Hire top talent, across borders
18% of first-year salary, paid only when your hire starts. No retainer, no fee if you don't hire.
How we actually fill a role
We work the market directly rather than posting an advert and forwarding whatever arrives. That matters because the people worth hiring are usually employed and not looking, and because a job board gives you volume when what you need is four people you can genuinely see in the role.
For most roles a shortlist comes back typically within two weeks. Every candidate on it has been spoken to, has confirmed they're interested at your band, and comes with written context — what they've actually built, why they'd move, what their notice period is. Not a stack of CVs for you to sift.
From brief to start date
Six steps, and one consultant across all of them
- Briefrole, band, timeline
- Searchdirect, not adverts
- Screenspoken to and confirmed
- Shortlistaround two weeks
- Interviewwe schedule and brief
- Offer and start18% payable now
One consultant across all of it. If a placement leaves within 90 days we replace them at no additional cost.
Built for the roles that are hard to fill
Which one fits depends on how often you're hiring and how hard the role is, not on how big you are
A single permanent role
One vacancy, one consultant, paid only when your hire starts. The cheapest way to work with us at a handful of hires a year.
Executive search
Senior hires move through relationships, not adverts. Approach-led and confidential — your company isn't named until the conversation warrants it.
International hiring
Your office in one country, the right candidate in another. Remote, sponsored relocation, or the first hires in a new local office.
Hard-to-fill technical roles
Engineering, mobile, DevOps, data and QA. We coordinate your technical assessment — your engineers grade the code, and we don't pretend otherwise.
Volume hiring
Several seats at once — a new team, a new site, or a season you have to staff to a date.
Dedicated recruiter (RPO)
A named recruiter working inside your ATS and your process, on a predictable monthly cost instead of a fee per hire.
Which model costs you least
It depends on volume, not on company size — and often the answer is no
A dedicated recruiter fits when
- You're hiring continuously rather than occasionally
- You have no in-house recruiter, or one who is overloaded
- You're opening a team in a new market and have no local network
- Your engineers are spending their week screening CVs
Don't buy this if
- You hire a handful of people a year — the 18% placement fee is cheaper and carries no risk
- You have one urgent senior role — that's a search, not an ongoing engagement
- You want someone to post adverts and forward the responses
In those cases the placement fee is cheaper and you only pay on success.
Sectors we hire for
- Information technology & software
- Banking & finance
- Marketing & sales
- Healthcare
- Retail & e-commerce
- Telecommunications
If your role sits outside these, ask anyway — we'll tell you if we can't help rather than take the brief and be slow about it.
Common questions from employers
How is executive search different from filling a normal vacancy?
The people worth hiring for a leadership role are not applying to adverts — they are employed, doing well, and not looking. So the work is approach-led rather than advert-led: we build a map of who is doing the job well at comparable companies, approach them directly and confidentially, and assess a small number properly rather than screening a large number quickly.
Can you run a search confidentially?
Yes, and most senior searches need it. Candidates are approached without your company being named until they have signed an NDA or the conversation is serious enough to warrant it. That protects the incumbent if you are replacing someone, and protects the candidate, who usually cannot be seen to be looking.
How long does an executive search take?
Longer than the two weeks a mid-level shortlist takes, and we say so before you engage us rather than afterwards. A confidential leadership search is measured in weeks of mapping and approaching, because the pool is small and each conversation has to be had properly.
What is recruitment process outsourcing?
You hand part or all of your hiring to an outside team that runs it as though they were your own recruiters — your process, your ATS, your employer brand. In our case that is a named recruiter working your roles, not a queue you file tickets with.
When does a dedicated recruiter cost less than per-hire fees?
It depends on volume, not on company size. At a handful of hires a year the 18% placement fee is cheaper and carries no risk, because you only pay on success. Once you are hiring continuously, the per-hire fees add up past a monthly retainer. We will do that arithmetic with you honestly — including when the answer is that you don't need us monthly.
Do we have to change our hiring process?
No. The recruiter works inside your process and your applicant tracking system. If we think something in it is losing you candidates we will say so, but changing it is your call, not a condition of working together.
Can you hire developers in Pakistan for a US or UK company?
Yes — it is the majority of our technical work. The candidates are hired into your team on your terms; we handle sourcing, screening and the offer. The practical questions are usually time zone overlap and contracting model, and both are worth settling before the first interview rather than at offer stage.
How do you screen developers if you aren't engineers yourselves?
We don't pretend to assess code. We screen for the things a recruiter can genuinely establish — what someone actually built rather than what the stack list claims, why they left, what they want next, notice period and salary expectation — and we get that in front of your engineers quickly instead of wasting their time on a long list. Technical assessment stays with you, where it belongs.
Tell us what you need
One short message is enough to start — a member of our team will get in touch to understand your requirements. No lengthy forms.
Faster hiring process
Reduce your time-to-hire by 40% with our streamlined process
Quality guarantee
90-day replacement guarantee for all permanent placements
Companies we've hired for
Placement is 18% of first-year salary, below the 20–25% industry standard. See full pricing.
We're an international recruitment agency with our head office in Islamabad, hiring for employers across United States, United Kingdom, Canada, Middle East, Asia — and placing candidates wherever the right ones are.
Request Candidates
Takes under a minute. We'll handle the details on the call.
Hiring locally? We're a recruitment agency in Islamabad. Weighing us against a first in-house hire? We wrote the comparison. Building a remote team from Pakistan? There's a guide for that.
Tell us your hiring plan and we'll do the arithmetic
One conversation, no pitch. If we don't think we're the right firm for the role, we'll say so.
Or email contact@talentrix.co directly.