Role and organisation diagnosis
- Clarify the business outcome the role owns
- Review structure, reporting line, pay band and decision rights
- Agree a candidate scorecard and what is non-negotiable
HR consultants and executive search partner
Executive search firm in India
Leadership hires change a business for years. HRBS starts with the role and the organisation around it, runs a confidential, evidence-based search, and supports the hire through onboarding and the first months.
- HR consultants first
- Confidential by design
- Replacement guarantee
- Data kept in our IT environment
Is it the right fit?
Is executive search the right route for your senior hire in India?
Most failed senior hires fail before the search starts: the role was unclear, the pay was off-market, or the reporting line was unsettled. As HR consultants, we test the brief first and tell you if an internal move, a redesign or a pause is the better answer.
For senior hiring across a wider talent plan, see Global Talent Acquisition. For the leadership bench you already have, see Talent Management.
Executive search is a strong fit when…
- A CXO, VP, director or business-head role is open or about to open
- The role needs a confidential approach, for example a replacement or a restructure
- Your own network and job postings have not produced a credible slate
- You want an independent view on role design, pay and the candidate market
- A succession plan needs an external benchmark
- You are an MSME or growing business making a first senior hire and want employer review and employer-brand support alongside the search
Look at other routes when…
- The role is not yet defined, or the mandate and reporting line are still under debate
- An internal successor is ready and a search would only delay the decision
- The budget for the role is far from the market and cannot be revisited
- You need volume hiring, not a single senior role (see recruitment process outsourcing)
Our role
HR consultants who search: how HRBS runs leadership mandates in India
HRBS is an HR consultancy that recruits senior talent. The consulting step comes first: we make sure the role, the pay and the organisation are ready for the right person.
Mapping, approach and assessment
- Map the market and approach candidates in confidence
- Structured interviews based on the scorecard and reference checks
- Regular written updates on pipeline and market feedback
Closing, onboarding and check-in
- Support on offer structure and negotiation
- Onboarding plan for the first 90 days
- A structured check-in after joining, plus HR advisory support
How we work: HRBS acts for the hiring organisation. Fee terms are agreed in writing before a mandate starts. Where a role is better served by an internal move or by another firm, we say so. Candidate and client information is treated as confidential.
Scope
What an executive search with HRBS includes
Scroll to move through the stages of a mandate. Each card shows what the stage covers and what HRBS does. Scope is fixed in writing for each mandate.
Role and context diagnosis
Turn a job title into a clear leadership mandate the market can respond to.
- Business outcomes and first-year priorities
- Structure, reporting line and decision rights
- Pay band compared with the market
- Internal candidates and succession context
HRBS does: Run structured sessions with the sponsor and key stakeholders and write the brief.
Candidate scorecard
Agree in advance what good looks like, so shortlisting is evidence-based.
- Must-have and nice-to-have criteria
- Leadership and behavioural expectations
- Sectors and companies to approach, and those to avoid
- Interview and decision process
HRBS does: Draft the scorecard and the search specification for your approval.
Market mapping
Understand who is in the market and what it will take to move them.
- Target companies and roles
- Compensation benchmarks and notice-period realities
- Early market feedback on the brief
HRBS does: Map the market and report what it says about the brief, including if the brief needs to change.
Confidential outreach
Approach candidates discreetly and represent your organisation accurately.
- Candidate-facing role pitch
- Confidential approach to passive candidates
- Conflict and off-limits checks
HRBS does: Make the approaches, qualify interest and manage candidate communication.
Structured assessment
Compare every candidate on the same scorecard.
- Competency-based interviews
- Written profiles mapped to the scorecard
- Reference checks with candidate consent
HRBS does: Interview, assess and present a shortlist with a written view on each candidate, including risks.
Shortlist and interviews
Run the client interview process without losing candidates to delay.
- Interview scheduling and feedback loops
- Panel preparation
- Candidate questions and concerns handled
HRBS does: Coordinate the process and keep both sides informed.
Offer and negotiation
Structure an offer that is fair and that the candidate can accept.
- Offer components and approvals
- Notice period and joining plan
- Counter-offer preparation
HRBS does: Advise on offer design and support the conversation between both parties.
Onboarding and check-in
Help a senior hire land well.
- First-90-day plan with the sponsor
- Stakeholder introductions
- A structured check-in after joining
HRBS does: Support the plan and hold a check-in with hire and sponsor, then advise on any follow-up.
Confidentiality and data
Confidentiality, candidate data and AI use in leadership search
Senior searches involve sensitive information about your business and about people. This is how HRBS handles it.
How mandates are protected
- Written confidentiality terms agreed for every mandate
- Named contacts and need-to-know access
- Anonymous role descriptions when a search is confidential
Where information lives
- Candidate and client data is handled within HRBS's own IT environment
- Access limited to the team on the mandate
- Data is retained and deleted according to the policy agreed with you
How AI is used
- Where AI tools assist, we use standard AI models inside HRBS's IT environment only
- AI supports research and drafting; people make hiring judgements
- Candidate and client data is not shared outside that environment for AI use
This is a description of our working practice, not legal advice. HRBS is an HR consultancy, not a law firm; legal opinions are provided by qualified counsel.
Why HRBS
Why choose HRBS for executive search in India
We are HR consultants first. That is why our searches begin with the role and the organisation, and end with a leader who is settled and supported.
01
HR consultants first, with 25+ years of combined team experience
We started as an HR consultancy: policy, process, compliance and people practices. Search and staffing mandates are shaped by that practice, not run as CV forwarding.
02
Diagnosis before search
We test the role for fit with your strategy, structure and pay before approaching a single candidate, so the brief is one the market can actually fill.
03
Confidential by design
Named contacts only, need-to-know access and written confidentiality terms for every mandate.
04
Data stays inside our environment
Candidate and client data is handled within HRBS's own IT environment. Where AI tools assist, we use standard AI models inside that environment only.
05
Honest about limits
We tell you when a role is unrealistic, when a search should wait, or when an internal move is the better answer. We do not promise timelines or outcomes we cannot control.
06
Advice that continues after the offer
Onboarding, a structured check-in and HR advisory support help a senior hire settle, because a leadership hire is only a success once it holds.
What you get
Executive search deliverables, engagement model and what you decide
What HRBS delivers, how a mandate is structured, and where your decisions sit.
What HRBS hands over
- Role and context diagnosis with a written brief
- Candidate scorecard and search specification
- Market map and compensation benchmark summary
- Shortlist with written assessments and reference checks
- Offer design advice and onboarding plan
- Post-joining check-in note
How a mandate is structured
- Scope, stages and responsibilities agreed in writing before work begins
- A named lead for the mandate and regular written updates
- Fee terms agreed in writing up front; ask us for the options that suit the role
- Replacement guarantee of 30, 60 or 90 days depending on the role profile, set out in the written agreement
What stays with you
- Role definition, pay and the final hiring decision
- Interview panel and timing
- Offer approval and joining terms
- Legal terms of employment, with your own counsel
For MSME clients
Executive search support for MSME and growing businesses in India
Many MSMEs make their first senior hire without a recruiting team, a defined pay structure or a visible employer brand. HRBS adds three things around the search so the hire can succeed in a smaller organisation. Scope and effort are agreed in writing to suit your size, and each can be taken on its own or with a search.
Hiring-readiness review
- Review of the role, scope and reporting line for the stage your business is at
- Review of the pay band and the offer structure in the market context
- Review of how decisions, authority and onboarding will work for the new leader
- A short written note on what to fix before the search and what can wait
Employer review support: AmbitionBox, Google and others
- Review how your organisation appears on AmbitionBox, Google and similar platforms
- Claim and complete company profiles with accurate, current information
- A fair, voluntary process for inviting honest feedback from current and former employees
- Professional, factual replies to reviews, and a summary of review themes with suggested HR actions
Employer-brand level support
- A clear role pitch and company story that candidates can understand
- Content for the careers page, job description and outreach messages
- Guidance on your LinkedIn company presence and how candidates will see your business
- Simple, honest statements of what you offer, built on what is true today
HRBS does not write, buy or post reviews on anyone's behalf, and does not promise ratings; review platforms have their own rules, and feedback must come from real employees. Employer-brand support builds on what your organisation actually offers. Fee terms are agreed in writing before work begins.
How it runs
Executive search in India: from first call to onboarding
Stage 1
Brief and diagnose
A first conversation with the sponsor, then structured sessions to clarify the outcome the role owns, the structure around it and the pay.
Stage 2
Scorecard and plan
We agree the scorecard, the search specification, confidentiality terms, timeline assumptions and communication rhythm.
Stage 3
Map and approach
Market mapping and discreet outreach, with early feedback on whether the brief needs to be adjusted.
Stage 4
Assess and shortlist
Structured assessments, references with consent and a written shortlist with a view on each candidate.
Stage 5
Interview and offer
We coordinate the process, advise on the offer and support both sides to a clear decision.
Stage 6
Onboard and check in
A first-90-day plan and a structured check-in after joining, with HR advisory support available after that.
Questions
Executive search in India: frequently asked questions
What is executive search and how is it different from regular recruitment?
Executive search is a targeted, confidential approach to filling senior roles such as CXO, vice president, director and business head. It focuses on mapping the market and approaching candidates who are not actively applying, with a structured assessment using a scorecard. Regular recruitment relies more on applications and job postings.
Which roles does HRBS search for?
Leadership and senior specialist roles, including CXO, vice president, director, business head and function head positions. During the first conversation we confirm whether the role and sector are a good fit for our network and approach, and we say so if another firm would serve you better.
Is the search confidential?
Yes, confidentiality is built into how we work. Terms are agreed in writing for each mandate, access is limited to the people working on it, and approaches can be made without naming your organisation until a candidate is qualified.
How is candidate and client data handled?
Candidate and client information is handled within HRBS's own IT environment, with access limited to the team on the mandate. Where AI tools assist, we use standard AI models inside that environment only, and people make the hiring judgements.
How long does an executive search take?
It depends on the role, the sector and how quickly decisions are made on your side, so we do not promise a fixed timeline. After the diagnosis and market map we can give you a realistic range for your specific role, and we update it as the search progresses.
How does HRBS charge for executive search?
Fee terms are agreed in writing before a mandate begins and depend on the role and the engagement structure. Speak to us and we will set out the options that suit your requirement.
What if the hire does not work out?
HRBS offers a replacement guarantee of 30, 60 or 90 days, depending on the profile of the role, and the exact terms are set out in the written agreement for the mandate. Our structured onboarding plan and post-joining check-in are designed to reduce the chance of needing it.
Do you support MSME clients with executive search?
Yes. For MSMEs and growing businesses we can add a hiring-readiness review of the role, pay band and onboarding; support with how your organisation appears on employer-review platforms such as AmbitionBox and Google; and employer-brand support such as a clear role pitch and careers content. These can be taken on their own or alongside a search, with scope agreed in writing to suit your size.
Can you help with succession planning as well as external search?
Yes. As an HR consultancy, we can help assess your internal bench and succession plan, and use an external search as a benchmark or to fill gaps. See our talent management and fractional CHRO services for the wider picture.
What do you need from us to begin?
A conversation with the sponsor of the role, the current organisation structure around it, the pay range you have in mind, and any internal candidates. With those we can complete the diagnosis and agree the scorecard.
How does your executive search relate to the rest of HRBS's services?
A leadership hire connects to pay, performance and the organisation around it. HRBS can support the role design, onboarding and performance framework through our talent management and HR consultancy services, so the hire is set up to succeed.
Related HRBS services
HR services that support a leadership hire
Talent acquisition
Global Talent Acquisition
Hiring across levels and geographies, with employer branding support.
Employer brandEmployer Branding and Talent Acquisition
Make senior roles more attractive to the people you want to approach.
PerformanceTalent Management
Goals, reviews and succession for the leaders you already have.
AdvisoryFractional CHRO and HR Consultancy
Senior HR leadership for role design, pay and organisation questions.
PayrollPayroll Outsourcing
Accurate payroll for the new hire from the first month.
DiagnosticHR Self-Assessment
Assess your people-management risk exposure before a senior hire.
Next step
Discuss your leadership search with HRBS
Talk to HRBS, your HR consultants and executive search partner in India. One 30-minute call to understand the role and agree a clear next step, with fee terms set out in writing before any mandate begins.
HRBS acts for the hiring organisation. Search outcomes depend on the role, the market and decisions on both sides, and are not guaranteed. This page is a general description of our approach and not legal advice.