What We Do

We bill our clients a retainer when we start the search and then balance of the placement fee when we fill the search. The retainer part becomes a down payment, and gets deducted from the total fee due, at the completion.

An estimated placement fee is taken for search assignment/s and divided annually, for payment to us. This is reviewed every six months and final settlement at the end of year as per actual placements done. It helps immensely in cementing the relationship with the client and we feel more part of each other. We become a ‘real member’ of our client’s team, which keeps us in active communication with our client. This ‘Relationship & Trust’ with our client further strengthens our passion to ‘DELIVER EVEN THE IMPOSSIBLE’! We have had numerous success stories globally to ‘deliver the impossible mandates’ in this model!

Putting a strong exit interview program in place helps you improve career development practices, strengthen your company’s culture, and uncover other key issues that may be affecting your ability to retain employees. Interviews may also be a positive closure method for the exiting employee, providing a chance to process their thoughts and emotions before they walk out the company door a final time. When you look at the impact exit interviews can have on reducing costs spent in recruiting and replacing employees, it is easy to see why they are so important. One of the main advantages of outsourcing an exit interview is that your exiting employees might feel more open to sharing insights with someone outside of the organization than someone they have been working with for a while. This could allow you to receive more valuable information since the employee won’t be using the same filter as they would for one of your internal employees.