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  • HR Advisory · Service Area 06

Executive Search &Talent Acquisition

From the C-suite to critical specialist roles — finding the right people is the highest-leverage decision any organisation makes. We bring the rigour it deserves.
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Sub-services 9 areas of work
01
Retained Search for CXO Hiring
02
Leadership Assessment Support
03
Succession Planning Support
04
Board & CXO Advisory for Critical Hiring
05
Recruitment Strategy & Process Design
06
Technical and Non-Tech Hiring
07
ATS and AI-based Tech Deployment
08
Technical Talent Assessment Tools
09
Talent Market Mapping

Is this for you?

When do you need this?

Most hiring challenges aren’t sourcing problems — they’re clarity problems. The brief is vague, the process is inconsistent, and the decision framework shifts with each stakeholder in the room. Good people get rejected; wrong hires get through.

The moments below are when the gap between how you hire and how you need to hire becomes impossible to ignore — whether at the top of the house or across the organisation.

Our conviction

Talent acquisition isn't a support function. Done right, it is a strategic capability — and organisations that treat it that way outcompete those that don't.

Critical leadership role to fill
Critical leadership role to fill
A wrong CXO hire doesn't fail loudly — it fails slowly, through cultural friction, misaligned decisions, and strategic drift. By the time the organisation reacts, significant value is already lost.
Hiring volume is growing fast
Hiring volume is growing fast
Scaling from 50 to 200 hires a year breaks ad-hoc processes overnight. You need a recruitment engine — structured, tooled, and repeatable — before the business outpaces what HR can deliver.
Tech stack is outdated or absent
Tech stack is outdated or absent
Running recruitment on spreadsheets and email means data gets lost, candidate experience suffers, and reporting is guesswork. The right ATS and AI tooling changes the speed and quality of every hire downstream.
Market intelligence is missing
Market intelligence is missing
You're hiring blind — without knowing who the talent universe is, what they earn, or whether you're competing for the right profiles. Talent market mapping fixes the intelligence gap before search begins.
Succession gaps are surfacing
Succession gaps are surfacing
When key leaders leave — planned or otherwise — the absence of a pipeline creates a reactive scramble. Succession planning ensures leadership continuity isn't left to chance or crisis.
Quality of hire is inconsistent
Quality of hire is inconsistent
Some hires thrive; others underperform within 12 months. Without structured assessment and a defined success profile, every hiring decision is a coin flip — regardless of how many interviews were conducted.

Our scope of work

What we do

Nine areas of work across two practices — Executive Search and Talent
Acquisition. Each is a standalone engagement or part of a broader
mandate. Hover any card to explore.
Executive Search
01
Retained Search for CXO Hiring
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Retained Search for CXO Hiring
Bespoke, senior-led search for C-suite and CEO-1 mandates. We begin with success definition — not a JD — and combine targeted outreach, deep candidate engagement, and discreet market presence. Every mandate is personally led by a senior practitioner.
02
Leadership Assessment Support
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Leadership Assessment Support
Structured evaluation of senior candidates beyond competency screening. We assess context fit, leadership style, decision principles, stakeholder maturity, and values alignment — giving the hiring committee a defensible, nuanced view of each finalist.
03
Succession Planning Support
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Succession Planning Support
We help Boards and CHROs build a structured view of the leadership pipeline — assessing internal readiness, identifying external benchmarks, and creating succession scenarios for critical roles. The output is a governance-ready succession plan, not just a list of names.
04
Board & CXO Advisory for Critical Hiring
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Board & CXO Advisory for Critical Hiring
A confidential advisory partnership for Boards, Promoters, and Investors navigating high-stakes leadership decisions. We frame the mandate, design the process, provide external market perspective, and support the final decision — with board-level discretion throughout.
Talent Acquisition
05
Recruitment Strategy & Process Design
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Recruitment Strategy & Process Design
We design the end-to-end recruitment operating model — sourcing strategy, hiring process, assessment framework, SLAs, and recruiter playbooks. The result is a function that can hire at volume without sacrificing quality or candidate experience.
06
Technical and Non-Tech Hiring
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Technical and Non-Tech Hiring
Mid to senior hiring across technical functions (engineering, product, data, infrastructure) and non-technical functions (commercial, operations, finance, HR) — done with speed, quality, and cultural fit as non-negotiables at every level.
07
ATS and AI-based Tech Deployment
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ATS and AI-based Tech Deployment
Selection, configuration, and deployment of ATS platforms and AI-powered sourcing and screening tools — matched to your hiring volume, team size, and workflows. We cover change management and adoption so the investment delivers its full value.
08
Technical Talent Assessment Tools
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Technical Talent Assessment Tools
Implementation of structured technical screening and assessment platforms — coding challenges, case simulations, skills tests — that give hiring teams a consistent, objective signal on candidate capability before the interview stage.
09
Talent Market Mapping
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Talent Market Mapping
Multi-channel market intelligence on the talent landscape for a specific role, function, or geography — who exists, where they are, what they earn, and what it would take to move them. Used to inform search strategy, compensation benchmarking, and workforce planning.

Valued by Global Leaders

It has been a pleasure to work with Biprashish and InvokHR on our unique requirements across industry sectors. The team understands the requirements, provides great insights on the market and delivers on commitments. Biprashish has displayed flexibility and supported the entire process of recruitment, acting as a bridge between candidates and management. Overall, it has been an excellent experience working with InvokHR, and we acknowledge them as our reliable growth partner.

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Rustom Kerawalla

Founder Chairman

Ready to transform your people practices?

Most conversations start with a 30-minute call. No pitch, no
pressure — just a candid look at what you’re dealing with
and whether we’re the right fit.
Book a Conversation