For Employers
We Don't Work for Your Organization. We Work as Your Organization.
End-to-end talent acquisition embedded in your hiring system. Enforcing your standards. Delivering candidates who stay, perform, and compound value.
Not another resume-sending agency. A talent partner engineered for outcomes—where technology scales sourcing, and expertise protects every hire.
See How We’ve Solved This Before ↓
TRUST BAR
THE REAL HIRING PROBLEM
Most Hiring Doesn’t Fail Because of Talent Shortage.
It Fails Because of System Breakdown.
1) The Resume Flood Problem
Hundreds of applications. Countless screening calls. Still can’t find the right person. You’re drowning in quantity without quality.
2) The “Good on Paper” Problem
Impressive resumes. Strong interviews. Then they join—and it’s clear within weeks they’re not the right fit. Now you’re back to square one, but months behind.
3) The Speed vs Quality Trap
Close the role fast, risk a bad hire. Take your time, lose momentum and top candidates to competitors. There’s no winning.
4) The Hidden Cost Problem
“We can do this ourselves” seems cheaper, until you calculate recruiter salaries, job board subscriptions, hiring manager time, interview coordination, and the cost of mis-hires that don’t work out.
What if there was a different approach?
What if you had a talent acquisition system that delivered pre-vetted, context-rich candidates who actually fit—and a process that moved fast without compromising quality?
That’s what we engineer with companies like yours.
HOW WE'RE DIFFERENT
We’re Not a Staffing Agency. We’re Your Talent Acquisition Function.
Most agencies send resumes and hope something sticks. We don’t operate that way.We embed in your hiring system. We enforce your standards. We screen candidates the way you would—if you had unlimited time and access to every qualified professional in India.
Three Things That Make This Work:
The 7-Stage System Behind Every Successful Hire
This is what enables our 7-day average time-to-offer on priority roles and our 93% retention rate beyond 18 months.
PROOF THAT MATTERS
Performance at Scale
2,100+ Successful Hires Across Every Function & Industry
From startups scaling fast to enterprises filling critical leadership—we’ve closed roles across:
- Technology & Engineering (full-stack, DevOps, QA, data, mobile, security)
- Sales & Business Development (AE, SDR, account management, partnerships)
- Product & Design (PM, UX/UI, product ops, growth)
- Operations & Finance (ops managers, analysts, controllers, FP&A)
- Leadership & Executive (C-suite, VPs, department heads)
Industries: SaaS, fintech, e-commerce, healthtech, edtech, BFSI, manufacturing, logistics, consulting, and more.
Company stages: Seed-stage startups to publicly listed enterprises.
If you’re hiring in India, we’ve likely solved a version of your challenge before.
7-Day Average Time-to-Offer on Priority Roles
From requirement confirmation to offer roll-out:
7 days. Not 30 days. Not “we’ll try our best.” 7 days.
Here’s what that means:
Role intelligence mapping + market assessment
Sourcing, screening, shortlist preparation, & Interviews coordinated
Interviews done, offer prepared and rolled out
Note: Final joining depends on candidate notice period and availability. But the hiring decision? Complete in one week.
This is only possible because of our AI-powered sourcing, rigorous screening discipline, and pre-engaged talent networks.
93% Retention Beyond 18-24 Months
Most hires fail within the first year. Ours don’t.
Why? Because we screen for performance sustainability, not just skills fit.
We evaluate:
- Long-term career alignment (not just “will they take the offer?”)
- Realistic expectations vs role reality
- Cultural fit and team dynamics
- Compensation satisfaction and growth trajectory
We place people who stay, perform, and grow with your organization.
98% Offer-to-Joining Success Rate
When we extend an offer on your behalf, it closes.
Our acceptance rate reflects:
- Deep candidate engagement throughout the process
- Market-aligned compensation and role positioning
- Transparent communication (no surprises at offer stage)
- Counteroffer management and notice period support
We don’t present candidates who are “exploring options.” We present candidates who are ready to commit.
HOW WE'VE SOLVED THIS BEFORE
Executive Search — Closing a Critical CXO Role in 28 Days
The Company:
Series C fintech company, 200+ employees, expanding into new markets. Needed a Chief Revenue
Officer to lead GTM strategy and scale the sales organization.
The Challenge:
- Role had been open for 8 months
- Internal referrals exhausted, no strong candidates
- Board pressure mounting, revenue targets at risk
- Required someone with enterprise sales experience + startup agility + fintech domain knowledge
- Compensation expectations misaligned with market reality
How We Partnered:
We didn't just post the JD and source candidates. We rebuilt the role from scratch.
What we did:
1. Reframed the competency map: Shifted focus from "fintech experience required" to "B2B SaaS sales leader who can learn fintech"—opened up a much stronger talent pool
2. Targeted passive executives:Focused on VPs of Sales at late-stage startups who were ready for the CXO step but weren't actively looking
3. Repositioned compensation:Showed market data proving their initial offer was 20% below market for this profile. Restructured equity component to make total comp competitive
4. Managed the process:Coordinated interviews across 3 time zones, facilitated reference checks with former colleagues, advised on final negotiation strategy
The Outcome:
- 28 days from engagement to offer acceptance (not 8 months)
- Presented 4 highly qualified candidates, all worth interviewing
- The hired CRO is now driving expansion across 3 new markets
- Promoted to the executive committee within 12 months
- Built and scaled a sales team from 8 to 35 reps
- Company hit 150% of revenue target that year
Key Insight:
Most executive searches fail because the role definition is wrong, not because the talent doesn't exist. We fixed the input before optimizing the output.
Hiring System Overhaul — Transforming Chaos into Predictable Infrastructure
The Company:
Mid-market B2B services company, 180 employees, growing 40% YoY. Needed to scale hiring across multiple departments simultaneously.
The Challenge:
- Hiring outcomes were inconsistent—some great hires, frequent mis-hires
- No structured process—every role felt like starting from zero
- Hiring managers had no interview training or evaluation framework
- CEO spending 40% of his time on hiring firefighting
- 18-month retention was only 68% (industry benchmark: 85%+)
- Time-to-hire averaged 52 days (too slow for growth pace)
How We Partnered:
We didn't just fill their open roles. We rebuilt their entire hiring system.
What we did:
1. Standardized competency frameworks: across departments (what does "good" actually look like for each role?)
2. Created interview scorecards:so every hiring manager was evaluating candidates consistently
3. Trained hiring managers:on structured interviewing and unconscious bias
4. Built talent pipelines:for recurring roles (sales, engineering, customer success) so we weren't starting from scratch each time
5. Embedded weekly syncs:to maintain momentum and course-correct quickly
6. Established feedback loops:to learn from every hire (what's working, what's not)
The Outcome:
- 28 days from engagement to offer acceptance (not 8 months)
- Presented 4 highly qualified candidates, all worth interviewing
- The hired CRO is now driving expansion across 3 new markets
- Promoted to the executive committee within 12 months
- Built and scaled a sales team from 8 to 35 reps
- Company hit 150% of revenue target that year
Key Insight:
Most executive searches fail because the role definition is wrong, not because the talent doesn't exist. We fixed the input before optimizing the output.
Rapid Scaling — 27 Hires in 75 Days with Zero Regretted Hires
The Company:
Post-Series A SaaS startup, 18 employees, preparing to scale aggressively after fundraise. Needed to build engineering, product, sales, and ops teams simultaneously.
The Challenge:
- Aggressive growth targets: 18 to 50 employees in 90 days
- Zero margin for error—every mis-hire would delay product timelines
- Founder bandwidth completely maxed (fundraising + product + existing team management)
- Needed to hire across 5 different functions at once
- Limited employer brand (small startup, not well-known)
- Competing with larger companies for the same talent
How We Partnered:
We deployed as their full talent acquisition team.
What we did:
1. Created parallel pipelines across all 5 functions (engineering, product, sales, ops, marketing)
2. Used AI-sourcing to generate 10x candidate volume, then applied rigorous human vetting to protect quality
3. Coordinated all interview scheduling so the founder wasn't bogged down in logistics
4. Positioned the opportunity around impact and growth (not just compensation) to compete with bigger brands
5. Managed offer negotiations and onboarding logistics end-to-end
6. Maintained weekly strategy syncs with the founder to adjust quickly based on what was working
The Outcome:
- 27 hires in 75 days (ahead of the 90-day goal)
- All high performers—no regretted hires at 12-month mark
- 100% of engineering hires are still with the company after 18 months
- Founder stayed focused on product and fundraising (not drowning in hiring)
- The team they built took them to Series B ahead of schedule
- Company now has in-house recruiters, but we still handle leadership and specialized roles
Key Insight:
Speed doesn't have to compromise quality. It requires system discipline, parallel processing, and refusing to shortcut the vetting stage.
Executive Headhunting — Finding a VP of Operations for Legacy Manufacturing
The Company:
Established auto components manufacturer, 800+ employees across 3 facilities. Family-owned business transitioning to professional management. Needed a VP of Operations to modernize production and drive operational excellence.
The Challenge:
- Role vacant for 11 months with zero viable candidates
- Required rare combination: manufacturing expertise + digital transformation mindset + change management capability
- Previous two internal hires had failed
- Traditional compensation structure unattractive to high-performers
- Cultural resistance to "outsider" leadership
How We Partnered:
We treated this as a strategic headhunting assignment, not a posting-and-sourcing exercise.
What we did:
1. Mapped competitive intelligence: Identified 12 target companies (automotive Tier-1 suppliers) and profiled their operations leaders
2. Reframed competency profile: Shifted from "auto components required" to "process manufacturing + lean/Six Sigma + digital transformation"—opened up adjacent industries
3. Built direct outreach strategy: Leveraged warm referrals through industry associations to reach passive candidates
4. Repositioned the opportunity: Focused on transformation impact rather than compensation
5. Restructured compensation: Added performance-linked variable pay tied to operational KPIs
The Outcome:
- 42 days from engagement to offer acceptance (not 11 months)
- Presented 3 finalists—all with proven operational transformation track records
- Still with company after 20 months (strong retention in high-churn industry)
Key Insight:
Hard-to-fill leadership roles require headhunting discipline, not job posting strategies. Success comes from targeted research, relationship building, and reframing opportunities for passive candidates.
WHO THIS WORKS FOR (AND WHO IT DOESN'T)
As we continue refining hiring systems with companies across India, we’ve learned this approach works best when there’s alignment on expectations.
✅ This Works If You:
- Value retention as much as speed (we optimize for both, but won’t sacrifice quality for urgency)
- Want a partner embedded in your system, not a vendor you manage
- Are building for the long term, not just filling urgent gaps today
- Are willing to invest in hiring infrastructure that compounds over time
- Want structured, repeatable processes (not ad-hoc “let’s try this” hiring)
❌ This Doesn’t Work If You:
- Need “100 CVs by evening” without context or vetting
- Are optimizing purely for lowest cost (we’re not the cheapest, we’re the best ROI)
- Want transactional, role-by-role engagement with no system building
- Expect us to send candidates without understanding your business first
✅ This Works If You:
- Value retention as much as speed (we optimize for both, but won’t sacrifice quality for urgency)
- Want a partner embedded in your system, not a vendor you manage
- Are building for the long term, not just filling urgent gaps today
- Are willing to invest in hiring infrastructure that compounds over time
- Want structured, repeatable processes (not ad-hoc “let’s try this” hiring)
❌ This Doesn’t Work If You:
- Need “100 CVs by evening” without context or vetting
- Are optimizing purely for lowest cost (we’re not the cheapest, we’re the best ROI)
- Want transactional, role-by-role engagement with no system building
- Expect us to send candidates without understanding your business first
FREQUENTLY ASKED QUESTIONS
How are you different from other staffing agencies?
Most agencies measure success by volume: how many CVs sent, how many roles filled.
We measure success by outcomes: retention rates, hiring manager satisfaction, time-to-productivity.
Here’s what that means operationally:
- We don’t send resumes in bulk. We present 3-5 pre-vetted candidates per role with full context.
- We don’t just “find people.” We screen for performance sustainability, culture fit, and long-term alignment.
- We don’t disappear after placement. We stay engaged through onboarding and performance check-ins.
We’re not a transactional vendor. We’re your talent acquisition function.
What's your pricing model?
Let’s discuss what model makes sense for your specific hiring needs.
Our approach depends on:
- Your hiring volume and frequency
- Role complexity and seniority levels
- Whether you need one-time placements or ongoing partnership
- Level of process support and infrastructure building required
For ongoing partnerships, we offer annual retainers that include priority access, dedicated account management, and volume-based efficiencies.
Let’s have a conversation about your requirements and we’ll propose a structure that aligns with your goals.
We tried working with a staffing agency before. It didn't work. Why would this be different?
We hear this often. Here’s why most agency partnerships fail:
Common Problem #1: They send 50 resumes, none are relevant.
Why we’re different: We present 3-5 candidates per role, all pre-vetted and context-rich. Quality over quantity.
Common Problem #2: Candidates look good on paper but fail in interviews or after joining.
Why we’re different: Our screening goes beyond resume matching. We assess skills depth, behavioral fit, and performance sustainability.
Common Problem #3: The agency disappears after sending a few profiles.
Why we’re different: We own the entire hiring process—sourcing, coordination, offer negotiation, onboarding support. We’re accountable for the outcome, not just the activity.
Common Problem #4: They don’t understand our business or culture.
Why we’re different: We invest time upfront understanding your organization, success profiles, and what “good” looks like. We hire as if we’re hiring for ourselves.
Our 93% retention rate beyond 18 months is proof this approach works.
What if we already have an internal HR/recruitment team?
Perfect. We complement internal teams, not replace them.
Here’s how we typically work together:
- Your team owns employer branding, employee engagement, and internal mobility
- We handle external sourcing, screening, and pipeline generation for hard-to-fill roles
- We bring specialized expertise for niche roles, senior leadership, or high-volume hiring
- We augment capacity during growth phases without you needing to hire more recruiters
Many of our longest partnerships are with companies that have strong internal teams—they use us for roles that require deep market access, speed, or specialized screening.
How quickly can you start delivering candidates?
For standard roles (mid-level, common skill sets): First shortlist within 7-10 days.
For priority roles (critical, urgent): First shortlist within 3-5 days.
For specialized roles (niche skills, senior leadership): First shortlist within 10-14 days (more research and targeted outreach required).
Timeline depends on:
- Role complexity and market availability
- Compensation competitiveness
- Employer brand strength
- How quickly we align on requirements upfront
Once we understand your needs, we’ll give you a realistic timeline—and then beat it.
Do you work across all industries and roles?
Yes. We have dedicated teams specializing in different functions and sectors:
Functions: Engineering/Tech, Sales/BD, Product/Design, Operations, Finance, Marketing, HR, Leadership/Executive
Industries: SaaS, Fintech, E-commerce, Healthtech, Edtech, BFSI, Manufacturing, Logistics, Consulting, and more
Levels: Junior/entry-level to C-suite
If you’re hiring in India, we’ve likely closed similar roles before. And if it’s a new domain for us, we’ll tell you upfront and bring in the right expertise.
What's your replacement guarantee?
If a candidate we place resigns within the first 90 days, we replace them one time at no additional cost.
What qualifies for replacement:
- Candidate voluntarily resigns within 90 days of joining
What’s not covered:
- Performance issues, terminations, or disciplinary matters
- Layoffs or restructuring unrelated to candidate choice
- Changes in business priorities or role elimination
- Internal transfers or promotions
Our goal is that you never need this guarantee—and our 93% retention rate suggests you won’t. But it’s there for your protection.
Can we try working together on one role first?
Absolutely.
Most of our long-term partnerships started with a single role.
Here’s what that looks like:
- Share one open position you’re struggling to fill
- We’ll conduct a complimentary market assessment and hiring strategy call
- If there’s alignment, we’ll engage on that one role
- You’ll see our process, quality, and outcomes firsthand
- If it works (and it usually does), we scale from there
No long-term contracts required upfront. We earn continued partnership through results.
READY TO TRANSFORM YOUR HIRING?
Let’s Discuss What Optimized Hiring Looks Like for Your OrganizationWhether you’re scaling fast, filling critical leadership, struggling with retention, or just tired of unpredictable hiring outcomes—we’ve likely solved a version of this before.
What to Expect in Our First Conversation:
✓ Understand your current hiring challenges and future headcount plans
✓ Assess gaps in your existing recruitment process
✓ Explore how our system would integrate with your organization
✓ Determine if there’s a fit—and what success would look like together
✓ Provide a complimentary market assessment for your priority roles
No pressure. No sales pitch. Just a strategic conversation about building hiring capability that lasts.
Hiring Infrastructure That Compounds
SR Primes isn’t just about filling today’s open roles.
It’s about building hiring systems that get stronger, faster, and more predictable with every cycle.
Systems that attract talent others miss.
Processes that protect you from costly mis-hires.
Partnerships that deepen over time.
Together, we’ll build the hiring capability your growth demands.
Call us @ 8600499912 / 8600499908
1. 7th Floor, Workflo, Icon Tower, Baner Rd, Baner, Pune, 411045.
2. Shop no. 3 & 4, Sara Pride, Kalda Corner, Ch. Sambhajinagar, 431001.
3. 525, Rajmudra chowk, Mukindpur, Newasa, Ahilyanagar, 414603.
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