• Our first step is to understand your business, work culture, unique branding elements, and your true requirements.
• Our Sourcing executives identify the right talent pools available in the market and do headhunting (Headhunting source/ground is generated/chosen through our market intelligence database and Account manager’s info).
• Our Database Executives does the search from the existing database and job portal
• Technical Recruiters and Sr. Technical Recruiters do the employment branding to the sourced candidate.
• Account Manager validates the profile and forwards the same (if he/she is cent satisfied) to the client with the candidate’s relevant information such as present and expected salary, Skills, experience, relevant exp, Education etc.
• Request for feedback by the Account Manager.
• Interview scheduling by Account Manager
• Follow up by Account Manager
• Send weekly track sheet (covering all the information about each candidate sent for that week) by the Account Manager

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Just as different battles need different strategies, every requirement needs to be addressed with utmost care and focus. That’s why we treat each requirement/position as a unique challenge and then device a suitable strategy to bring the resources. We believe that the days of standard and prefixed methodology of sourcing profiles are over, and their worth pales into insignificance before the focused effectiveness.

The process of having strategy in place is due to understand our esteemed client and it’s culture well, its requirements are studied and analyzed well. This will bring result in eliminating our client organization’s time and effort.

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• 70000 active IT candidate profiles (Domestic)
• Job Portal Access (Monster, Jobsahead, Naukri) etc.

• Very Strong Domain expertise of Promoters

• Well connected network and contacts

• Very Good Market Intelligence.
• Fully integrated computerized system for the front and back office function.

Speed & Volumes

• We are able to move quickly, quite often filling a position within 1 - 2 weeks.
• We only place the top candidates, not a very large percentage of available candidates.
• Quite often the time span between one of these candidates coming into the market and disappearing from the market can be counted in days not weeks. Both the client and RecruitSmart need to move fast in such situations.
• We have the volume and capacity to accommodate any situation.

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At RecruitSmart, we have trained recruiters (irrespective of the exposure they bring) who makes our business a success. We have built-up the capacity to intervene not only across the technologies but also across domains from frontline software engineers to the executive levels.

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