India Talent Acquisition for Global Capability Centers
Source, screen, and hire top-tier professionals across six Indian cities. Average time from approved requisition to accepted offer: 6-8 weeks for mid-level roles. Our recruiting team operates embedded inside your hiring process, using your brand and your offer letters.
How We Find Your India Team
A recruiting process that puts quality and cultural fit ahead of speed to fill.
Requirements Definition
We work with your hiring managers to define role specifications, technical requirements, compensation bands, and cultural fit criteria.
Sourcing & Outreach
Our recruiting team sources candidates across six Indian cities using job boards, professional networks, campus partnerships, and our proprietary candidate database. AI-assisted screening pre-qualifies candidates against your technical requirements and compensation bands before a recruiter touches the profile.
Screening & Assessment
Technical screenings, behavioral interviews, and skills assessments are conducted against your criteria. Only qualified candidates reach your interview panel.
Interview Coordination
We coordinate interviews across time zones, manage candidate communications, and handle offer negotiations, all using your company brand.
Onboarding & Integration
New hires are onboarded into your processes, systems, and culture. We design onboarding programs that accelerate time to productivity.
Requirements Definition
We work with your hiring managers to define role specifications, technical requirements, compensation bands, and cultural fit criteria.
Sourcing & Outreach
Our recruiting team sources candidates across six Indian cities using job boards, professional networks, campus partnerships, and our proprietary candidate database. AI-assisted screening pre-qualifies candidates against your technical requirements and compensation bands before a recruiter touches the profile.
Screening & Assessment
Technical screenings, behavioral interviews, and skills assessments are conducted against your criteria. Only qualified candidates reach your interview panel.
Interview Coordination
We coordinate interviews across time zones, manage candidate communications, and handle offer negotiations, all using your company brand.
Onboarding & Integration
New hires are onboarded into your processes, systems, and culture. We design onboarding programs that accelerate time to productivity.
How the Funnel Works
For every 500 candidates identified, approximately 8 make it through our screening process.
Illustrative funnel for a typical 8-person engineering hire
Talent Acquisition Services
Six-City Recruiting
Recruiting operations across Vadodara, Pune, Mumbai, Hyderabad, Bengaluru, and Noida, each chosen for specific talent concentrations.
Your Brand, Not Ours
Candidates see your company name on job postings, interview invitations, and offer letters. They join your team, not ours.
Campus Partnerships
Relationships with top engineering and business schools across India for campus recruiting and early-career talent pipelines.
Market Intelligence
Compensation benchmarking, market mapping, and talent availability reports for informed hiring decisions. Our market data is continuously updated using AI-aggregated salary signals across six cities.
Why Clients Choose Our Recruiting
Full-cycle recruiting from sourcing through onboarding
Access to talent pools across six Indian cities
Compensation benchmarking against current market data
Engineering, finance, operations, and compliance talent
Campus recruiting partnerships with top Indian universities
Onboarding program design tailored to your culture
90-day check-ins to ensure new hires are integrating and performing against expectations
When This Service Is the Right Call
And when it is not. We would rather scope out than scope around.
Best fit
- You know which roles you need and can articulate the bar, even if the job descriptions need work.
- Your hiring managers will make time to interview. Candidate experience collapses without it, and so does quality.
- You want the hiring bar to be yours rather than inherited from a vendor’s bench.
- You are hiring into a function that will keep hiring, so the pipeline and the employer story compound.
Not a fit
- You need a body in a seat next week and quality is negotiable. That is a staffing purchase, not this.
- The role is genuinely undefined. We will help shape it, but we cannot recruit against a brief nobody agrees on.
- No one on your side can interview for the next several weeks. The process stalls at the point that matters most.
- You want us to make the hiring decision. We do not. Every offer decision is yours.
Process and Responsibilities
Every line below is either yours or ours. Nothing is left to be assumed at kickoff.
| Activity | Your company | Reliable Group |
|---|---|---|
| Role intake | Defines the bar, the must-haves and the trade-offs, and names the hiring manager. | Runs the intake session, converts it into a calibrated brief and a scorecard, and tests it against the market. |
| Location strategy | Approves the city or cities. | Recommends based on talent depth for that specific role family, competitive density, and cost, with the trade-offs stated. |
| Salary calibration | Approves the band. | Provides current market data for the role, level and city, and flags where the band will not clear the market. |
| Sourcing | Reviews and gives feedback quickly enough to keep candidates warm. | Sources, screens and presents a shortlist against the scorecard. |
| Assessment | Interviews every candidate you would hire. This is a right, not a formality, and we will not bypass it. | Coordinates the loop, runs first-round screening, and structures the debrief. |
| Offer | Makes every offer decision and approves the terms. | Extends, negotiates within your approved band, and manages counter-offer risk. |
| Onboarding | Owns the work, the manager relationship and the first-90-days plan. | Handles documentation, background verification, equipment, access requests and the administrative start. |
What You Receive, and How Often
- Calibrated brief and scorecard
- The role as the market actually reads it, with the interview scorecard your panel will use.
- Market calibration
- Current compensation data for the role, level and city, with the sources and the date, so it can be re-tested later rather than trusted indefinitely.
- Hiring dashboard
- Pipeline by stage, time in stage, offer and acceptance status, source effectiveness, and where the process is actually stuck. Refreshed weekly.
- Candidate data handling
- Candidate information is processed for the role it was collected for, retained for the period you specify, and not reused across clients. Your privacy notice governs.
- Employment facts
- Under COPO the employee is hired under your entity and you are the employer. Under FLEXI, Reliable Group employs during the proof period, with conversion terms agreed before you start. We state which applies per role before sourcing begins.
- Replacement position
- Where a hire leaves inside an agreed early window for reasons within our control, we re-run the search on the original terms. The window and the exclusions are written into the agreement rather than implied.
What Can Move a Date
Timing on this work depends on things neither of us fully controls. Naming them up front is how a plan survives contact with reality.
Need to Build Your India Team?
Tell us the roles you need filled, the cities you prefer, and your timeline. We will start sourcing within days.