We’re business experts in the
people business
Recruitment services delivered by a seasoned team employing a unique process
Member of the world’s largest and oldest global recruiting network
We align our recruitment strategy with your
big goals & business challenges
As management consultants and HR veterans, we understand your business goals and pain points—in much greater depth than regular recruiters can. With our extensive experience and proven process, we move faster and more accurately than the competition, so you always get the best possible talent for your organization.
BGR’s 12-step process vs. other head hunters'
01 Requirement Understanding
What BGR Does
Do a deep dive into what the position and your organization require through quick independent research, understanding your business challenges and goals, and asking relevant questions.
What Others Do
Rely on the job description & brief provided by the client.
02 Research & Brainstorming
What BGR Does
Conduct extensive research and discussions to work out the best recruitment strategy and action plan.
What Others Do
No such process.
03 Benchmarking & Sampling
What BGR Does
Decide on the ideal profile for the job through a quick benchmarking and sampling exercise. This makes the client aware of market realities and helps align the search criteria.
What Others Do
No such process.
04 Market Mapping & Long-Listing
What BGR Does
Conduct research to build a list of prospective companies and candidates, and subsequently identify high potential candidates.
What Others Do
No such process*
*Only top-tier executive search firms do this
05 Sourcing
What BGR Does
Source from referrals, live databases and social media, aiming at sourcing the best possible candidates not searching for a job.
What Others Do
Typically source from old databases and job portals, aiming to find the best available candidates actively searching for a job.
06 Candidate Outreach & Development
What BGR Does
Develop a candidate dossier to enhance employer brand and create a brand pull. We provide a complete brief and answer all candidate queries before the interview.
What Others Do
Assign candidate outreach to junior recruiters, without any structured communication and JDs.
07 Consultant Analysis & Interview
What BGR Does
Use a 3-layered screening and assessment process to shortlist candidates. A final interview is conducted by a senior consultant.
What Others Do
Use junior recruiters and assessment forms to evaluate candidates.
08 Candidate Submission
What BGR Does
Submit only the most relevant ready-to-hire candidates, accompanied by a structured consultant report and comparative rating.
What Others Do
Dump the maximum possible candidates without any structured report and rating, leaving the rest to the client.
09 Client interviews
What BGR Does
Arrange interviews with the client for final assessment.
What Others Do
Arranged by client.
10 Candidate Negotiation
What BGR Does
Use Industry benchmarks and top-level negotiation to achieve a win-win situation for the candidate and the employer.
What Others Do
Done by client.
11 Reference Check & Verification
What BGR Does
Conduct blind reference checks (unknown to the candidate) with former colleagues and bosses. If mandated, we conduct a neuroscience brain map, follow-up interview, and detailed reporting.
What Others Do
Conduct reference checks with contacts provided by the candidate just as a formality.
12 Documentation & Joining
What BGR Does
Assist the client with the documentation and preemployment process. We also provide support and legal advice to the candidate for their exit from their existing employer.
What Others Do
No such process.
Our code of ethics
We believe sound, ethical practice is good business, and that confidence and respect are essential for success. We recognize that the many intangibles of our highly relationship-oriented services rely on good faith. Each of us at BGR is committed to our code of ethics, focusing on transparent business development and accurate communication.
Business promotion and development shall be conducted forthrightly with no misrepresentations (expressed or implied) which might mislead clients and/or candidates.
- Communication with clients or candidates shall be objective and accurate
- Clients, positions, and candidates shall be represented honestly and factually
- We honor the confidentiality of proprietary information received from clients and candidates
- We conduct comprehensive reference checks of candidates prior to final selection by clients
- We refrain from soliciting candidates from client companies
- We refrain from using sourcing techniques which involve pretext or falsehood
- We inform clients of potential limitations, due to other clients
- We do not accept positions that we are not confident of closing successfully
FAQs about our building a solid recruitment strategy
No—while recruiters typically source candidates from old databases and job portals, aiming to find the best available candidates actively searching for a job, we take a more hands-on approach in our recruitment strategy. Our senior experts follow a rigorous and efficient 12-step process to source talent from referrals, live databases, and social media, aiming to find the best possible passive candidates.
We’re not just recruiters; we offer management consulting services using a unique 12-step process, taking your organization strategy into consideration.
Many headhunters and recruiters start off with one big mistake in their recruitment strategy — Not having a deep understanding of the organization and its needs. They simply go by what the client outlines as the job description, but aren’t equipped to consider important factors such as business goals and organization strategy. Before beginning a search for the right candidate, it’s important to understand how filling this position can impact your business and success.
We prefer a more consultative approach in our recruitment strategy, where we find the right candidate through research, brainstorming, insights from extensive experience, and hands-on vetting. Unlike other recruiters, we don’t just search old databases based on a JD/brief from the client, but dive deep into what the position and your organization require through quick independent research, understanding your business challenges and goals, plus asking relevant questions.
Absolutely! We believe that the right candidate isn’t just one who can do the job successfully—the right candidate also needs to be a good fit culturally and serve the organization for years. At BGR, we believe that finding such a candidate requires a strong recruitment strategy, in-depth evaluation and vetting, and excellent communication. We use Industry benchmarks and top-level negotiation to achieve a lasting win-win situation for the candidate and the employer.
It is also essential for the recruiter to represent their client accurately, and communicate details about the company culture and goals effectively, even while maintaining confidentiality.
All BGR searches are confidential by default, where the company name is only disclosed to very select candidates whom we find suitable for the role.