Recruitment Services · India
Teksands is a specialist recruitment agency delivering end-to-end hiring solutions across technology, AI/ML, GCC, diversity, executive and campus hiring. One partner, seven service lines, eight cities - built for companies that need depth in a specific role family, not breadth across every function.
01 - In Short
Teksands is a specialist recruitment agency in India providing end-to-end recruitment services and hiring solutions in India to startups, high-growth companies, enterprises, and global capability centers. We operate seven specialist desks - technology, AI/ML, GCC, diversity, executive, campus, and psychometric assessment - across eight Indian cities, on permanent, contract-to-hire, RPO, and dedicated recruiter pod engagements.
02 - Services
Seven specialist desks rather than one generalist team. Each runs its own screening method, candidate network, and timeline expectations - because a campus hire and a GCC center head are not sourced the same way.
Software, cloud, platform, data and security engineering roles across product companies, GCCs and IT services.
Technology recruitment services →ML engineers, data scientists, MLOps, GenAI and AI agent engineers. First profiles in 72 hours on most mid-level roles.
Hire AI engineers →Technical hiring for Global Capability Centers, from founding leadership through engineering pod build-out.
GCC hiring services →Pipeline-first diversity hiring. 70% of Teksands placements are diverse professionals.
Diversity hiring services →Retained search for leadership and C-suite roles where the candidate pool is small and largely passive.
Executive hiring services →Volume graduate recruitment with structured assessment, from engineering and management campuses.
Campus hiring services →Proctored assessment and structured evaluation, standalone or embedded in a hiring process.
Psychometric assessment →How these services performed on real mandates - roles filled, timelines, outcomes.
Read case studies →03 - Choosing a Partner
The right answer depends on the role, not on agency size. This is the comparison most buyers make privately and few agencies publish.
| Consideration | Specialist agency | Generalist agency | In-house TA only |
|---|---|---|---|
| Best suited to | Niche, senior and technical roles | High-volume non-specialist roles | Steady-state replacement hiring |
| Screening depth | Role-specific technical assessment before shortlist | Experience and keyword matching | Consumes hiring-manager time on early screens |
| Passive candidate reach | Mapped populations in a narrow field | Database and job-board driven | Limited by internal network size |
| Ramp for a new team | Pod model scales with the build-out | Variable, often reactive | Constrained by internal headcount |
| Cost structure | % of fixed CTC, or monthly pod fee | % of fixed CTC, typically lower | Fixed salary cost, no per-hire fee |
| Main risk | Narrow coverage outside the specialism | Shortlist quality on technical roles | Capacity ceiling during scale-up |
04 - Why Teksands
Four things we can point to, rather than four adjectives.
05 - Process
Five stages, consistent across every service line. Stage 1 and Stage 5 are where most hiring processes actually break.
We map the role against your team context, stack, reporting line, and seniority bands before sourcing begins. An uncalibrated brief produces a fast shortlist of the wrong people, which is more expensive than a slow one.
Active and passive sourcing across our pan-India network. For niche roles we map the addressable candidate population first rather than searching keywords.
Structured pre-screen appropriate to the role family — technical assessment for engineering mandates, psychometric and structured interview for others.
Assessed profiles with evidence attached, so your panel starts from the assessment picture rather than rebuilding it.
Offer construction, counter-offer management, and engagement through notice period. This stage produces our 92% acceptance rate and is where most agencies disengage.
06 - Industries
Industry context changes the screening bar more than it changes the job title.
Product engineering, platform, cloud and security roles.
Risk, compliance, payments and core banking technology.
Supply chain analytics, commerce platform, demand forecasting.
Digital, analytics and supply chain functions.
Clinical data, regulatory and health-tech engineering.
Industrial analytics, IoT and engineering design.
07 - Coverage
City choice affects both candidate availability and compensation benchmarks for the same role.
09 - Related Blogs
Explore more insights on recruitment strategies and AI-driven hiring.
10 - FAQs
Recruitment services help companies source, screen, and select qualified candidates more efficiently than hiring alone. A recruitment agency contributes three things an internal team usually cannot supply at speed: reach into passive candidates who are not applying to job ads, screening capacity that protects hiring-manager time, and market intelligence on compensation and availability for a specific role.
Assess four things. First, specialisation: an agency that recruits your specific roles daily will screen better than a generalist covering every function. Second, screening depth: ask what happens between sourcing and shortlist, and who conducts the technical assessment. Third, evidence: ask for placement counts in your specific role family, not overall company numbers. Fourth, engagement fit: contingent search, retained search, RPO and recruiter pods suit different hiring volumes and urgency levels.
A generalist agency recruits across many functions and competes on breadth and volume, which suits high-volume non-specialist roles. A specialist agency recruits a narrower set of roles and competes on screening depth and candidate-population knowledge.
Recruitment services in India are normally priced as a percentage of the candidate's fixed annual compensation for permanent and retained search, or as a monthly fee for RPO and dedicated recruiter pod engagements.
Structurally, individual-contributor roles close fastest, niche technical and leadership roles take longer.
The seven steps are: identifying hiring needs; creating the job description and role brief; sourcing candidates; screening and shortlisting; interviewing; selecting the candidate; and making the offer and onboarding.
Teksands offers seven service lines: technology recruitment, AI and machine learning recruitment, GCC hiring, diversity hiring, executive search, campus recruitment, and psychometric assessment.
Yes. Executive and leadership hiring normally runs as retained search rather than contingent. Teksands runs executive search as a distinct service line.
Some do, though results depend on how the pipeline is constructed. At Teksands, 70 percent of placements are diverse professionals.
Teksands recruits across eight Indian cities: Bengaluru, Hyderabad, Pune, Chennai, Delhi NCR, Mumbai, Kolkata, and Ahmedabad.
Share the roles and we'll come back with a sourcing plan, realistic timeline, and the consultant who would run the mandate.