The pillar that has been running long enough to have a rhythm.
Full-time placements for US employers, and the strategy work that decides what to hire, when, and whether a role should exist in the first place. It runs day to day without the founders in the room, which is the reason the other three pillars could start at all.
- Market
- United States
- Hire type
- Full time, permanent
- Owner
- [Named owner]
- Status
- Live today
What sits here
Three ways in.
Full-time US hiring
End to end search for permanent roles: definition, market read, shortlist, process design and offer. Built for the short offer-to-joining windows that at-will employment produces.
Read more →AdvisoryTalent strategy
The work before the requisition: which roles to open, in what order, what the market will actually pay, and which of them a current team member should be grown into instead.
Read more →EmbeddedEmbedded talent partner
One of our recruiters working inside your team for a fixed period, using your systems and your brand, when the volume is real but the headcount is not there yet.
Read more →How a search runs
Four stages, and a handover that does not go quiet.
Define the role against the market, not against the last job description
Most failed searches were lost here. We read the salary band, the supply and the competing offers first, then tell you if the role as written cannot be filled at that number. That conversation is cheaper before the search than six weeks into it.
Search and shortlist
A shortlist is a set of arguments, not a stack of resumes. Each person comes with why they fit, what the risk is, and what would make them say no, so your panel spends its time deciding rather than reading.
Process and offer
Interview loop design, feedback timing, and offer construction. In an at-will market speed is the constraint, so a slow panel is treated as a live risk rather than a scheduling detail.
Hand over into the joining window
The signature is the middle of the story. The candidate moves into a structured offer-to-joining process rather than a silence broken by one email the week before they start.
Two markets, two clocks
Why the same process cannot serve both.
The gap between a signed offer and a first day is the single largest structural difference between hiring in the United States and hiring in India. It changes what is possible, not just how long it takes.
| United States | India | |
|---|---|---|
| Employment basis | At-will in most states, with limited notice obligation | Contractual notice, commonly thirty to ninety days |
| Offer to first day | Often two to four weeks | Commonly one to three months |
| Main risk in that window | A counter offer or a faster competing process | A long gap in which circumstances and intentions change |
| What the process must do | Move quickly and close cleanly | Stay in useful contact without becoming noise |
These are working generalizations about hiring practice, not legal advice, and employment law varies by state and by contract. Anything with legal consequence should be checked with counsel in the relevant jurisdiction.
Questions
Asked before the first call.
What kinds of roles do you place?
[Role families and seniority bands to confirm]. What is consistent is that these are full-time, permanent hires where a bad placement costs the employer more than the fee, which is why the process is built around definition rather than volume.
How do you charge?
[Fee model, percentage or fixed, and any guarantee period to confirm]. We would rather state this plainly on a public page than make you ask for it.
Do you work with candidates in India for US roles?
The two markets are served as two markets. Cross-border placement introduces visa, tax and employment questions that we do not answer casually. If a specific case comes up, we say what we can verify and what we cannot.
What happens between the signed offer and the first day?
Historically, very little from anyone, which is the reason pillar two is building software for that window. Pillar one hands the candidate into that process rather than going quiet.
The other three
Running in parallel, not in sequence.
Start somewhere
Have a role you have been carrying too long?
Send us the role and the constraint. If we think it cannot be filled at that number, we will say so before you spend anything.