Four stages — source, match, vet, manage — and the fourth is the one most agencies do not offer. After the person joins, payroll, IT, employment contracts and HR duties stay with us rather than landing on a team that has not hired in India before.
The published size of the technical CV pool sourcing draws on.
HR, tax, payroll and legal people who carry the post-hire work rather than referring it out.
Source, match, vet and manage — with the fourth continuing after the joining date.
Novice, intermediate and expert, each with a written definition rather than a title band.
Permanent staffing covers roles you intend to keep. Sourcing draws on a pool of more than 250,000 pre-vetted technical CVs and is targeted at the role rather than at a job board; matching works against the requirement and skill criteria you set; and vetting means background checks, skill assessments and reference verification before anyone reaches your shortlist.
The distinctive part is what happens after the offer is accepted. Payroll, IT support, employment contracts and HR duties are carried by more than 100 in-house HR, tax, payroll and legal specialists, so the hire integrates into your team without your team acquiring an employment-administration problem. Candidates flow into the Pitch N Hire applicant tracking system, and the HRMS picks the record up once an offer is accepted, so onboarding does not start from a blank form.
The talent pool is sorted into three declared tiers rather than described by title: novice, where the person is early and needs mentoring; intermediate, with experience and appetite for more responsibility; and expert, seasoned enough to lead and set direction. You interview the shortlist yourself — the service produces candidates and takes care of the machinery, not the decision.
What you receive, from the brief through to the payroll run six months later.
Search against the role from a pool of more than 250,000 pre-vetted technical CVs, with the requirement and skill criteria analysed first so matching is against your expectations rather than against a keyword.
Background checks, skill assessments and reference verification run before candidates reach you — the same verification service sold separately, applied here as part of the placement.
Candidates arrive assessed against the role through the group's own applicant tracking and interview software, so you review qualified people rather than raw résumés. The hiring decision stays yours.
Payroll management, employment contracts, IT support and HR duties continue after the joining date — the only Pitch N Hire service whose published scope extends past the placement.
Candidates enter the ATS pipeline you screen in, and the HRMS picks the record up when the offer is accepted, so nothing is retyped between hiring and employment.
Novice, intermediate and expert, each defined in writing, so a brief can be pitched at the seniority the work needs rather than at the title the budget allows.
Five published steps, and they are stages rather than a schedule — no day counts are promised.
An initial conversation to understand the shape of the hire and whether permanent is the right model at all — contract or augmentation is sometimes the honest answer.
The role, the skills, the seniority tier and the context it will be worked in. The solution is scoped to that brief rather than to a standard package.
Search from the pre-vetted pool against your criteria, with the requirement analysis done first so the shortlist reflects the role as you described it.
Background checks, skill assessments and reference verification before the shortlist reaches you. You then interview the professionals who cleared it.
Onboarding into your workflow, then payroll, contracts, IT and HR carried on afterwards for as long as you want them carried.
Three buyer groups, all with the same underlying problem: a long-run role and no appetite to build hiring and employment infrastructure for it.
Roles you intend to keep for years, where the cost of a bad hire is measured in quarters and the vetting matters more than the speed.
Teams where the manager is doing the sourcing between their actual job, and where a vetted shortlist saves more time than any tool would.
Companies who want Indian technical talent without standing up local hiring, payroll and compliance capability of their own — which is what the fourth stage exists for.
What is not published, and what belongs elsewhere. The first item matters most.
Payroll, IT support, employment contracts and HR duties continue with us, carried by in-house HR, tax, payroll and legal specialists. It is the part of the service that keeps running after the placement fee conversation is over.
Background checks, skill assessments and reference verification, against the role's stated requirements, before anyone reaches your shortlist. The verification uses the same service that is sold separately, so the standard is the same.
It is not published, and we would rather say so than invent a number. Pricing varies by requirement, role complexity, responsibilities and market demand, and is quoted after a scoping conversation.
India's national talent pool, which is where the sourcing capability actually is. We do not operate offices or employ people locally in other countries, and any service that implies otherwise is describing something we do not do.
Permanent staffing is for roles you intend to keep and build a stable core team around. Contract staffing is for seasonal, interim or project work, priced and structured for a defined period rather than an indefinite one.
We state alignment rather than certification. A SOC 2 Type II audit is in progress with its controls already in place, the ISO 27001 information-security management system is live with certification in progress, and GDPR and India DPDP controls are in place with a data-processing agreement on request.
Talk to the group and a senior lead scopes it in writing, or go straight to the service's own site and look at it yourself. Neither route commits you to the other.
Name the number you need to hit. A senior lead replies within one business day and a costed plan follows within three working days.
The service page itself, with the four stages, the three talent tiers and the published figures set out in full.
Everything the group sells around Permanent staffing — the company that delivers it, the nearest siblings, and the full list.