The work, told as it happened.
Mandates that closed, mandates that almost didn't, and what changed because of how we ran them. Where the client has approved, they're named. Where they haven't, the texture is real and the identity isn't.
Case studies
94
Sectors covered
4
Avg retention
94%
Featured
9w
Time-to-offer · search closed
Executive Search · Pharma
Head of Translational Medicine, found in nine weeks — the profile the client's previous firm said didn't exist in India.
Fortune 500 Pharma GCC · Bengaluru · 2,400 employees
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Showing 12 of 94 case studies
The Record
Mandates we ran, told as they happened.
Twelve recent engagements across the four sectors we publish on. Use the filters above to narrow by service, sector, or lifecycle stage — or browse the full record below.
9w
Search closed
Fortune 500 Pharma GCC · Bengaluru · 2,400 employees
Head of Translational Medicine, found in nine weeks.
The profile the client's previous firm said didn't exist in India. The mandate, the methodology, and what made the difference.
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412
Hires in 9 months
Novartis India · Hyderabad · 1,800 employees
Scaling an ER&D centre from 800 to 1,800 in nine months without dropping the quality bar.
How we ran four parallel hiring streams, kept retention at 91%, and what we'd do differently next time.
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−50%
Director decline rate
Top-five global bank · Bengaluru · 4,200 employees
Senior offers kept declining. The compensation wasn't the problem.
EVP audit, candidate-side intelligence, and the leadership content programme that halved the decline rate inside nine months.
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12→180
Headcount, 18 months
European industrial group · Pune · pre-launch
From the first leadership hire to a 180-person ER&D centre in 18 months.
The talent runway plan we built before site selection, the first fifteen hires that anchored the rest, and what happens when the BOT clock runs out.
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3
AI/ML leads, 6 weeks
US-headquartered AI startup · Bengaluru · 0–500 stage
Three AI/ML team leads in six weeks — for a company nobody in India had heard of.
No employer brand, no employee referral pool, no comp story. The intelligence work that came before the search and made it possible.
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22%
Below market band
Mid-cap Pharma GCC · Hyderabad · 1,200 employees
The comp band was 22% below market — and the client didn't believe it until they saw the data.
A two-week benchmarking engagement, a difficult HQ conversation, and a hiring plan that started landing offers within a month.
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−38%
Cost-per-hire
European insurance major · NCR · 3,100 employees
From 14 vendors to one RPO — and a 38% drop in cost-per-hire in the first year.
The transition was the hard part. How we ran it without breaking the existing pipeline, and what changed in month four when retention numbers started moving.
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3yr
Workforce model
Global SaaS leader · Bengaluru · 950 employees
The three-year hiring plan nobody had asked for — and that the CFO ended up presenting at the board.
Workforce planning grounded in placement data, not intuition. The ramp model, the cost projections, and the questions HQ stopped asking.
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120
Early-career, 12 months
German automotive OEM · Pune · 1,400 employees
Hiring 120 mechanical-engineering graduates and getting them productive in six months.
A two-cohort intake, a custom four-month training arc, and the retention rate that surprised the German leadership team.
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847
Profiles mapped
Singapore bank GCC · Bengaluru · 0–500 stage
Mapping the risk-tech talent pool in Bengaluru before opening a single role.
847 named profiles, salary distributions, attrition timing, and the four companies the client should be talking to first. Done in three weeks.
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BOT→3y
Build–operate–transfer
UK fintech scale-up · Hyderabad · 0–500 stage
A 60-person platform engineering centre, built on a BOT and transferred in three years.
From the first hire to the transition handover. What made the BOT model work here, and what we'd flag to a similar client now.
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48
Clinical ops, 5 months
US biotech · Bengaluru · 500–2,000 stage
Forty-eight clinical operations contractors stood up for an FDA submission window.
Time-bound, regulated, no second chances. The team, the timing, and the conversion rate to full-time when the project closed.
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The thinking behind the work
Read the intelligence layer.
The reports, signals, and conversations that informed how we ran most of the engagements above. All free to read.
Annual Report
The India GCC Talent Almanac 2026
120 pages of placement data, salary bands, attrition trends, and what we expect for the year ahead — the publication a CHRO can hand to their board without footnotes.
Monthly · The Signal
The Talent Radar — May 2026
Hiring velocity is up 18%, but the role mix has shifted — and most plans haven't caught up. Twelve charts, one observation page, and the data tables behind them.
The Build · Monthly podcast
CHROs and GCC heads on the record
Long-form conversations with the people running India's most consequential GCCs. The unvarnished version of how the work gets done.
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