Close the roles that hold you back
Mid to CXO search, IT staffing and RPO from one team, with a shortlist inside a week and one account manager from brief to onboarding.
What the work adds up to
Three ways to hire with us
Which way to hire fits you
Most companies know the role they need before they know the model. This is how the three differ.
| Question | Mid to CXO recruitment | IT staffing | RPO |
|---|---|---|---|
| Best for | A permanent hire you need to get right | A project that needs engineers on your timeline | Many hires, or hiring that never stops |
| Who joins | Your employee | Engineers placed for the project, run by our team | Your employees, across many roles |
| What we run | Search, screening, shortlist, offer, notice period | The whole staffing lifecycle | Sourcing, screening, offers and onboarding |
| Your team's time | Interviews and the decision | Briefing and review | Approvals and the final interviews |
| Starts with | A brief on the role | A brief on the project | A brief on the hiring plan |
Not sure which one? The first call settles it.
When companies come to us
The situations we hear most. Each one starts with the same call.
The roles we hire for
Your role is not listed? Tell us the brief. If we cannot fill it well, we say so on the call.
Six things you can hold us to
Brief to hire in four steps
What you get at each step
So you know what to expect, and what we need from you.
| Step | You get | We need from you |
|---|---|---|
| Brief | A written role profile and a timeline you approve | One call and the bar for the role |
| Source | Candidates matched against your brief | Nothing until the shortlist |
| Screen | A shortlist of candidates we have already interviewed | Your feedback on the first candidates |
| Place and support | Offer help, notice-period support and onboarding follow-up | Your decision and a point of contact |
Companies we work with
Startups, scale-ups and large enterprises, across technology, BFSI, healthcare, e-commerce, SaaS, consulting and manufacturing, sourced from anywhere in India.
What clients say
ConsultBae helped us close 12 senior engineering positions in under 3 weeks. Their pre-vetted pipeline and dedicated account manager made the process incredibly smooth…
We needed a long-term recruitment partner who understood the fintech space deeply. ConsultBae consistently delivers quality candidates within days, not weeks.
ConsultBae placed our VP of Engineering and two senior architects within 10 days. The candidates were so well-matched that all three accepted on first offer.
We engaged ConsultBae for RPO services to handle our Series B hiring surge: 45 positions across tech, product, and operations. They closed every single role within the agreed timeline.
ConsultBae transformed our product design hiring in just three weeks. They understood our culture deeply and presented candidates who were not just technically strong but genuinely aligned with our vision.
Finding niche medtech talent in India is incredibly difficult. ConsultBae sourced and placed 8 specialized engineers for us, including roles we had been trying to fill for months.
Questions buyers ask
How quickly can you fill a role?
Most mid to senior roles close in 7 days. We keep a screened pipeline across technology, product and business, so the first candidates usually reach you within 48 to 72 hours of the brief.
Which roles do you hire for?
Mid to CXO roles across technology (full-stack, DevOps, cloud, AI and ML), product and design, sales and marketing, finance and operations, and data science. Permanent hires, contract staffing and RPO.
How is ConsultBae different from other agencies?
Three things. Speed: most roles close in 7 days. Screening: we interview every candidate before you do, and our matching goes past keywords. One account manager: a single person who knows your company, your culture and your open roles.
What if a hire does not work out?
Replacement available subject to ConsultBae terms and conditions and contract terms.
Which industries do you serve?
Startups, scale-ups and large enterprises, across technology, BFSI, healthcare, e-commerce, SaaS, consulting and manufacturing, sourced from anywhere in India.
What is the difference between recruitment, IT staffing and RPO?
Recruitment is for permanent hires, from mid-level to CXO. IT staffing places engineers for project work, with our team running the staffing lifecycle. RPO is for high-volume hiring, where a dedicated team runs sourcing, screening, offers and onboarding for you.
Can we start with one role?
Yes. Many companies start with one role and add more once the first has landed. The same team and process cover one hire or a hundred.
What do you need from us to begin?
One call to agree the role, the bar and the timeline. We write the profile and you approve it before sourcing starts.
Do you screen candidates before we meet them?
Yes. Every candidate has been interviewed by us against your brief before you meet them, so the shortlist you see is already checked.
Do you support the hire after the offer?
Yes. We stay through the notice period and the first weeks, until the hire has landed.
Can you hire for AI and data roles?
Yes. Our roles list includes AI/ML engineering, data science and analytics, and we work with companies that build and train AI, so we know what these roles need.
Tell us the roles. We come back with a shortlist.
Mid to CXO search, IT staffing and RPO, with most roles closed in 7 days.