vikaasSenior candidates, sourced through LinkedIn. Run for you.
VP+ profiles, niche specialists, passive candidates — all sourced, approached, and interest-gauged on LinkedIn in your employer-brand voice. Shortlists land in your ATS. Your TA team focuses on interviews and closes, not on prospecting.
The math of senior hiring broke two years ago.
Passive senior candidates in India and the GCC are inundated. Generic recruiter messages get auto-archived. LinkedIn Recruiter alone routinely takes 90–120 days to fill a senior role. The teams that hire fastest in 2026 have moved to a different approach: founder-voice outreach, targeted intent signals, and human-quality first messages at scale. That's what we run for you.
Recruiter inflation killed open rates
Senior candidates get 8–15 InMails per week. Your message — no matter how thoughtful — looks identical to fifteen others. We approach from your hiring manager or founder profile instead, in a voice that doesn't sound like a recruiter at all.
Internal TA bandwidth eaten by sourcing, not interviews
Your TA team is running 6 active roles, sourcing for each, screening, scheduling, plus EX work. The 80% of sourcing work that should be off their plate is on it. We absorb that 80%.
Retained search runs ₹15–25L per VP role
A traditional retained-search firm bills 30–35% of first-year CTC. Our managed hiring pipeline is roughly 1/3 to 1/2 that, monthly, for an unlimited number of roles in the engagement.
Shortlists in your ATS. Not raw lists.
Most "sourcing" services hand you a spreadsheet of names. We hand you a shortlist of candidates who have already had a conversation, expressed interest, and are warm enough to interview this week.
Interest-gauged shortlists in your ATS
Greenhouse, Lever, Workday, Keka — candidates flow in with a clear "interested · let's talk" status, the original LinkedIn thread linked, and notes on what excited them about your role.
Pre-screened on must-haves
Years of experience, current geo, notice period, comp expectations, must-haves — confirmed before the candidate hits your ATS. Your interviews start at the next layer of qualification, not at "are you actually open to this?"
Hiring-manager-voice approach
Outreach goes from your hiring manager's or founder's LinkedIn — not a Vikaas profile, not a recruiter agency profile. Senior candidates reply to people they want to work with, not to outsourced sourcers.
Weekly funnel report by role
A weekly dashboard per role: profiles approached, replies, interested, shortlisted, pipeline status. The metrics you'd want a TA director reporting — without the TA director's time.
Continuity across roles — talent pool compounds
Candidates who weren't right for Role A but who matched your culture get re-engaged for Role B when it opens. Over a 6-month engagement, you build a warm passive talent pool tied to your employer brand — not lost back into the market.
First shortlist in three weeks. Compounds from there.
Hiring takes slightly longer than sales because senior candidates move slower. But the cadence is predictable. Full process here →
Discovery
Call with the hiring manager + TA lead. We understand the role, the must-haves, the non-negotiables, the brand story for the role.
Scope
We build the target profile pool, draft outreach in the hiring manager's voice, align on must-haves, integrate with your ATS. You approve before launch.
Outreach
LinkedIn outreach runs. First interested replies typically arrive in week 2. First fully-vetted shortlist usually delivered by end of week 3.
Compound
Steady flow of shortlists for the role. Weekly hiring-manager syncs. Re-engagement of strong candidates as new roles open. The pipeline compounds across hires.
What TA leaders ask us. Honestly answered.
VP+, Director+, principal-IC level, and senior specialists (staff engineers, senior product, design leads, finance heads, country GMs). Below that, traditional in-house sourcing or LinkedIn Recruiter remains more cost-effective. We'll tell you on the discovery call if your role isn't a fit.
For many roles, yes — the math works out at roughly half the cost. For the very top of the org (CEO, CFO, CTO of a 1000+ person company), retained search firms still bring relationships we can't replicate. We tell you when to use which.
No. We source, approach, gauge interest, and confirm fundamentals (geo, notice period, comp expectations). The interview, evaluation, reference checks, and offer process stays with your team. We're the upstream sourcing layer — not the hiring decision.
RPO typically takes over the entire recruitment lifecycle — sourcing, screening, interviewing, offers — and bills like an embedded team. We do only the sourcing-and-approach layer. Cheaper, faster, but narrower in scope. If you need full-cycle, traditional RPO firms are a better fit.
Yes — most hiring engagements run 3–8 roles concurrently. We can ramp up to 15–20 active roles per engagement if needed, especially for senior org build-outs after a funding round.
₹2L–3.5L/month for a hiring pipeline depending on number of concurrent roles and seniority. Bundled engagements (multiple roles) are at the lower end per-role. Three-month minimum, month-to-month after.
Yes — our sister product InterviewGod.ai handles candidate-side and panelist-side interview prep. Many of our hiring customers run both: Vikaas sources the shortlist, InterviewGod helps your panel run better interviews. Each works standalone; together they cover the full hiring funnel.
Stop waiting 100 days for VP hires.
Start interviewing in three weeks.
Thirty minutes with your hiring manager. We'll review the role, the market for it, and tell you honestly whether a managed pipeline beats your current approach.