Better hiring decisions start before the first CV is shared. Explore our perspectives on mid-senior recruitment, executive search, and shortlist quality across India.
The cost of a wrong mid-level hire is rarely visible as one line in a budget. It accumulates across recruitment, management time, team productivity, lost momentum and the cost of starting the search again.
Both models help companies hire. The difference is not simply seniority—it is how the talent market is searched, how candidates are approached and how much depth the mandate requires.
There is no universally correct number of days for a mid-senior hire. The better question is whether each stage of the process is adding useful information—or simply adding delay.
Choosing a recruitment partner for an important hire should not begin with the size of their database. It should begin with one question: can this partner understand the role well enough to improve the quality of your hiring decision?
Recruitment can look productive when the inbox is full. But a large candidate pipeline is not the same as a strong hiring process. For important roles, relevance usually matters more than volume.
For permanent hiring in India, recruitment agencies usually charge the employer a success fee linked to the selected candidate’s annual compensation. But the percentage alone tells only part of the story—the hiring model, role difficulty, fee base, replacement terms and payment trigger can materially change what the company is actually buying.
Executive search is not necessary for every senior vacancy. It becomes valuable when ordinary sourcing is unlikely to reach the people the business needs—or when the importance, sensitivity or scarcity of the role justifies a more targeted search.
