Role calibration
We agree the outcomes the role must deliver in its first year, the must-have skills, the deal-breakers and the salary range before any sourcing begins.
Talent acquisition and employer branding
Bad hires, candidates who never join, and poor reviews online? Fix hiring and how the market sees you.
Every wrong hire costs months of salary, management time and team morale. Every offer that is accepted and then dropped restarts the search. And candidates now read your AmbitionBox and Glassdoor reviews before they read your job description. HRBS fixes the hiring process and your employer reputation together, so you can focus on running the business, not on hiring.
Does this sound familiar?
- New hires look strong in interviews and disappoint within three months.
- Agency invoices keep rising, but the shortlists still miss the brief.
- Candidates accept offers, then back out or simply don't turn up on the joining date.
- Interviews are cancelled at the last minute by candidates, or by your own managers.
- CVs claim experience that falls apart on reference checks, or after joining.
- Your ratings on AmbitionBox and Glassdoor are low, and good people quietly decline to apply.
- Attrition in the first year is high, so the same roles are hired again and again.
These are not separate problems. They come from unclear role briefs, unstructured interviews, weak follow-up between offer and joining, and an employer story that the market no longer believes.
What it costs you if nothing changes
A bad hire is paid for several times: the salary and agency fee, the manager's time spent correcting work, the customers or projects affected, and the cost of hiring again. Offer drop-offs push timelines back by weeks. Poor employer reviews raise the price of every future hire, because strong candidates either avoid you or ask for a premium to take the risk. Over time, the business adapts to mediocre hiring and treats it as normal.
What we do
Six levers that fix hiring and protect your reputation
Use them as a full recruitment partnership, or pick the levers that address your biggest gap.
Market mapping and search
Targeted search across India and international markets for professional, specialist and leadership roles, with a clear view of where the talent sits.
Structured interviews and scorecards
Every interviewer assesses the same competencies with the same questions, so decisions rest on evidence rather than gut feel.
Experience and background checks
Consent-based reference, employment and credential checks that catch inflated or fabricated experience before the offer, not after joining.
Offer-to-join follow-up
Planned touchpoints between offer and joining date, early paperwork, manager introductions and counter-offer preparation to reduce back-outs.
Employer branding
An audit of your AmbitionBox, Glassdoor, LinkedIn and careers presence, an honest response playbook, and fixes to the issues reviews point to. Protect your market reputation.
How the engagement works
- Hiring diagnostic. We review recent hires, drop-offs, time-to-hire, agency use, interview practice and your online employer ratings to find where the process leaks.
- Calibrate and plan. Role briefs, scorecards, interview panels and a hiring calendar are agreed with each hiring manager.
- Search and select. HRBS sources, screens and verifies candidates and shares weekly progress reports with clear status for every role.
- Close and join. We manage offers, follow up until joining, and hand new hires over to a structured onboarding plan.
- Repair the brand. We help you respond to reviews professionally, improve the issues behind them and tell a credible story on your careers channels.
A note on online reviews
We never write, buy or suppress reviews. Review platforms prohibit that, and candidates can tell. Lasting improvement comes from fixing what employees complain about, responding honestly, and encouraging current employees to share genuine experiences if they choose to.
Who this is for
Founders who are still personally doing first-round interviews, CHROs whose recruiters are stretched across too many roles, and businesses entering new markets that need specialist or leadership talent. If many of your exits happen within the first year, the cause may be inside the organisation rather than in hiring; our workforce productivity and culture engineering services address that side. For shopfloor and apprentice roles, see blue-collar hiring.
Why HRBS
We combine recruitment with the HR work that decides whether a hire succeeds: role design, performance expectations, onboarding and culture. That means fewer replacements, not just faster shortlists, and a market reputation that makes the next hire easier.
Free self-assessment
Where is your organisation most at risk?
50 questions, about 10 minutes. Get your HR implementation level and your top people-management risks instantly.
Often combined with
Related HR services
Talent Management & Workforce Productivity
Fix low output and low accountability with role restructuring, clear KRAs and a performance rhythm managers can run.
HR Consultancy & CHRO-as-a-Service
Culture Engineering and CHRO-as-a-Service to halt culture-driven attrition and build leaders, managers and capability.
Blue-Collar Hiring & Apprenticeship
Skilled shopfloor hiring and NAPS/NATS apprenticeship programmes that help control manpower cost and raise productivity.
FAQ
Global Talent Acquisition & Employer Branding FAQs
How do you reduce candidates backing out after accepting an offer?
We agree realistic offers based on the calibrated brief, keep regular contact between offer and joining, involve the hiring manager early, complete paperwork promptly and prepare for counter-offers. Drop-offs cannot be eliminated, but a structured follow-up plan reduces them.
Can you help us manage our AmbitionBox and Glassdoor reviews?
We help you improve your employer rating the right way: auditing what reviews say, responding professionally, fixing the underlying issues and presenting an accurate employer story. We do not write, buy, incentivise or remove reviews, as review platforms prohibit this.
How do you detect fake or inflated experience on CVs?
Through structured, evidence-based interviews and consent-based employment, reference and credential verification before the offer is released.
Do you hire outside India?
Yes. We support professional, specialist and leadership hiring for India and international roles. Employment terms, immigration and local legal requirements are confirmed with the relevant advisers for each market.
How is this different from a traditional recruitment agency?
An agency sends CVs. HRBS calibrates the role, structures selection, verifies candidates, follows offers to joining and works on the employer brand, so the focus is on hires who stay and perform.
Ready to cure the problem, not just the process?
One 30-minute call to understand the problem and agree a clear next step.