Workforce services that fit how you grow.
Eight services covering every stage of building a team: finding people, employing them flexibly, paying them accurately and putting the right HR foundations in place.
Not sure where to start?
Permanent recruitment
Permanent hires, screened properly.
Full-time hiring for specialist, managerial and volume roles, with every candidate assessed against criteria you agree with us at the start.
We take a structured brief from the hiring manager, then search across our candidate network, referrals, job boards and direct approaches to people who are not actively looking. Every shortlisted candidate has had a screening conversation about the role, salary expectations, notice period and motivation.
You receive a focused shortlist rather than a stack of CVs. Each profile comes with a short written summary explaining why the candidate fits, any gaps to probe at interview and practical details such as joining timelines.
Ideal for
- Organisations hiring between a handful and a few dozen permanent roles a year without a large in-house recruitment team
- Specialist roles where the best candidates are not actively applying
- Hiring managers who want fewer, better-matched profiles and a clear process
What you get
- Shortlists based on agreed, written criteria
- Salary and market guidance before you advertise
- Interview coordination and candidate follow-up handled for you
- Replacement terms agreed in writing for early leavers
How it works
- Intake callAgree outcomes, must-haves, salary band and interview stages.
- Search and screenTargeted sourcing and structured screening calls.
- ShortlistProfiles with written summaries and practical details.
- Interviews and offerWe coordinate rounds, feedback and offer negotiation.
- JoiningWe support candidates through notice and check in after joining.
Commercial model
Usually a success fee calculated as a percentage of the hire’s annual fixed pay, invoiced when the candidate joins. The fee, payment terms and replacement period are confirmed in writing before we start.
Contract staffing
Flexible teams, fully compliant.
Skilled professionals deployed on our payroll for a defined period, so you can scale for projects, seasonal peaks or new site launches without adding permanent headcount.
You select the people; we employ them. Contract staff are on SparkHire Consultants’ payroll, and we manage their onboarding documentation, monthly salary, statutory contributions and leave records. You receive a single monthly invoice and compliance reports.
Contracts can be extended, ended at the agreed notice or converted into permanent roles on your payroll, on terms agreed at the outset. It is a practical way to bring in capability quickly while keeping long-term headcount decisions open.
Ideal for
- Technology and engineering projects with a defined timeline
- Seasonal peaks in retail, FMCG, e-commerce and hospitality
- Teams working under a permanent headcount freeze
- New locations where you want to test demand before committing
What you get
- Speed: shortlists drawn from pre-screened contract talent
- Statutory compliance handled, including PF and ESI where applicable
- One monthly invoice with transparent cost breakdown
- Option to convert contractors to permanent employees
How it works
- Requirement and rate cardAgree roles, duration, budget and service fee.
- SelectionWe shortlist; you interview and choose.
- OnboardingDocumentation, induction and asset coordination.
- Monthly managementAttendance, payroll, compliance and helpdesk.
- Extend, convert or releaseDecide with clear notice and conversion terms.
Commercial model
Billed monthly as the actual employment cost of each contractor plus an agreed service fee. Conversion terms, notice periods and any minimum engagement are set out in the contract.
Executive search
Leadership appointments, handled discreetly.
Research-led, confidential search for CXO, vice-president and director roles where the cost of a wrong hire is high.
Senior leaders are rarely found through job adverts. We map the market systematically, identify people with the right track record and approach them confidentially with a clear, honest description of the opportunity.
Candidates are assessed through in-depth structured interviews focused on leadership evidence, followed by thorough referencing. We also help the board or promoter group align on the role before the search begins, which is often where senior hires succeed or fail.
Ideal for
- Promoter-led companies appointing their first professional CXO
- Succession planning for critical leadership roles
- Confidential replacements where discretion is essential
- Leadership for new business lines or market entries
What you get
- Complete market map, not just available candidates
- Confidential approach and communication protocol
- Structured leadership assessment and deep referencing
- Integration support during the new leader’s first months
How it works
- Role and contextAlign stakeholders on mandate, success measures and fit.
- Market mapResearch target organisations and potential candidates.
- Approach and assessConfidential conversations and structured interviews.
- Shortlist and panelDetailed reports and interview support.
- Offer and integrationReferencing, negotiation and onboarding check-ins.
Commercial model
A retained search, typically invoiced in three stages (engagement, shortlist presentation and appointment) and calculated on the role’s first-year fixed compensation. Scope and guarantees are agreed in the engagement letter.
RPO
An embedded hiring engine, under your brand.
A dedicated recruitment team that runs all or part of your hiring, with agreed service levels, shared technology and transparent reporting.
Recruitment process outsourcing (RPO) suits organisations with sustained or fluctuating hiring needs. Our recruiters work as an extension of your HR team, represent your employer brand and follow processes we design with you.
Engagements can cover the full recruitment lifecycle or specific stages such as sourcing, screening or interview scheduling. Capacity scales up or down with your hiring plan, and you receive regular reports on funnel health, time to hire and candidate experience.
Ideal for
- Organisations hiring at high volume across several locations
- New plant, warehouse, hospital or store ramp-ups
- Businesses with unpredictable hiring peaks
- Companies that want one consistent process instead of many agencies
What you get
- Capacity that scales with your hiring plan
- Consistent candidate experience and employer branding
- Shared dashboards and quarterly business reviews
- Less dependence on multiple, unmanaged agency suppliers
How it works
- DesignMap current process, volumes and service levels.
- Set-upTeam, tools, templates and approval workflows.
- Ramp-upPilot with priority roles, then expand.
- Deliver and reportWeekly dashboards and continuous improvement.
- ReviewQuarterly reviews against agreed measures.
Commercial model
Structured to your volumes: a monthly management fee with a per-hire fee, or a dedicated team charged per recruiter. Everything is defined in a statement of work with agreed service levels.
Payroll processing
Accurate payroll, every month.
Monthly payroll computation, payslips and statutory working files, while your team keeps control of policies, approvals and payments.
You send attendance, leave and change inputs using a standard template by an agreed cut-off date. We compute salaries, deductions and employer contributions, run variance checks against the previous month and send everything for your approval before release.
Once approved, we generate payslips, a bank transfer file and the working files your team needs for statutory remittances. It is a good fit for organisations that want accuracy and consistency without handing over the whole payroll function.
Ideal for
- Organisations with in-house HR but no payroll specialist
- Growing companies moving off spreadsheet payroll
- Teams that want a second pair of expert eyes on every pay run
What you get
- Maker-checker review and variance report every month
- Clear payslips and management reports
- Investment declaration and proof collection support
- Strict confidentiality and role-based access to data
How it works
- InputsStandard template and monthly cut-off.
- ComputationSalaries, deductions and contributions calculated.
- Review and approvalVariance report sent for your sign-off.
- OutputsPayslips, bank file and statutory working files.
- ReportingMonthly cost and headcount reports.
Commercial model
A per-employee, per-month fee with a minimum monthly charge, plus a one-time set-up fee for migration and a parallel run.
Payroll outsourcing
Payroll and compliance, fully managed.
End-to-end payroll operations, including statutory remittance coordination, records, employee queries and full-and-final settlements, with complete transparency.
Payroll outsourcing goes further than processing. We maintain your monthly and annual compliance calendar, prepare and coordinate statutory filings through your registrations, keep the registers required for your establishments and support you during inspections or audits.
Employees get a helpdesk for salary and tax questions, and leavers receive accurate full-and-final settlements. We also support international companies setting up operations in India that need compliant local payroll from day one. Accountability for compliance always remains with the employer, so every step is documented and visible to you.
Ideal for
- Employers operating across several Indian states
- Companies whose payroll knowledge sits with one person
- International businesses establishing an Indian entity
- Organisations preparing for audits or investor due diligence
What you get
- Shared compliance calendar with owners and reminders
- Employee helpdesk for payroll and tax queries
- Audit-ready records with full access for your team
- Continuity during leave, attrition and growth
How it works
- DiscoveryReview current processes, registrations and gaps.
- Parallel runOne to two months running alongside your current payroll.
- Go-liveSwitch over with signed-off reconciliations.
- Monthly cycleInputs, maker-checker review, release and filings.
- Quarterly reviewCompliance health check and improvement plan.
Commercial model
A per-employee, per-month fee based on scope and the number of states. Statutory dues are paid from your organisation’s funds through your registrations; we coordinate and document every remittance.
HR consulting
HR foundations that scale with you.
Practical policies, structures and audits for organisations that need senior HR expertise without a full-time senior HR hire.
Growing companies often reach a point where informal people practices stop working. We help you put the right foundations in place: an employee handbook that reflects how you actually work, salary structures and grades that make sense, and performance processes managers will use.
Typical projects include HR audits covering documentation and statutory compliance, workplace harassment prevention policy and committee set-up support, compensation benchmarking, performance-management design and HR technology selection. Recommendations are always practical and sized to your organisation.
Ideal for
- Startups and SMEs with roughly 30 to 300 employees
- Founder-led businesses formalising HR for the first time
- Companies preparing for funding or acquisition due diligence
- Organisations harmonising policies after a merger
What you get
- Clear, plain-language policies and templates
- Salary structures and grades that support fair decisions
- Independent HR audit with a prioritised action plan
- Manager training so new processes are adopted
How it works
- DiagnosticInterviews, document review and quick wins.
- RecommendationsA prioritised, costed plan.
- Co-designDraft policies and processes with your team.
- ImplementationRoll-out communication and manager training.
- ReviewCheck adoption and refine after 90 days.
Commercial model
Fixed-fee projects with defined deliverables, or a monthly advisory retainer for ongoing HR guidance.
Workforce planning
The right people, in the right place, at the right cost.
Turn business plans into headcount, skills and budget plans, and decide which roles to hire permanently, staff on contract or develop internally.
Workforce planning connects strategy with hiring. We start with your business plan and current workforce data, then model scenarios for growth, productivity and attrition to show how many people you need, with which skills and when.
The result is a practical plan: a headcount and cost model, a view of critical skills gaps, a recommended mix of permanent, contract and outsourced capacity, and a realistic hiring timeline based on market conditions in your locations.
Ideal for
- Annual budgeting and headcount planning
- Expansion into new cities, plants or business lines
- Restructuring or productivity improvement programmes
- Organisations facing persistent skills shortages
What you get
- Headcount and cost model you can update yourself
- Build, buy or borrow recommendations by role family
- Hiring capacity plan linked to market availability
- Clear assumptions leadership can challenge and refine
How it works
- Business reviewUnderstand plans, constraints and priorities.
- Workforce analysisCurrent roles, skills, costs and attrition.
- ScenariosModel growth and productivity options.
- RecommendationsMix of hiring, contract and development.
- RoadmapQuarter-by-quarter implementation plan.
Commercial model
A fixed-fee project scoped after an initial conversation, with optional quarterly refreshes of the model.
At a glance
Which model suits which need?
| Service | Who employs the person | Best for | Typical commercial model |
|---|---|---|---|
| Permanent recruitment | Your organisation | Individual specialist and managerial roles | Success fee on joining |
| Contract staffing | SparkHire Consultants | Projects, peaks and headcount freezes | Monthly cost plus service fee |
| Executive search | Your organisation | Senior and confidential appointments | Retained, staged payments |
| RPO | Your organisation | High or fluctuating hiring volumes | Management fee plus per hire, or dedicated team |
| Payroll processing / outsourcing | Your organisation | Accurate pay and compliance | Per employee per month |
Tell us what you need.
Share a short brief and a consultant will recommend the right engagement model for your timeline and budget.