Bulk-hire entry roles — production associates, customer-care, jr. developers, sales execs. High-volume sourcing engine.
Functional specialists — engineers, designers, finance leads, plant supervisors, regional sales managers. Where most clients lean on us.
Lead and manager-of-managers roles. Mapped search across competitors, custom outreach, deeper pre-screen.
All fees are success-based — invoiced only after the candidate joins. Staged = invoiced 50% on join, 50% after the 90-day guarantee window closes.
30-minute scoping call with the hiring manager. We pull the JD apart, lock the must-haves vs nice-to-haves, agree on comp band, and align on the interview loop.
Active database search + targeted passive outreach (LinkedIn, referrals, alumni networks). For Tier 3 roles, we run a competitor map to find the right 30 humans.
Phone screen + role-specific evaluation against your rubric. Only candidates above our scoring threshold reach you — typically 3–5 names in the first shortlist.
We schedule, reschedule, prep candidates and manage your panel's calendars. Feedback collected within 24 hours of every round, candidates kept warm throughout.
We benchmark, negotiate, deliver the offer, run education + employment + criminal verification, and stay engaged through the notice period to prevent backouts.
Day 1 onboarding check-in, week-2 fit call, day-90 review. Free replacement if the candidate exits or is terminated within 90 days. No invoice rebate fights.
For a typical mid-level role we screen ~120 candidates to send you 4. You spend interview hours on humans who can actually do the job — not on resumes that look right.
If the hire exits or is terminated within 90 days of joining, we replace at no charge. No clawback fights, no rebate spreadsheets.
We don't dump 30 resumes and call it sourcing. First shortlist is 3–5 names you can actually interview this week.
No retainer, no engagement fee, no advance. Pure success fee — invoiced after Day 1, payable on standard credit terms.
Education + employment + criminal record verification on every offered candidate, before joining. Report shared, not summarised.
Every Monday: who's in the funnel, who's stuck, what's needed from your team this week. No status-call ping-pong.
In-person walk-ins for blue-collar & field roles, not just LinkedIn lurking. Especially for Tier-2 city mandates.
We had three engineering roles open for four months across two retainer firms. Rozgaar closed all three in six weeks on a success fee — and the BGV reports actually arrived before the offer letter went out.
First shortlist in 72 hours, success-fee model, 90-day replacement guarantee. Reply with the JD or book a 20-minute scoping call.