Corporate Client FAQ

Our ISO-certified process ensures every CV you receive has already passed multiple quality checkpoints:

• Technical skills check — our in-house IT team reviews technical requirements so recruiters understand the role deeply before sourcing
• Senior recruiter review — a senior consultant screens each CV for HR fitment and cultural alignment, not just keyword matching
• JD briefing to candidate — our system automatically sends the full job description to the candidate before we forward their CV, ensuring they have full context
• Pre-interview confirmation — we follow up with each candidate 1 hour before their interview and notify you immediately if there are any issues

Our recruiter incentives are tied to offer-to-joining ratios — not just the number of CVs submitted — which means our team is structurally motivated to prioritise quality over volume.

• We have built and maintained a proprietary recruitment platform and candidate database over 35 years. Our database contains over 5 million IT and Telecom professionals — many of whom are passive candidates not actively listed on public job portals.
• This matters for niche and senior roles, where the best candidates are rarely active on Naukri or LinkedIn. Our platform also handles automated JD distribution, interview scheduling, follow-ups, and real-time status reporting to clients — creating full transparency throughout the hiring process.

• Yes. Our proprietary software provides a transparent view of every active requirement — CVs submitted, interview stages, offer status, and joining dates. Your HR team and your account manager share the same dashboard, eliminating follow-up overhead and ensuring there are no surprises.
• For larger accounts and RPO engagements, we provide structured weekly MIS reports alongside real-time system access.

• Bulk hiring is one of our core strengths. With a team of 70+ specialist IT recruiters across 6 offices, we can activate rapid, coordinated hiring across cities simultaneously. We have successfully executed high-volume drives for companies hiring 50 to 500+ IT professionals within compressed timelines.
• Our bulk hiring process includes dedicated war-rooms, coordinated sourcing across all offices, structured interview drives, and centralised offer management — all under a single point of contact for your HR team.

• Absolutely. Niche hiring is where our proprietary database and deep domain expertise deliver the most value. Roles that are difficult or impossible to fill via public job portals — such as those requiring rare stack combinations, legacy system expertise, or emerging technology skills — are precisely where our 5M+ passive candidate database makes a decisive difference.
• Our in-house technical team helps recruiters fully understand niche JDs, so candidates are pre-evaluated accurately before being presented to you. We have successfully placed candidates in roles across:
  • Core banking and mainframe systems
  • Embedded systems and VLSI / semiconductor
  • Telecom protocol engineering (5G, IMS, VoLTE)
  • AI/ML, data engineering, and cloud-native architecture
  • Cybersecurity and DevSecOps

• Yes — our Sampoorna Top Search (STS) division is a dedicated executive search practice staffed by very senior professionals with 20+ years of experience. We handle placements at CTO, CIO, VP Engineering, Head of Technology, and Director-level positions for both Indian and multinational clients.
• We have executed global executive searches — identifying and placing technology leaders for international mandates with India-based or India-facing roles. Our STS team brings discretion, market mapping expertise, and a deep network of senior technology leaders across India.

We have extensive experience partnering with global companies entering the Indian IT talent market for the first time. Our Market Entry service includes:

• Talent landscape analysis — understanding availability and salary norms for your required skill sets in target cities
• Employer brand consultation — helping you position your company attractively to the Indian IT talent market
• Coordinated multi-city hiring — leveraging our 6-office network to source from the best talent pools simultaneously
• Leadership-first approach — placing your initial leadership hires who can then help scale the team

• Yes. Our Sampoorna ICT Staffing (SIS) division is dedicated entirely to contract and temporary staffing for IT, ITES, and Telecom professionals across India. Whether you need to scale quickly for a project, bring in niche expertise for a defined period, or supplement your permanent workforce, we offer flexible contract staffing solutions tailored to your requirements.
• We handle all compliance, payroll, and statutory obligations for contract resources placed with you, significantly reducing your administrative burden.

• For standard IT roles, we typically submit the first screened CVs within 24–48 hours of receiving a well-defined job description. For niche or senior roles, the first round of sourcing takes 3–5 business days.
• Speed of submission is directly linked to the quality of the job brief we receive. Our account managers are trained to ask the right clarifying questions upfront, so we start with the correct understanding rather than requiring multiple correction loops.

Time-to-hire varies by role complexity, but our benchmarks across requirement types are:

• Standard IT roles (2–8 years experience): Offer within 3–4 weeks
• Niche / specialised roles: Offer within 4–8 weeks
• Senior / leadership roles (via STS): Offer within 6–12 weeks
• Bulk hiring (50+ roles): First cohort joining within 45–75 days

These timelines assume reasonable interview turnaround from your hiring panels. We actively flag delays in the interview process and work with your HR team to maintain momentum.

• We offer a standard replacement guarantee for all permanent placements. If a placed candidate leaves or is found unsuitable within the guarantee period (agreed at time of engagement, typically 60–90 days), we will source and place a replacement at no additional cost.
• Our post-offer follow-up process is designed to significantly reduce early attrition in the first place — we track candidate sentiment from offer to joining and flag any risk factors before the joining date.

• Our standard model is a success-based fee — a percentage of the hired candidate's annual CTC, payable only upon the candidate joining your organisation. There are no retainers or upfront charges for standard permanent recruitment.
• For executive search (STS), retained search arrangements are available and are often preferred for senior mandates given the depth of market mapping involved. For RPO and contract staffing, pricing is structured separately based on scope. All commercial terms are agreed in writing before we begin work.

Yes. Our RPO model allows us to act as an embedded extension of your TA team — handling sourcing, screening, scheduling, and offer management end-to-end, with dedicated Sampoorna recruiters working on your mandates full-time. This is particularly suited to:

• Companies with ongoing, high-volume IT hiring needs
• Organisations looking to reduce their internal TA headcount cost
• GCCs and MNCs that want a structured, SLA-driven hiring process without building an in-house team

RPO engagements are priced on a per-hire or monthly retainer basis depending on volume and scope.

• Many of our longest-standing clients use Sampoorna as their sole or primary IT recruitment partner. Exclusive and preferred-vendor arrangements typically come with additional benefits including priority team allocation, faster turnaround SLAs, dedicated account management, and access to our market intelligence reports.
• We are selective about exclusive arrangements and enter them only when we are confident we can fully meet the client's volume and complexity needs. We are happy to discuss whether an exclusive partnership makes sense based on your hiring profile.

• Yes. We take data privacy seriously and are aligned with India's Digital Personal Data Protection (DPDP) Act. Our candidate data handling policies, consent processes, and data retention practices are reviewed regularly to maintain compliance. We publish our DPDP compliance framework on our website.
• Employer brand consultation — helping you position your company attractively to the Indian IT talent market
• For enterprise clients with specific data processing requirements or DPA (Data Processing Agreement) needs, we are happy to engage with your legal and compliance teams directly.