Hiring and HR Outsourcing Services
Hiring and HR outsourcing services are the HR tasks an outside team carries out for you. GullyHR provides nine: talent acquisition, IT and specialised recruitment, contract staffing, recruitment process outsourcing, executive search, background verification, payroll outsourcing, outsourced HR management and statutory compliance support. Each is scoped in writing, can run on its own or with our consulting and software, and leaves decisions on people, pay and policy with you.
Hiring and HR Outsourcing Services in brief
Hiring and HR outsourcing services are the HR tasks an outside team carries out for you: finding candidates, technical recruitment, providing contract staff, running recruitment, searching for senior leaders, verifying backgrounds, running payroll and day-to-day HR operations, and supporting statutory compliance work. GullyHR offers nine such services alongside its HR consulting, training and software. Each is scoped and agreed separately, and you can take any one on its own.
- GullyHR is an HR consulting, HR services, training and software company based in Bengaluru, working with Indian startups and small and medium businesses.
- The nine services are talent acquisition, IT and specialised recruitment, contract staffing, recruitment process outsourcing (RPO), executive search, background verification, payroll outsourcing, outsourced HR management and statutory compliance support.
- Each service is scoped and agreed in writing per engagement. Roles, volumes, locations, steps and reporting are set when the scope is agreed.
- The services can run on their own, alongside process consulting that designs how the work should be done, or with GullyHR software used to track it.
- Hiring decisions, compensation, payroll approval, policy and final positions on statutory matters stay with you. Statutory work is handled with qualified professionals.
The starting point
Is HR Work Waiting for People You Do Not Have?
Most growing businesses know what HR work needs doing. The difficulty is that it sits with a founder, an accountant or an operations person who already has a full day, so it happens late, by habit, or only when someone asks.
We take on the work that fits a service, scoped in writing, and leave the decisions with you.
You may be experiencing:
- Open roles with nobody whose job it is to run the search.
- Technical roles that stay open because nobody can judge the skills.
- Project or seasonal work that needs people for a period, not permanently.
- Hiring that never stops, run differently by each person who handles it.
- A senior role that needs a confidential search outside your own network.
- Offers made without anyone checking the candidate's history or documents.
- A monthly payroll that depends on one person and one spreadsheet.
- Joining, exit and leave tasks handled by whoever happens to be free.
- Compliance tasks tracked in memory, with gaps found only when a record is asked for.
- A founder who still handles hiring, payroll queries and compliance reminders personally.
What we can help with
Our Hiring and HR Outsourcing Services
Talent Acquisition
Permanent recruitment for roles you have approved: a written brief, sourcing, screening, a shortlist with notes, interview coordination, and follow-up on the offer and the joining. Suits a business with a few roles open and no recruiter.
IT and Specialised Recruitment
Permanent recruitment for technical and niche roles, such as software, data and IT infrastructure: a skills-based brief, screening and assessment agreed with your technical panel, and follow-up through the notice period. Suits a role where specific skills decide the fit.
Contract Staffing
People engaged through a staffing arrangement for work with a defined period or scope, such as a project or a seasonal peak. Terms and each party's responsibilities are set out in writing, with statutory points confirmed with qualified professionals.
Recruitment Process Outsourcing (RPO)
Part or all of your recruitment process run by our team over an agreed period, following your hiring stages and reporting on open roles and progress. Suits a business hiring continuously or in volume.
Executive Search
A researched, confidential search for leadership and senior roles, including approaches to people who are not actively looking. Suits a role where the pool is small and discretion matters.
Background Verification
Checks agreed with you, carried out with the candidate's consent and reported for your decision before an offer or joining. Can be taken with any hiring service or on its own.
Payroll Outsourcing
The monthly payroll run from inputs you approve, with payslips and reports in an agreed format. Statutory deductions and filings in scope are handled with qualified professionals, and payroll approval stays with you.
Outsourced HR Management
Day-to-day HR operations run by our team within the agreed scope: employee records, joining and exits, attendance and leave, payroll inputs, policy administration and employee queries. Decisions on people, pay and policy stay with you.
Statutory Compliance Support
Help with the recurring compliance work your business has identified, such as keeping records and a compliance calendar, carried out with qualified professionals where agreed.
The scope
How the Services Connect to Consulting and Software
A service runs more smoothly on a process that is already clear. Where it is not, the process can be designed first or alongside, and software can hold the records. These are the usual connections.
Recruitment Process Consulting
Designs the requisition, approvals, job descriptions, interview structure and records. Talent acquisition, RPO and executive search can then run on those stages.
Employee Onboarding Process
Sets out what happens between acceptance and the first week, so a hire made through any of our hiring services joins into a defined process.
Payroll Process Management
Fixes how attendance, revisions, claims and deductions reach payroll each month. Payroll outsourcing works from those inputs, so the two often run together.
HR Compliance Framework
Sets out which obligations apply to your business, who owns each one and what evidence is kept. Statutory compliance support then helps carry out the recurring work.
Recruitment Management Software
Holds requisitions, candidate stages, interview feedback and offers in one place, so a search can be tracked whoever runs it.
Payroll Input and Employee Records
Gathers the monthly input pack and keeps one employee record, so joining details and payroll data are not collected twice.
Fractional HR Management
Puts a senior HR head with your leadership for part of each month to set direction. Outsourced HR management can then run the day-to-day operations that direction depends on.
Working together
Ways to Work With Us
A Single Service
One service, such as a talent acquisition search or payroll outsourcing, scoped and agreed on its own.
Several Services Together
Services that work in sequence, for example talent acquisition with background verification before joining, scoped together so the steps connect.
Service Alongside Consulting
A service run on a process our consulting designs first or alongside it, so the people doing the work follow stages your managers know.
Service With Software
A service where records are kept in GullyHR software, so hiring, payroll and compliance data sits with the rest of the employee record.
Each service is scoped and agreed in writing before work begins. Services, consulting and software are separate decisions, and you can take any one without the others.
The deliverables
What You Receive
Depending on the services and scope agreed, deliverables can include:
- A written scope for each service, stating the work, the responsibilities on each side and the reporting.
- A recommendation on which hiring route or service fits the need, with the reasons.
- Role briefs, shortlists and interview records for hiring services.
- Skills-based briefs and assessment records for technical hiring.
- Verification reports for the checks agreed.
- Payslips and payroll reports in the agreed format for payroll outsourcing.
- Maintained employee records, joining and exit checklists, a query log and an HR calendar for outsourced HR management.
- A compliance calendar and task status for the work in scope.
- Progress or status reports at agreed intervals.
- A note on any process gap that is limiting the service, and what could be done about it.
- A handover of records at the end of an engagement or stage.
Step by step
How We Work
Discuss the Need
You tell us what is not getting done and how it is handled today. We ask about roles, headcount, volumes, locations, timing and who decides.
Choose the Service
We suggest the service that fits, or say plainly when a process should be fixed first, and agree which comes first where several apply.
Agree the Scope in Writing
What we do, what you provide and decide, the reporting format and how information is handled. Statutory points in scope are confirmed with qualified professionals.
Run the Service
We carry out the agreed work, keep records in the agreed tracker or system, and bring each decision to the person who owns it.
Report and Review
We report at agreed intervals, review the scope with you, and adjust it or hand over records when a stage ends.
The difference
What Taking a Service Gives You
A scoped hiring or HR outsourcing service helps you:
We do not promise outcomes. We record a baseline before work starts, covering how the work is handled today and where it is delayed, and report against it, so you can see what changed and what did not.
- Start each service from a written scope that says what we do and what you decide.
- Give hiring work an owner, so roles do not wait for a manager's spare hours.
- Choose the hiring route that fits the role: permanent, technical, contract, outsourced process or senior search.
- Complete candidate checks before the decision, not after the joining.
- Run payroll, day-to-day HR operations and recurring compliance work on a calendar rather than on one person's memory.
- Keep approval of hires, pay and statutory positions inside your business.
- See the status of the work in a regular, agreed report.
- Connect the service to a defined process and, where you choose, to one system of record.
Find your fit
Who These Services Are For
Founder-Led Businesses
Companies where hiring, payroll and compliance reminders still sit with the founder or an operations person.
Businesses Without an HR Team
Companies with HR work to do and nobody whose full-time job it is, which outsourced HR management can run for them.
Businesses With Time-Bound Work
Companies with project, seasonal or peak work that needs people for a period.
Companies Hiring Continuously
Businesses where hiring never stops and needs to run to one standard.
Companies Filling Senior Roles
Businesses that need a confidential search for a leadership position.
Businesses Moving Payroll Out
Companies that want the monthly payroll run outside the business, with approval kept in-house.
Good to know
Choosing a Hiring Route
Talent acquisition, if
- The role is ongoing and you want the person on your own rolls.
- You have one or a few roles open at a time.
- You want a shortlist screened against a written brief.
IT and specialised recruitment, if
- The role is technical or niche, such as software, data or IT infrastructure.
- Specific skills decide the fit, and a general search keeps missing it.
- You want screening and assessment agreed with your technical panel.
Contract staffing, if
- The work has a defined period or scope, such as a project or a seasonal peak.
- You want people engaged through a staffing arrangement rather than hired permanently.
- You are ready to agree the terms and each party's responsibilities in writing.
Recruitment process outsourcing, if
- Hiring is continuous or in volume over a period.
- You want the recruitment process run for you to one standard, not search by search.
- You want one report across every open role.
Executive search, if
- The role is senior or a leadership position.
- The people who would suit it are unlikely to be looking.
- The search needs to stay confidential.
If none of these fits cleanly, tell us about the role and we will suggest a route, or a combination, with the reasons.
Good to know
Outsource Payroll or Fix the Payroll Input Process
Payroll outsourcing suits you if
- The monthly run depends on one person or one spreadsheet.
- You want payslips and payroll reports prepared outside the business.
- Your inputs already arrive complete and approved.
Fix the input process first, or alongside, if
- Attendance, leave or overtime arrives late or incomplete.
- Salary revisions and claims reach payroll without an approval.
- Corrections after the run are common.
Outsourcing changes who runs the payroll, not what reaches it. Our payroll process management work designs the calendar, input pack and approvals, and the two are often taken together.
Good to know
Outsourced HR Management or a Fractional HR Head
Outsourced HR management suits you if
- Records, joining, exits, leave and queries are handled by whoever is free.
- You know how HR should run and need someone to run it each day.
- Your payroll and compliance providers wait on information nobody chases.
A fractional HR head suits you if
- Nobody senior owns HR, and people decisions reach the founder without a recommendation.
- You need direction on structure, policy, performance or reward.
- You want someone to guide your managers and supervise whoever handles HR administration.
The two can run together: a fractional HR head sets direction, and our team runs the day-to-day operations. Fractional HR management is part of our HR management consulting.
Good to know
Compliance Support or a Compliance Framework
Start with the compliance framework if
- You are not sure which obligations apply to your business.
- Nobody owns each item, and there is no single register.
- You are preparing for a review and do not know where you stand.
Take compliance support if
- You know what applies and need help doing the recurring work.
- Tasks are missed because nobody has time for them.
- You want the work tracked on a calendar with status reported to you.
Statutory matters are handled with qualified professionals, and the final position rests with your own advisers.
Good to know
Scope and Service Boundaries
Each engagement defines
The service, the roles or headcount covered, the locations, the steps included, who communicates with candidates or employees, how information is handled and the reporting format.
Stays with you
- Every hiring decision, the compensation and the terms of the offer.
- Approval of payroll inputs and of the payroll before salaries are paid.
- The final position on any statutory or legal matter, with your own advisers.
- Policies and employment decisions.
Not assumed, and covered only where agreed in writing
- Legal advice or representation before any authority.
- Workplace investigations.
- Software licences, procurement or integration.
Results depend on the role, candidate availability, the inputs your business provides and the speed of decisions. No service guarantees placements, timelines or compliance outcomes.
Good to know
Confidentiality and Personal Information
Handled by agreement
Hiring, verification and payroll work involve personal information about candidates and employees and commercially sensitive information about your business. Before work begins we agree what is shared, who can see it, how it is stored and the confidentiality terms.
Used for the agreed service
Information is used for the service it was shared for. We agree with you how records are kept, returned or removed when the engagement ends.
Everything in this section
All hiring and hr outsourcing services
Good to know
Frequently asked questions
They are HR tasks an outside team carries out for your business. At GullyHR they are talent acquisition, IT and specialised recruitment, contract staffing, recruitment process outsourcing, executive search, background verification, payroll outsourcing, outsourced HR management and statutory compliance support, each scoped separately.
Use talent acquisition for ongoing roles you want on your own rolls, contract staffing for work with a defined period or scope, RPO when hiring is continuous and you want the process run for you, and executive search for senior roles that need a confidential, researched search.
Talent acquisition supports searches for particular roles. RPO takes on part or all of your recruitment process over a period, following your stages and reporting on every open role. RPO suits continuous or volume hiring.
If errors come from late or incomplete inputs, such as attendance, revisions or claims, fix the input process first or alongside. Outsourcing takes over the monthly run, but it still works from the inputs your business provides.
Compliance framework consulting sets out which obligations apply, who owns each and what evidence is kept. Compliance support helps carry out the recurring work, with qualified professionals. If you are not sure what applies to your business, start with the framework.
Outsourced HR management runs the day-to-day work: records, joining and exits, leave, payroll inputs and queries. A fractional HR head is a senior person who sets direction and advises on decisions for part of each month. If routine work is slipping, start with operations. If nobody senior owns HR, start with fractional. The two can run together.
Yes. Each service is scoped and agreed on its own. You can take one, combine several, or add process consulting or software where they help.
No. The work can be tracked in the system you already use or in a shared tracker. Software is a separate decision.
You do. We source, screen, coordinate, verify and follow up as agreed. Selection, compensation, the offer and its terms remain your decisions.
No. Statutory matters in scope are handled with qualified professionals, and the final position rests with your own advisers. GullyHR is not a legal practice and does not represent you before authorities.
These are agreed per engagement and written into the scope. Share the roles, the locations and the volumes you have in mind, and we confirm in writing what we can support.
No. Hiring depends on the role, the compensation, candidate availability and decision speed, and compliance depends on records and decisions that sit with your business. We agree the work and report against it.
Before work begins we agree what information is shared, who can see it, how it is stored and the confidentiality terms. Information is used for the agreed service.
Pricing depends on the service, the roles or headcount covered, the volume, the locations and the support you want. Share your requirements and we will send a tailored proposal.
Tell Us What Is Not Getting Done
Name the HR work that is waiting, and we will suggest the service that fits, or tell you if a process needs fixing first. The decisions stay with you.
Prefer to talk first? Call +91 80958 58589 or write to hello@gullyhr.com.
Discuss Your Requirements
Tell us which service you are considering and how the work is handled today.
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