A clearer brief. A more considered shortlist.
Discuss a leadership requirement, an authorised job posting or a career transition programme. Start with the business need, then agree the scope in writing.
Leadership only · ₹50 L+Three ways to work together
For an active hire, discuss the role, the decisions it owns and the evidence a suitable candidate must bring. A conversation does not automatically establish a recruitment mandate.
For a verified job posting, the organisation must confirm the opening and authorise HireIQ to publish and support it. A funding announcement or a public vacancy alone is not enough.
For enterprise or outplacement support, agree the participant group, individual services, privacy arrangements and reporting before inviting employees.
What a useful first conversation covers
Share a broad role or programme brief, the location, timing, budget owner and your authority to act for the organisation. Please leave candidate CVs, employee names and sensitive restructuring details out of the first enquiry.
The team will discuss suitability, capacity and commercial scope. Search, publication, profile preparation and employee support are distinct services; none should be assumed from an introductory enquiry.
The hiring decision remains yours
HireIQ's internal review determines whether a profile fits the agreed role criteria. A candidate's payment for optional CVPRO preparation does not buy employer preference or bypass that review.
You retain responsibility for interviews, employment terms, lawful assessment and the final decision. No vacancy fill date, number of interviews or hiring outcome is guaranteed by this website.
Explore employer support
Leadership hiring
A precise mandate makes it easier to recognise the right experience and explain why it matters.
Read more →Verified job publishing
The verified board is designed for employer-confirmed mandates where HireIQ is authorised to publish and support the role. Publishing activation is still being qualified.
Read more →Roles & sectors
Discuss functional and leadership requirements in their actual business context. Coverage and capacity are confirmed for each engagement.
Read more →How we work
Understand what happens between the first brief and an employer decision, and where your input is needed.
Read more →Candidate review
An application receipt or a paid preparation package is not a shortlisted candidate.
Read more →Confidentiality & consent
Define what may be published, who may receive documents and when the employer's identity may be disclosed.
Read more →Scope, fees & responsibilities
Employer engagements require their own written scope. This page does not publish a standard fee or create an appointment.
Read more →Enterprise programmes
Scope organisation-sponsored career support around the participant group, their needs and what can responsibly be delivered.
Read more →Outplacement support
Discuss practical career support for departing employees, with clear boundaries between the employer's decisions and the participant's next steps.
Read more →Employer questions
Practical questions about mandates, candidate preparation and organisation-sponsored support.
Read more →Discuss your requirement
Choose a hiring, publication or programme conversation. The first step is a scope discussion, not a commitment to publish or start work.
Read more →Discuss the right scope
Use the existing enquiry route for a broad, non-sensitive brief. Do not send candidate or employee records at this stage.
Looking for a role that is actually open?
Employer-empanelled ₹50 L+ mandates, re-confirmed every 7 days. Apply free.