Best Recruitment companies in India

Situation:

The organization was setting up its operations in India in a JV with one of India’s Top business houses.  The JV would like to understand the prevailing compensation practices and brief profiles of relevant professionals who could potentially be part of its initial leadership and mid-level team.

Critical Business Issue:

This QSR organization made an aborted attempt to establish itself in past. It would like to plan well, get its act right, and shorten the time to hire the required talent.

WalkWater Capability:

WalkWater used its expertise in domain and survey methodology to work in partnership with client. A team of 5 resources worked over 4 weeks to deliver on the Survey.

WalkWater Solution:

Compensation & Talent Landscape Survey: We started with the Survey to provide inputs on the current operations and organization structure of comparator organizations. Detailed mapping of the talent pool, compensation ranges, education and brief profile of professionals at top 3 levels followed this. This was completed in 4 weeks.

Talent Acquisition: Professionals fitting into the top 12 roles were marked out and the rest were marked as Role +ve or Role -ve for future hiring. The hiring process would start in sometime.

Result:

Our study enabled the client to finalize and address the following:

1. Organization Structure
2. Benchmarking of positions across different functions
3. HR Budgeting

Situation:

This US MNC, an industrial conglomerate, has a captive technology center in Bangalore. One of the prominent Aerospace Engineering Groups is headed by an Expatriate and his term is expected to end in 2014. He heads the overall group of 220 members and leads 8 to 10 managers, each of who is a leading a skill based team. The Client wanted to proactively plan the succession for this critical position.

Critical Business Issue:

As a proactive measure, client wanted to understand the talent landscape of engineering professionals from the Aerospace domain in the Captive Technology Centers / Offshore Development Centers of Engineering Services organizations in India, who can potentially take up this assignment.

WalkWater Capability:

WalkWater used its deep experience & network in Aerospace and Defense to work in partnership with client and carried out the Talent Mapping survey and presented a detailed study on it. A team of 3 senior resources worked over 4 weeks to deliver on the Survey.

WalkWater Solution:

WalkWater started the survey by mapping 6 predefined organizations. These were a combination of captive technology centers in the Aerospace and Automotive domain. The scope of study covered the availability of relevant talent which could potentially fit this position and covered the following data points:

• Comparable roles
• Organization structure around the comparable roles
• Brief background of people at the comparable roles
• Compensation & Benefits for the comparable roles

Result:

The final report was presented which detailed the availability of talent across organizations with the key findings in the following areas:

1. Talent Availability in this domain in terms of educations, salary and prior experience.
2. The data also helped the client in finalizing a proper designation, job role and target compensation for this role.

When a search is initiated in 2014, WT would be able to compress the timeline of the search process significantly due to this study.

Situation:

This niche company has received PE funding recently. Given recent capital inflows, target to grow from INR 100 Cr to INR 500 Cr in next 5 years and decision to get into 3PL business, there is a need to set up the right Leadership and Regional Team in functions such as 3PL, Operations, HR and Business Development.

Critical Business Issue:

The company is not professionally managed though the Promoter is a visionary. While hiring new talent, the company would like to understand the current business model, performance of and Talent Landscape with its competitors.

WalkWater Capability:

WalkWater used its Logistics Center of Excellence to work in partnership with client. A team of 3 senior resources worked over 4 weeks to deliver on the Survey.

WalkWater Solution:

Talent Landscape Survey: We started with a Talent Landscape Survey to provide inputs on the current business model, financial performance, and organization structures of the comparator companies. This was followed by detailed mapping of the talent pool, compensation ranges, education and brief profile of professional at top 3 levels in 4 weeks. After submission of the report, we provided advisory on structure suitable to client organization. Detailed organograms for each function of the target set of organization were also discussed.

Talent Acquisition: We helped the company acquire talent for the following roles and others, totally around 13 key positions- Head-3PL, Head-Operations, Head- North, Head-HR, Head-West etc. Given the quality of our service, client asked us to work on Operation Manager-North, Operations Manager-West, Business Development Manager-Healthcare, Manager-Fleet Management and other roles, which were all successfully completed. 

Result:

Talent Landscape Survey: Different organization structures were discussed in detail vis a vis their business model and performance over years. The consultative approach and recommendations made on the way forward for our client organization led to finalization of the org structure and compensation levels, and talent planning for near future as well.

Talent Acquisition: We completed the search of the Leadership team within 6- 8 weeks of started the assignment and have now grown the relationship beyond initial mandates. We worked closely with the MD and PE fund as their trusted advisor. Cost savings and rise in revenue because of this team have been substantial.

Situation:

The organization has a Technology Center in India which caters to application development and maintenance for the worldwide operations of this multi-billion Dollar company.

This center has around 1500 people, most of who are engineering and IT talent. The leadership of this company at global headquarters wanted to understand deeply the current compensation practices in India at senior levels of comparable companies.

Critical Business Issue:

The India Leadership team was convincing the global leaders of the organization for a change in compensation structure and a substantial increase. The global leaders wanted to understand salary and organization structures and profiles of key people in competing and comparable organizations in India and then decide.

WalkWater Capability:

WalkWater used its extensive network in comparator companies, deep domain expertise in IT services and Offshore Development Centers; and survey methodology to work in partnership with client. A team of 2 resources worked over 4 weeks to deliver on the Survey.

WalkWater Solution:

Our solution was a focused compensation & Organization Survey: we started with the coverage of 8 similar organizations and conducted an in-depth survey to study these centers. Apart from the salary structures at three top levels, we also provided inputs on the current operations and organization structure of comparator organizations, along with profiles of key leaders. The profiles included their current work content, past experience and educational qualifications.

Result:

The data was presented via videoconference to the global leadership of this company. We also provided our client with a graphical representation of their leadership salary in India as compared to the complexity of work done by the center, as compared with their five competing companies. The survey data, graphical representation and our recommendations helped the global leaders to better understand the India landscape in terms of salaries, skillsets, organization structures and gave them an opportunity to work with relevant and real time data while dealing with expectations from their senior leaders. This also helped in an overall increase in mutual respect and a better, more motivated culture among the senior leaders in India, both from India and some who were deputed from the Global headquarters. We have now repeated this survey for 6 years in succession.