Permanent Hiring, Run From a Written Brief
Talent acquisition is the work of finding, screening and presenting candidates for permanent roles you have approved, and following them through interviews, the offer and joining. We work from a written brief, coordinate each step and keep you informed. It is one of our hiring services, scoped separately from our process consulting, and the hiring decision stays with you.
Talent Acquisition Services in brief
Talent acquisition is the work of finding, screening and presenting candidates for permanent roles you have approved, and following them through interviews, the offer and joining. GullyHR provides it as one of its hiring services, separate from its recruitment process consulting. Each engagement is scoped in writing, and selection, compensation and the offer remain your decisions.
- GullyHR is an HR consulting, HR services, training and software company based in Bengaluru, working with Indian startups and small and medium businesses.
- Talent acquisition at GullyHR means permanent recruitment: candidates found, screened and presented for roles you will hire onto your own rolls.
- The service runs from requirement intake and a written brief through sourcing, screening, shortlisting, interview coordination, offer follow-up and joining follow-up.
- Roles, levels, locations, channels and reporting are agreed per engagement. Background verification and executive search are separate GullyHR services, added only where agreed in writing.
- The hiring decision, the compensation and the offer stay with you.
The starting point
Is Hiring Taking More Time Than You Have?
Sourcing is work that sits on top of a day job. A hiring manager can brief a role well and still have no time to find, check and follow up candidates. The search then runs on spare hours, and each step waits for someone to remember it.
We take the sourcing and coordination work from a written brief, and you keep the decisions.
You may be experiencing:
- A search that starts with a verbal brief and a message to a few contacts.
- CVs that do not match what the manager had in mind, with the brief changing halfway through.
- Profiles reaching the hiring manager before anyone has checked them against the role.
- Interview slots arranged over messages, and candidates waiting for feedback.
- Recruitment partners working from different versions of the same role.
- No one assigned to the candidate between the offer and the first day.
- Several roles to fill at once for a new site, shift or team.
- No record of where candidates came from or where they dropped out.
- A founder who still screens every profile personally.
- Open roles that nobody owns from one week to the next.
What we can help with
Our Talent Acquisition Services
Requirement Intake and Role Definition
A conversation with the hiring manager to capture what the role is for, what it needs and what has been approved, written into a brief you confirm before any search starts.
Sourcing
A plan naming the channels agreed for the role and who is responsible for each, followed by outreach and the handling of incoming applications.
Screening and Shortlisting
Each profile reviewed against the brief, with screening conversations and notes, and a shortlist that sets out how each candidate matches the role.
Interview Coordination
Scheduling between candidates and interviewers, candidate briefing on the format and collection of feedback in an agreed form.
Offer Follow-up
Communication with the selected candidate while you finalise the offer. The compensation, the offer and its terms are decided and issued by you.
Joining Follow-up
Agreed contact between acceptance and the first day, the documents the candidate needs to provide, and a note to you if a concern arises or a date moves. Background verification can be added here where agreed.
Reporting
A report in an agreed format and at agreed intervals: open roles, candidates at each stage, pending decisions and where candidates leave the process.
Connection to Your Hiring Process
Where you have a recruitment process, or are building one with us, the search follows its stages and records, so nothing has to be re-keyed at joining.
The scope
What the Service Can Cover
These are the parts of a search we can support. Each engagement takes the parts that apply to your roles, and the scope is agreed with you in writing.
Requirement Intake
The conversation that captures why the role exists, what it is accountable for, the approvals in place, the location and the reporting line.
Role Definition
A role definition or job description drawn from the brief, with must-have and good-to-have requirements set out separately.
Sourcing Plan
The channels chosen for the role, which can include job portals, professional networks, referrals, your own applicant records and recruitment partners, with responsibilities named.
Candidate Outreach
How candidates are approached, what is said about the role and the business, and how interest is recorded.
Application Handling and Tracking
One tracker for incoming applications and candidates, with the stage reached and the next step for each.
Screening Conversations
Review of each profile and a conversation against the criteria in the brief, with notes kept for each candidate put forward.
Shortlist Presentation
A shortlist in an agreed format, with how each profile matches the role and what is still open.
Interview Coordination
Scheduling, reminders, candidate briefing and the collection of interviewer feedback.
Candidate Communication
Updates to candidates at the key stages, including delays and the outcome, in a consistent and courteous way.
Offer Follow-up
Candidate communication while you finalise the offer, with the decision, the compensation and the offer itself remaining yours.
Joining Follow-up
Contact between acceptance and the first day, document collection, and reporting of changes to you.
Reporting and Handover
A progress report in the agreed format, and a handover of candidate records and learnings at the end of the engagement or search.
Working together
Ways to Work With Us
Single-Role Search
Sourcing and placement support for one permanent role, from the written brief to the joining follow-up.
Hiring Drive
Several roles, or several positions in one role, organised together, for instance for a new site, team or shift.
Ongoing Hiring Support
Sourcing and coordination support as roles open over a period, with a regular report on open roles and candidates at each stage. For continuous or volume hiring, recruitment process outsourcing may suit better.
Alongside Process Consulting
Talent acquisition run on the process designed in our recruitment process consulting, so the brief, the screening and the records follow the stages your managers know.
Scope is agreed per engagement, in writing, before work begins. Talent acquisition is scoped separately from recruitment process consulting, and background verification and executive search are separate services added only where agreed.
The deliverables
What You Receive
Depending on the scope of your engagement, deliverables can include:
- A written role brief confirmed by the hiring manager, with must-have and good-to-have requirements.
- A role definition or job description in the format agreed for the engagement.
- A sourcing plan naming the channels and responsibilities for each role.
- A candidate tracker showing each candidate and the stage reached.
- Screening notes for each candidate put forward, recorded against the brief.
- A shortlist with a short summary of how each profile matches the role and what remains open.
- Interview scheduling and feedback records for each candidate interviewed.
- A follow-up log covering the offer stage and the period up to joining, with a progress report in the agreed format.
- Candidate communication templates for the key stages, where agreed.
- A handover note on the search: channels used, where candidates came from and where they left the process.
Step by step
How We Work
Agree the Scope
We confirm the roles, levels and locations covered, the engagement type, the channels to be used, who communicates with candidates and what is reported, and write it down before work begins.
Take the Requirement
We capture the role, the must-have and good-to-have requirements, the approved compensation range and the interview panel from the hiring manager, and write a brief for you to confirm.
Plan and Run the Sourcing
We agree the channels, approach candidates, handle applications in one tracker, and hold screening conversations against the brief, keeping notes on each candidate.
Present and Coordinate
A shortlist goes to the hiring manager with a note on each profile. We coordinate interviews, brief candidates and collect feedback, and the decision is yours.
Follow Up and Report
We handle candidate communication while you finalise the offer, stay in touch until joining, tell you of any change, and report in the agreed format.
The difference
What a Structured Search Gives You
A talent acquisition engagement run from a written brief helps you:
We do not promise outcomes. We record a baseline before work starts, covering how long each hiring stage takes today and where candidates are currently lost, and report against it, so you can see what changed and what did not.
- Start every search from a written brief the hiring manager has seen and agreed.
- See candidates who have been checked against the criteria in the brief, with notes on each.
- Give interview scheduling and feedback a named coordinator, so candidates are not left waiting for a reply.
- Assign someone to the period between offer and joining, so a concern or a delay reaches you early.
- Record candidate sources and drop-out points, so the next search starts from what the last one showed.
- Follow the same stages in the recruitment process and the sourcing, so records carry through to onboarding.
- Give hiring managers one tracker to see where each candidate stands.
- Keep candidates informed of the process and the next step at each stage.
Find your fit
Who This Service Is For
Founder-Led Businesses
Companies where the founder still screens every profile and has no time left to source.
Businesses Without an In-House Recruiter
Companies with open roles and nobody whose job it is to run the search.
Businesses Opening a Site or Team
Companies that need several permanent hires organised together for a new location, shift or function.
Businesses With a Recruitment Process
Companies that have a hiring process, or are building one, and want sourcing support that follows it.
Hiring Managers
Managers who want candidates screened against the role before they spend interview time.
Businesses Using Several Recruitment Partners
Companies that want one agreed brief and one place to track candidates from every source.
Good to know
Is Talent Acquisition the Right Route?
Talent acquisition suits you if
- The role is ongoing and you want the person on your own rolls.
- You have one role, or a set of roles, to fill now.
- You want a shortlist screened against a written brief before interviews.
Another service may suit better if
- The work has a defined period or scope: contract staffing.
- Hiring is continuous and you want the process run for you: recruitment process outsourcing.
- The role is senior and the search must stay confidential: executive search.
- Hiring keeps breaking down at approvals, descriptions or interviews: recruitment process consulting.
If you are not sure, tell us about the role and we will suggest a route with the reasons.
Good to know
Scope and Service Boundaries
Each engagement defines
The roles, levels, locations, number of positions, channels, steps included, who speaks to candidates and the reporting format.
Agreed separately
Talent acquisition is scoped separately from recruitment process consulting. You can take either on its own, or both.
Stays with you
- The decision on whom to hire.
- The compensation and the terms of the offer.
- Issuing the offer and the appointment letter.
- Joining formalities and onboarding.
Not assumed, and covered only where agreed in writing
- Background verification, offered as a separate GullyHR service.
- Executive search for senior and leadership roles, offered as a separate GullyHR service.
- Contract staffing, offered as a separate GullyHR service.
- Psychometric or skills assessments.
- Employment law advice.
- Software licences, procurement or integration.
Hiring outcomes depend on the role, the compensation, the availability of candidates and the speed of decisions. The engagement does not guarantee placements or hiring timelines.
Good to know
Timeline and How to Prepare
Timeline
The schedule depends on the roles, the levels, the locations and how quickly interviews and decisions happen. We confirm the plan after the scoping discussion.
Useful inputs
- The roles to fill and the reason each is open.
- Approval to hire and the compensation range.
- Any existing job descriptions.
- The interview panel and their availability.
- Your recruitment process or tracker, if you have one.
- Referrals, earlier applicants or partners you already use.
If these are not available, we can start with a discussion and write the brief with the hiring manager.
Good to know
Confidentiality and Candidate Information
Handled by agreement
A search involves personal information about candidates 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 search
Candidate information is used for the search it was collected for. We discuss with you how candidate records are kept or removed when the engagement ends.
Good to know
Measures We Report On
Measures we agree with you
- Time in each stage: where candidates or decisions are waiting.
- Source: which channels the candidates came from.
- Stage progress: how candidates move through screening, interviews and offer.
- Candidate withdrawal: where candidates leave the process and the reason given.
Definitions and reporting periods are agreed at the start so results can be compared consistently.
Measures that follow the offer
- Offer acceptance: how often selected candidates accept.
- Joining: how often accepted offers lead to joining.
- Early exits: whether new joiners stay beyond the first months, where records are shared with us.
Good to know
Frequently asked questions
Talent acquisition is the work of finding, screening and presenting candidates for permanent roles you have approved, and following them through interviews, the offer and joining. At GullyHR it is one of our hiring services.
Recruitment process consulting designs how your business hires: requisition, approvals, job descriptions, interview structure and records. Talent acquisition runs the actual searches for particular roles. They are scoped separately, and you can take either on its own.
Talent acquisition suits ongoing roles you want on your own rolls. Contract staffing suits work with a defined period or scope, where people are engaged through a staffing arrangement. Tell us about the work and we suggest the route that fits.
Talent acquisition supports searches for particular roles. Recruitment process outsourcing takes on part or all of your recruitment process over a period and reports across every open role. RPO suits continuous or volume hiring.
The roles, levels and locations are agreed at the start of each engagement and written into the scope. For senior and leadership roles, our executive search service may suit better, and we suggest it where it does.
Against the must-have and good-to-have points in the written brief, through a review of each profile and a screening conversation. Notes are kept on every candidate put forward, so the reason a profile reached you can be explained.
You do. We source, screen, coordinate and follow up. Selection, compensation, the offer and its terms remain your decisions.
Yes, where agreed. GullyHR provides background verification as a separate service, and it can be added before the offer or the joining. The checks are agreed with you, and you decide what to do with the result.
No. Hiring depends on the role requirements, the compensation, the availability of candidates and how quickly interviews and decisions happen. We agree what we do at each stage and report on progress, but we do not promise a placement or a date.
The follow-up between acceptance and joining is there to surface a concern or a delay early. If a candidate withdraws, we tell you, note where it happened and discuss the next step with you.
A hiring manager who can brief the role, the approval to hire, the compensation range, any existing job description, and a named person to give decisions and interview feedback. If you have a recruitment process or tracker, please share it.
Yes. We follow your existing process and agree who does what, so the brief, the screening route and the candidate tracker are the same whoever sources the candidate.
Before work begins we agree what information is shared, who can see it, how it is stored and the confidentiality terms. Candidate information is used for the agreed search and not for anything else.
Pricing depends on the roles, the number of positions, the levels, the locations and the support you want. Share your requirements and we will send a tailored proposal.
Brief the Role. Keep the Decision.
Give each permanent search a written brief, a screening route and a named coordinator, and keep the hiring decision with the people who will work with the new joiner.
Prefer to talk first? Call +91 80958 58589 or write to hello@gullyhr.com.
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