewards speed and volume of CVs. Retained search is paid in stages across the engagement, which allows time for proper role definition, structured assessment and genuine market mapping. For senior roles, where the cost of a wrong hire is high, retained is almost always the better economics.
Which sectors do you hire in?
The sectors I have worked in directly — manufacturing including cables, agri equipment and optical media; solar and EPC; cable, media and MSO operations; IT, ITeS and BPO; waste management; and professional services including law firms.
Related
POSH Compliance & External Member
Internal Committee constitution, external member appointment, training and annual filings under the POSH Act, 2013.
Fractional CHRO
CHRO-grade judgement on a part-time retainer, for companies that need the thinking without the salary.
HR Function Set Up From Scratch
The complete people infrastructure — policies, letters, onboarding, payroll structure and compliance — built once, properly.