Take a Look at Our case Studies - Success Stories
Take a Look at Our Case Studies - Success Stories
Trusted Recruitment Agency with 15+ Years of Industry Expertise
Over the past 15 years, we have been connecting top talent with exceptional employers across multiple industries. Recruiters at our firm have a deep understanding of industry-specific hiring trends and provide customized recruitment solutions.
Companies Who Love DRM
Companies Who Love DRM
Recruitment Success Stories from Real Clients
One of India’s most trusted online pharmacies & medical stores offering pharmaceutical and healthcare products.
Dr. Dhaval Shah
Co-founder – Pharmeasy
Roles
Engineering (SDE 1, 2, Tech Leads, CTOs)
Challenge
They expanded the team but could not internally close positions.
How did we help them?
We deployed a tech recruiter with four years of technology recruitment experience. Pharmeasy being a more prominent organization with multiple rounds of interviews, we ensured we got a SPOC who was super aggressive with profile and interview feedback.
We set up daily calls with the SPOC to discuss the pipeline of the roles. Round 1 was scheduled and conducted within 24 hours of the profile being shortlisted. In addition, multiple recruitment drives were conducted on Saturdays to interview candidates across all levels and to push the numbers.
We had an email ID created for the recruiter deployed; this gave her access to the hiring managers and discussed challenges if there was a delay in the process.
Result
Since we followed a strict timeline, we could close four engineers in a month whose CTC ranged from 25 LPA and above. They hired them at the cost of only INR 2,50,000!
Success
The client continued to renew the service for a year.
Celigo is an automation company that offers an Intelligent Automation Platform (iPaaS) that helps organizations connect apps, automate workflows, and streamline operations across cloud-based systems.
Jan Arendtsz
Founder & CEO – Celigo
Roles
Senior Engineering Manager, Staff Software Engineer, AI/ML Engineer, Engineering Manager, Senior Software Engineer, Product Designer.
Requirement
While managing aggressive timelines and internal bandwidth limitations, Celigo needed to fill niche and leadership roles across QA, engineering, and AI/ML. The company wanted a partner who could deliver top-tier talent quickly, with cultural alignment, and efficiently.
How did we help them?
To meet these challenges and deliver high-quality results, we implemented a strategic, high-touch hiring approach focused on alignment, personalization, and efficiency. An experienced technical recruiter with experience in senior and niche roles was deployed to serve as a trusted advisor in addressing both technical and cultural issues.
A single point of contact (SPOC) model was implemented to ensure seamless communication with Celigo’s talent acquisition and engineering leadership.During our precision sourcing, we focused on targeted pipelines, quality referrals, and personalized outreach in order to attract top-tier candidates.As strategic partners, we managed candidate expectations, guided compensation negotiations, and ensured smooth offer closures.
By working closely with Celigo’s structured interview process, we coordinated multi-panel interviews, provided feedback within 45 minutes, and ensured that updates were transparent. During our 3-year partnership, including a focused 3-month sprint, we consistently achieved predictable, high-impact hiring results.
Result
In just three months, we closed six senior-level positions. In addition, we recruited and closed high-value roles such as Software Engineer, Engineering Manager, and Senior Software Engineer (₹1 Cr each), and a Product Designer (₹70 L).
Success
Built a long-term partnership and a trusted relationship with Celigo that has lasted over 3 years
A media agency based in Singapore, providing end-to-end digital advertising solutions to their clients.
Deepak Goel
Founder & CEO – Drizzlin
Roles
Community Managers, HR Managers, Business Development, Media Buying, Media Planning, Performance Marketing, Marketing Analytics, Content & raphic Designers.
Requirement
Drizzlin Media, active across Southeast Asia, needed to hire in Singapore, Malaysia, India, New Zealand, the Philippines, Indonesia, Thailand, and Sri Lanka to support growing projects and fully committed teams.
How did we help them?
We deployed a non-tech recruiter to the organization who had experience of working earlier with Digital Agencies and closed roles. However, the organization did not have an HR to formulate the JDs and no strategies to close positions across countries.
Having premium access to various job portals – we identified potential candidates by thoroughly prescreening them and taking an initial round of interviews. Only the shortlisted ones were forwarded to the Founder, who took the last round of discussion and closed on the best hires.
Since the roles were similar across regions, we could reach out to maximum candidates in a day via LinkedIn messages, Naukri mass mailers, Whatsapp, etc., for inhouse applicants. We even asked the team to post jobs on their LinkedIn page. The recruiter would shortlist the in-house applicants and help the team close roles.
Result
We closed the South East Asian roles in just a month since the recruiter took the initial round of interviews, followed by the founders round, which was scheduled within 36 hours of sharing the profiles. Every alternate day, calls were set up to discuss each profile and why they were shortlisted.
Success
The client continued to renew for a year and keeps coming to us whenever the need arises. They closed international roles at just INR 2,00,000 per month!
Velocity offers revenue-based financing to D2C and eCommerce brands in India.
Abhiroop Medhekar
Co-founder & CEO – Velocity
Roles
B2B Sales, Customer Success Managers, Product Managers, Key Account Managers, Growth Managers, Debt Partnerships, Strategic Partnerships & Alliances.
Requirement
Velocity had multiple roles open for each position mentioned above. They had just one in-house recruiter who specialized in tech recruitment. They had to close these positions within a quarter.
How did we help them?
We deployed a Non-Tech recruiter to the organization, which helped them with end-to-end recruitment – from Sourcing, Prescreening, and Scheduling the interviews.
Velocity had given access to the recruitment portal they use to the recruiter, where she was also responsible for prescreening the in-house applicants and processing them ahead.
As a fintech organization with a focus on senior roles, headhunting was the key to success. All candidates either from competitor companies or within the same industry were market-mapped and approached.
A tracker was maintained to track the applications of each candidate at different interview stages. Assignments were given to the candidates on the same day they were shortlisted, and through aggressive follow-ups, duties were shared by the candidates.
All the interview rounds were finished in a week, giving us a chance to have backups for each role in case candidates backed out during joining dates.
Result
We were able to close critical roles in a month. Candidates from PAN India were reached out to, allowing us to reach out to maximum candidates and close positions, keeping in mind the quality.
Success
The client continued to renew for the next two months since multiple positions were open for each role.
A digital advertising agency that develops products and programs to help retailers succeed.
Adam Zimmerman
Co-founder – Ideal™ by Design House
Roles
Data Engineer, Senior QA Engineer, Data Analyst, Full Stack Developer, Front End Developer, Back End Developer, Web Developer
Challenge
They needed a comprehensive tech team in Bangalore to support their growing business. Despite internal recruitment efforts, they failed to fill several key positions on time.
How did we help them?
Our hiring process was designed to meet the specific requirements of Designhouse, a US-based company building its technology team in Bangalore. They were looking for candidates with product-specific backgrounds based in Bangalore only. For this purpose, an experienced tech recruiter was deployed, who worked closely with the VP of Engineering, who was directly responsible for building the team locally.
Considering the lean setup, coordination was of utmost importance. We created a dedicated email address for the recruiter to enable seamless communication between the recruiter and internal stakeholders. The recruitment manager worked closely with the Vice President, conducting weekly catch-up calls to align on hiring priorities, role requirements, and interview feedback.
The selection process itself was structured but flexible. We began with an introductory call, followed by a technical and problem-solving assessment test. Shortlisted candidates then proceeded to a technical round and went on to a problem-solving round that reflected real-world challenges. Using Naukri and LinkedIn, we actively recruited candidates, focusing on their relevance, experience, and location. Through a targeted approach, tight process management, and direct communication with decision-makers, we were able to attract and engage the right talent in a highly competitive market.
Result
Despite the key challenges, we extended 14 offers in six months, with 10 accepted. As we were building an entirely new team in Bangalore, we exclusively recruited there. The hiring process was simplified, and we attracted top talent by clearly communicating our vision.
Success
The client was impressed with the quality and efficiency of the delivery, so he decided to extend the engagement for another six months.
Serko is an international travel and expense management technology company headquartered in New Zealand.
Darrin Grafton
CEO – Serko
Roles
Office Manager, TA co-ordinators, TA sourcers, TABPs.
Requirement
An extremely well-known company with its head office in Auckland was looking to grow its team in India.
How did we help them?
Located in Auckland, New Zealand, Serko, a travel and expense management company, was looking to expand its talent acquisition operations in India. The company lacked a structured TA team, particularly for non-technical positions such as Office Managers, TA Coordinators, TA Sourcers, and TA Business Partners (TABPs).
In order to bridge this gap, we deployed a seasoned recruiter with over three years of experience in the Indian hiring market. In her previous experience, the recruiter had worked in various digital agencies, which gave her a strong understanding of talent dynamics and cross-border collaboration. The recruiter worked closely with stakeholders in both India and New Zealand to fully understand the requirements of the role, the culture fit, and the expected timelines.
A recruiter played an important role in formulating job descriptions, aligning hiring strategies, and managing end-to-end coordination. With premium access to platforms such as LinkedIn, Naukri, and other sourcing tools, the recruiter identified, screened, and interviewed candidates proactively. We shared only high-quality, prescreened profiles with Serko’s internal teams, ensuring time efficiency and quick decision making.
Result
Within weeks, we were able to close a number of junior and senior Talent Acquisition positions for Serko. Candidates went through a two-stage selection process, an initial screening by our recruiter followed by a final interview with Serko’s leadership team.
Success
For the following three months, the client renewed the agreement and is continuing to do so
Xneeti is a technology platform to help Indian sellers and manufacturers scale their business in international markets.
Prateek Goyal
Co-founder – Xneeti
Roles
Demand Generation Manager, Business Development Manager.
Requirement
As the company was in its early stages and had very few employees, it required assistance in the recruitment process.
How did we help them?
A growing startup, Xneeti, was building its foundational team when it needed urgent assistance in hiring two key business functions – Business Development Manager (BDM) and Demand Generation Manager (DGM). Since the company had a lean internal setup and limited recruitment resources, it was in need of a reliable partner to assist it in scaling its team quickly and efficiently.
Due to the importance of early-stage hiring, we deployed a dedicated non-tech recruiter with a strong background in sales and marketing. Within a short time, the recruiter gained a deep understanding of Xneeti’s business model, ideal candidate profile, and cultural expectations. Because the company lacked a formal HR structure or documented job descriptions, our recruiter defined role requirements, created comprehensive job descriptions, and built a recruitment plan tailored to the startup’s stage and budget.
With the help of LinkedIn, Naukri, and internal talent databases, we carried out a targeted search and reached out to candidates through direct messages, mass mailings, and networking groups. Each candidate was prescreened through a structured initial interview process, ensuring alignment with both skill requirements and Xneeti’s startup culture.
The founders received only qualified and enthusiastic candidates, reducing the burden of screening and ensuring momentum during a critical stage of growth.
Result
In just a few weeks, both the BDM and Demand Generation Manager roles were closed. After shortlisting, founder interviews were scheduled within 24–48 hours of identifying unqualified profiles. To keep things on track, we held regular sync-ups to align expectations, adjust search parameters as needed, and provide market insights.
Success
Clients were very satisfied with the quality of service and the efficiency of delivery. Based on the quality and efficiency of our work, they decided to extend the contract for another two months.
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