Our recruitment process, step by step.
Most hires fail for reasons that were knowable on day one: the candidate was never really interested, the notice period was longer than anyone checked, or the current employer countered. Our recruitment process asks those questions first.
- 01
Brief call
A 30 to 45 minute conversation with the hiring manager. We leave with a one-page role scorecard: must-haves, nice-to-haves, deal-breakers, salary band, notice-period tolerance and who signs off.
- What we need from you
- Share the JD if you have one, the salary range and the interview panel.
- What you get
- Role scorecard and agreed shortlist date
- 02
Market map
Before outreach begins, we show you where this talent sits today: which companies, which cities, typical pay and typical notice periods. If the brief and the market do not match, you hear it now, not in week six.
- What we need from you
- Approve target companies and any no-go employers.
- What you get
- Market map and a realistic plan
- 03
Outreach
Direct, personal approaches to people who match the scorecard, most of whom are not applying for jobs. We explain the role honestly, including the parts that might put someone off.
- What we need from you
- Nothing. This is our work.
- What you get
- A warm pipeline
- 04
Two-stage screen
Stage one checks fit: skills, experience, salary, location and notice period. Stage two checks intent: why they would move, what would make them stay where they are, which other offers they hold and how their current employer is likely to react.
- What we need from you
- Nothing. We only escalate genuine questions about the brief.
- What you get
- Screened, interested candidates
- 05
Interviewed shortlist
A small shortlist of people who want this role. Each comes with a written recruiter note covering fit, motivation, salary expectation, notice period and the risks we see.
- What we need from you
- Review the shortlist and pick who to meet.
- What you get
- Shortlist with recruiter notes
- 06
Interviews and feedback
We schedule rounds, brief candidates on what to expect, and collect feedback from both sides within a day so momentum does not die between rounds.
- What we need from you
- Hold interview slots and give quick, specific feedback.
- What you get
- Decision on a preferred candidate
- 07
Offer and notice period
We help structure an offer the candidate will accept, prepare them for a counter-offer, and stay in touch every week through the notice period, including buyout conversations where relevant.
- What we need from you
- Approve the offer and send a welcome note from the team.
- What you get
- Signed offer and a confirmed joining date
- 08
Joining and check-ins
We check in with the new hire and with you at 30, 60 and 90 days. Small problems are cheaper to fix in month one than after a resignation.
- What we need from you
- Tell us early if anything feels off.
- What you get
- A hire who settles in
Questions about our recruitment process
For a deeper guide, read recruitment process steps for hiring teams.
What is the first step when working with a recruitment agency?
The first step is a brief call with the hiring manager. A good agency uses it to understand what the role must deliver, the salary band, the interview process and any deal-breakers. At Kintra, that call produces a one-page role scorecard that every candidate is screened against.
How many candidates will Kintra send for one role?
A small number, usually enough for a real choice without wasting interview time. Every profile has been interviewed by a Kintra recruiter and has confirmed interest in your role. If we cannot find enough people who meet the scorecard, we tell you why and suggest what to change.
What does a recruiter note include?
Each note covers why the candidate fits the scorecard, why they would move, their current and expected salary, their notice period and buyout position, other processes they are in, and any risk we see, such as a likely counter-offer. It is written to save your first interview from asking the obvious questions.
Does Kintra stay involved after the candidate accepts the offer?
Yes. In India the riskiest stretch of a hire is often the notice period, so Kintra stays in weekly contact with the candidate until joining day, then checks in with both sides at 30, 60 and 90 days.
Tell us who you need to hire.
Send a job description or a few lines about the role. A Kintra recruiter reads every brief and comes back with a hiring plan: where the talent sits, what it costs, and how long it should take. You decide after that.