How Embedded RPO works
We become your in-house talent function. Every search is run by us, every process owned by us, and every shortlist delivered under your brand — candidates experience your company, not an agency.
You pay one flat monthly fee regardless of how many people you hire. For a company making six leadership hires a year, that typically costs a fraction of contingency or retained fees on the same volume.
Who it suits
- GCCs scaling in India — hiring across finance and engineering simultaneously
- PE-backed companies under pressure to build a leadership team quickly
- Fintech and tech scale-ups post-raise, with a defined hiring plan for the year
- Any company where agency spend has become unpredictable
What is included
- End-to-end ownership: brief, market mapping, screening, interviews, offer, onboarding
- 48-hour shortlist SLA on every role
- One dedicated senior partner — not a rotating team of resourcers
- Employer-brand support and candidate experience under your identity
- Regular hiring analytics and market intelligence
Six leadership hires on contingency at 15–22% each is a large and unpredictable number. The same six under a flat retainer is a line item you can plan around.
Getting started
We begin with a short call to understand your hiring plan for the next twelve months, then propose a retainer level based on volume and seniority. There is no long lock-in — the model only works if it is visibly cheaper and faster than what you were doing before.
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