Step 01 · Free
Role-scoping call
20 minutes on the role that matters most.
- Sharpen the brief and the scorecard
- Market reality on pay and availability
- Your 48-hour shortlist plan, once intake is complete
Home / AI Talent Solutions
★ Recruitla Global is now Consuligence AI Talent Solutions.
Division 02 · People · USA + India
Hire for outcomes, not years of experience.
End-to-end recruitment across the USA and India, from the first intake call to post-hire follow-up. AI does the searching. People do the judging. You meet only candidates worth your time.
48-hrshortlist plan after intake. Our commitment
2hiring markets: USA + India
7steps, end to end, one owner
2020recruiting since, as Recruitla Global
(01) Our promises
Three promises. In writing.
Recruitment has a trust problem. These are the lines we don't cross.
No unvetted resumes.
Every candidate you see has been screened, assessed and briefed. If we wouldn't hire them, you won't meet them.
No ghosted candidates.
Every applicant hears back. Your employer brand is in our hands, and we treat it that way.
Results-based.
You don't pay for effort. For permanent roles, you pay when the right person signs.
(02) End-to-end process
From intake call to the hire who stays.
Most recruiters stop at the CV. We own the whole journey, seven steps with one accountable team, so nothing falls between the cracks.
01
Kick-off
Intake and job design
We start with the outcome the role must deliver, not a recycled job description. Together we define the scorecard, must-haves, compensation band and selling points.
You get: a role scorecard and outcome-based job description
02
Search
AI-assisted sourcing
AI widens the search across databases, networks and passive talent; recruiters filter for fit, intent and signal. Wider net, sharper eye.
You get: a 48-hour shortlist plan, then a live pipeline
03
Vetting
Screening and assessments
Structured screening calls, skills and situational assessments, and reference signals. No unvetted resumes ever reach your inbox.
You get: a shortlist with a written brief on every candidate
04
Process
Interview coordination
We run the calendar, prep candidates and interviewers, and collect structured feedback after every round, so momentum never stalls.
You get: a tight loop with no ghosted candidates
05
Close
Offer and negotiation
Compensation benchmarking, offer framing and negotiation on both sides, to land the yes without overpaying or losing goodwill.
You get: a signed offer, not a counter-offer surprise
06
Start
Onboarding support
Pre-joining engagement, paperwork follow-through and first-week check-ins, so the person who accepted is the person who shows up.
You get: a smooth first day and a confident new hire
07
Retain
Post-hire follow-up
Structured check-ins with the hire and the manager after joining. Small issues get fixed before they become resignations.
You get: early warning, and a hire who stays
(03) Two markets
USA and India. One standard.
Offices in New York and Chennai mean we know both markets from the inside: the talent, the pay, the notice periods and the culture.
United States · New York
Hiring in the USA
Permanent and contract hiring for growing companies that need people who deliver from week one.
TechnologyEngineering, data, product, IT
HealthcareClinical and healthcare business roles
Sales and BDRSDRs, BDRs, AEs, sales leaders
FinanceAccounting, FP&A, finance operations
India · Chennai
Hiring in India
From hotel floors to global capability centres, recruitment rooted in deep local networks.
HospitalityHotels, restaurants, F&B and guest services
TechnologyEngineering, data, QA, IT services
OperationsOps, supply chain, back-office, CX
GCC hiringBuilding and scaling global capability centres
(04) Cost of vacancy
An empty senior seat is a revenue leak.
The recruiter's fee is visible. The cost of the empty seat isn't. Put in your own numbers and see what waiting costs.
≈ Estimated cost of vacancy
$0
That's about of value per working day. Estimate only, based on 260 working days a year and your inputs; it ignores team strain and missed opportunities, which usually make it worse.
(05) Engagement models
However you hire, we fit.
Pick the model that matches the role. We'll recommend one honestly on the first call.
Permanent hiring
Success-based search for roles that shape the business.
Contract and contract-to-hire
Flexible talent, with the option to convert when it clicks.
Hiring sprints
Several roles at once: a new team, location or GCC.
Outcome-based job design
Define the role by results before anyone is sourced.
(06) Ways to start
Tell us the role. Get a plan in 48 hours.
No retainer to start. No resume dumps. A clear plan before any search begins.
Step 02 · Per role
Shortlist sprint
End-to-end search for one critical role.
- All seven steps, one owner
- Vetted shortlist with written briefs
- Success-based for permanent roles
Step 03 · Ongoing
Embedded talent partner
A monthly retainer for continuous hiring.
- Dedicated pipeline across roles
- Employer-brand and process upgrades
- Hiring analytics, every month
(07) Who we work with
Who we hire for.
Probably not a fit if:
- You want a stack of resumes by tomorrow
- You can't commit to interview feedback within a few days
- You're shopping for the lowest fee, not the right hire
US growth companies
Tech, healthcare, sales and finance teams that can't afford a slow or wrong hire.
Indian hospitality groups
Hotels, restaurants and F&B brands staffing up for openings and seasons.
Companies building in India
GCCs, tech and operations teams scaling in Chennai and beyond.
Founders hiring their first leaders
The hires that set the culture, where job design matters as much as search.
(08) Questions
Straight answers.
Ask anything else and you get a straight answer from me, not a script.
Ask your questionIs this the same team as Recruitla Global?
Yes. Recruitla Global, founded in 2020 with offices in New York and Chennai, is now Consuligence AI Talent Solutions. Same founder, same standards, now with AI built into every step and two sister divisions behind it.
How do your fees work?
For permanent roles we work on a success basis: you pay when a hire is made, on terms agreed in writing before we start. Contract, contract-to-hire and dedicated hiring sprints are scoped and quoted upfront. You never pay for effort alone.
What does a 48-hour shortlist plan mean?
Within 48 hours of a complete intake, you get a written plan: the refined role scorecard, where we'll search, the target profiles, the screening steps and the timeline. It's our commitment on speed of start, not a promise of a hire in two days.
Which roles do you recruit for?
In the USA: tech, healthcare, sales and BDR, and finance. In India: hospitality, tech, operations and GCC hiring. If your role sits outside these, ask; I'll tell you honestly whether we're the right fit.
How do you use AI without losing the human judgment?
AI widens and speeds up the search: sourcing, matching and first-pass screening. People make every judgment that matters: who gets presented, how they're assessed, and how the offer is handled.
What happens after the candidate signs?
We stay involved: onboarding support for the first weeks, then structured check-ins with both the hire and the manager, so small issues get fixed before they become resignations.
What if a hire doesn't work out?
Replacement terms are agreed in writing before we begin, so you know exactly what happens if a placement doesn't work out.
Tell us the role. Get a shortlist plan in 48 hours.
One intake call, then a written plan: scorecard, search strategy, screening steps and timeline. No obligation.