Branding agencies
Big campaigns, long timelines, agency-size budgets.
We deliver scoped work in weeks, sized for teams without a dedicated brand function.
Attract them. Hire them. Keep them.
An independent hiring practice. We build employer brands, sharpen hiring and design onboarding that sticks — so great people say yes, and stay.
- Scoped quotes, in writing
- Online, any time zone
- Any company size
- You, getting hired
- Your company, hiring
- Specialists, pulled up as needed
Great people are choosing somewhere else. Do you know why?
Most companies find out only after it happens. The gaps are usually visible earlier, from the candidate’s side.
Start by finding the gap.
- Good candidates drop out mid-process.
- Offers get declined and you don’t know why.
- Your careers page says little about what it’s really like here.
- Interviewers ask different questions and decide in different ways.
- New hires struggle, or leave, in their first months.
- You can’t tell how candidates actually see you.
Not a branding agency. Not a job board. Not one more freelancer.
Each of these does one part of the job. We connect attraction, hiring and onboarding into one practice.
Generalist HR consultants
Cover many HR topics at once.
We only do hiring, employer brand and onboarding — not payroll, policy or compliance.
Job boards and ATS vendors
Sell you software and job postings.
We fix the story and process around whatever tools you already use.
Solo freelance recruiters
Fill one role at a time.
We look at the whole system — brand, process and onboarding. Recruiters are one part of our bench, not the whole answer.
Attract. Hire. Onboard. One practice.
Three stages of the candidate-to-employee journey, handled by one team, so nothing falls between the cracks.
Attract
Employer branding and EVP
Say what it is really like to work with you, in a way candidates believe.
Benefits and pay benchmarking
See how your leave, healthcare, remote policy and pay bands compare with the market.
Candidate experience audit
Walk your process from job post to offer, then fix what puts good people off.
Hire
Fractional talent acquisition
Sourcing, screening and coordination for teams too small for a full-time recruiter.
Interviewer training
Structured interviewing for recruiters and hiring managers, so decisions are fairer and faster.
Niche and leadership search
Retained search for hard-to-fill technical and leadership roles.
Onboard
Onboarding design, offer to day 90
Pre-boarding, first-week plans and 30-60-90 day frameworks for every new joiner.
Induction and culture sessions
Live or recorded sessions that introduce new hires to your mission, tools and ways of working.
New-hire pulse checks
Short check-ins at day 30, 60 and 90, so early problems surface while they are easy to fix.
Employer brand, EVP, recruitment marketing, candidate experience — in plain words.
Four terms that get used loosely. Here’s what each means, and which package covers it.
- Employer brand
What people believe about working here, before they ever apply.
EVP Sprint - EVP
The specific promise you make employees in exchange for their work — written down and provable.
EVP Sprint - Recruitment marketing
How that promise gets shown: your careers page, job ads and outreach.
Candidate Experience Audit - Candidate experience
What it actually feels like to apply, interview and join here.
Candidate Experience Audit
Free, instant and private
How healthy are your hiring and onboarding?
Ten quick statements across attracting, hiring and onboarding. Tick what’s true today and see where the biggest gap is, and which package fits it.
A self-check to start the conversation, not a full audit. Nothing is uploaded or stored unless you choose to email yourself the results.
0/10
Start ticking.Tick each statement that’s true for your company today.
By stage
Start with these
Hiring doesn’t end at “offer accepted.”
The first 90 days decide whether the person you worked hard to hire stays and performs. We design that stretch so it’s planned, not improvised.
Offer accepted
Pre-boarding kit: a warm welcome, paperwork checklist and first-week agenda, so the gap before day one does not go cold.
Day one
A first day that feels planned: access ready, introductions made, a buddy assigned.
Week one
Manager toolkit: role expectations, a 1:1 template and a first-week check-in.
Day 30
Pulse check one: what is clear, what is missing and what would help.
Day 60
Pulse check two and a buddy review, with early signals shared with HR.
Day 90
A 90-day review, and a feedback loop into your next hiring round.
How it works.
A short, structured engagement with a clear end point, so you get deliverables you can use, not a long research programme.
- 1
Discover
We learn your goals, walk your current process and look at the data you already have.
- 2
Define
We share what we found, agree the priorities and confirm scope and price in writing.
- 3
Deliver
We build the assets, plans and training the scope covers, with regular check-ins.
- 4
Embed
We hand over, run a readout for your leaders and agree the next steps.
What we’ll need from you: a point person, time with a few employees, your current job ads and careers page, and any hiring data you already track.
Built around the whole journey.
One practice for the path from job ad to day 90, and the people to stretch it when the work gets bigger.
- End to endAttraction, hiring and onboarding handled under one roof.
- GlobalHiring delivered directly, across countries.
- ScopedDeliverables, timeline and price agreed in writing before work starts.
- On callFreelance recruiters, coaches and branding specialists for larger engagements.
Results, in numbers.
Verified figures only — nothing here is estimated.
Prices you can read without a call.
Clearly scoped packages with starting prices. No “contact us for pricing.”
- 1
Free intro call
Tell us the problem. We’ll suggest the right package, or say if we’re not the right fit.
- 2
A written scope and quote
Deliverables, timeline and price agreed in writing before work starts.
- 3
Work and readout
Regular check-ins, then a readout of findings and next steps.
Which package is right for us?
Choose the situation closest to yours.
Pick a situation on the left and we’ll point you to a package.
For companies
Starting prices in INR, confirmed after a free intro call.
Swipe sideways to compare packages.
| What’s included | Candidate Experience Audit₹45,000one-time | Onboarding Launchpad₹65,000one-time | Most chosenEVP Sprint₹1,50,000one-time | Fractional TA Retainer₹60,000 to 1,25,000per month, by scope |
|---|---|---|---|---|
| Best for | Losing candidates mid-process | New hires leaving early or slow to ramp up | Weak ratings, low offer-accepts or no clear story | Hiring several roles without a full-time recruiter |
| Duration | About 2 weeks | 3 to 4 weeks | 4 to 6 weeks | Monthly, scope-based |
| You receive | Written report and 30-day fix list | Editable onboarding kit for your team | EVP document and messaging kit | Weekly pipeline report and coordination |
| Employer brand and candidate journey | ||||
| Candidate journey review, job post to offer | Included | – | Included | – |
| Careers page and job-ad teardown | Included | – | Included | – |
| Prioritised 30-day fix list | Included | – | Included | – |
| Employee listening (interviews or survey) | – | – | Included | – |
| EVP statement, messaging pillars and leadership readout | – | – | Included | – |
| Benefits and pay benchmarking | – | – | Optional add-on | – |
| Onboarding | ||||
| Onboarding audit, offer to day 90 | – | Included | – | – |
| Pre-boarding kit and first-week agenda | – | Included | – | – |
| 30-60-90 day plans (up to 3 role families) | – | Included | – | – |
| Manager toolkit and buddy programme guide | – | Included | – | – |
| New-hire pulse survey design (day 30 and 90) | – | Included | – | – |
| Hiring capacity | ||||
| Sourcing, screening and interview coordination | – | – | – | Included |
| Onboarding coordination for new joiners | – | – | – | Included |
| Weekly pipeline report | – | – | – | Included |
| Choose a package | Ask about the AuditQuestions first? | Start LaunchpadQuestions first? | Start an EVP SprintQuestions first? | Scope a retainerQuestions first? |
Interview-skills workshop for hiring managers. From ₹75,000.
A half-day, hands-on session on structured interviewing and fair evaluation. Format, group size and location are flexible, so tell us what you need and we’ll quote to fit.
Prices are in INR, with taxes extra where applicable. Companies outside India are quoted in USD. See the refund and cancellation policy.
Beyond one-to-one: the work that compounds.
Programmes, tools and deeper company work for when a single project isn’t enough.
Available
Induction and culture sessions
Live or recorded sessions that introduce new hires to your mission, values, tools and ways of working. Built once, reused for every intake.
Quoted to scopeAsk for a scope
Available
New-hire pulse checks, run for you
We run the day 30, 60 and 90 check-ins and send HR and managers a short summary, so early problems surface while they are easy to fix.
Quoted to scopeAsk for a scope
Waitlist open
Structured interviewer certificate
A short programme for recruiters and hiring managers: build scorecards, ask consistent questions and decide on evidence. Ends with a certificate of completion.
Indicative ₹3,999 per personJoin the waitlist
Available
Benefits and pay benchmarking
Compare your leave, healthcare, remote policy and pay bands with the market, then get a shortlist of what to fix first. Sold alone or added to an EVP Sprint.
Quoted to scopeAsk for a scope
Available
Niche and leadership search
Retained search for hard-to-fill technical and leadership roles, where a generalist agency stalls.
Quoted per roleDiscuss a search
Coming soon
White-label screening tool
A lightweight way for small agencies and startups without an ATS budget to shortlist against a job description. Early-access list open.
Early accessGet early access
Is Hiring Table right for you?
An honest look at who gets the most from us, and who doesn’t.
We’re a good fit if…
- You hire regularly but don’t have a dedicated employer-brand or onboarding team.
- Candidates drop out or decline offers and you want to know why.
- New hires ramp up slowly or leave early.
- You want practical deliverables your team can use next month.
We’re probably not the right fit if…
- You need a long, multi-country brand research programme.
- You want large campaign production or paid media, which sits beyond our packages.
- You want guaranteed hires or guaranteed attrition numbers.
A quick reality check
We can improve how you present, how you hire and how people are welcomed. We can’t promise hiring numbers or attrition figures, because those also depend on your roles, your market and day-to-day management.
There’s always a chair for the right specialist.
Hiring Table is a practice, not a personal brand. Engagements are scoped to the work, and when a project needs more hands we bring in freelance recruiters, interview coaches, branding and benefits specialists.
Freelance recruitersSourcing and screening
Interview coachesMock interviews and feedback
Branding specialistsEVP and employer content
Benefits and pay analystsMarket benchmarking
Onboarding designersPre-boarding and induction
Your seat?Specialists welcome
From the Insights
Practical, no-fluff reading on hiring — free, no email required.
Employer brand
See all Insights
What EVP actually means, and why it matters
The difference between employer brand, EVP and recruitment marketing.
HiringWhat your CV screen reveals about your job ads
The candidate-side view of what makes an ad worth applying to.
Questions
Not here? Email us and we’ll answer directly.
Who will we actually work with?
Every engagement has one accountable lead from Hiring Table. For larger scopes, we add vetted freelance recruiters, coaches and branding specialists, so you get the right skills without paying for a big team.
We’re a small company. Is this for us?
Yes. Packages are scoped to your size, and the retainer starts at ₹60,000 a month. Larger teams get more hands from our bench.
What happens on the free intro call?
A short, no-pressure conversation about what’s going wrong and what you’ve tried. We tell you honestly whether a package fits, which one, and what we’d need from you. If we’re not the right fit, we say so.
Can you run onboarding for us, or only design it?
Both, depending on scope. The Onboarding Launchpad designs the programme and hands it over with a short session for your managers. For ongoing run-support, like induction sessions and pulse-check reporting, we quote separately.
Do you work with companies outside India?
Yes. Everything is delivered online, across time zones. Companies outside India are quoted in USD.
Can you guarantee hires or lower attrition?
No, and be careful with anyone who does. We improve what you control: how you present as an employer, how you hire, and how people are welcomed. Results also depend on the roles, the market and day-to-day management.
Are the prices fixed, and what about cancellation?
Packages start at the listed price and are confirmed after a free intro call, once we know the scope. You always get the quote in writing before anything starts. Cancellation terms are set out in that written scope and in our refund and cancellation policy.
What should we prepare for the first call?
Who you’re hiring or onboarding, what’s getting in the way, and your rough team size. That’s enough to start.
Is our information confidential?
Yes. Company information, employee feedback and pay data are used only for our work together. See our privacy policy.
Looking for your own next role?
See our fixed-price CV, LinkedIn and interview packages.
Let’s build a team they want to join.
Whether you’re fixing your employer brand, hiring for a few roles or rebuilding onboarding, start with a free intro call.
No pressure. No job guarantees. Just practical guidance built around how hiring actually works.
- Chat with us
- Book a time
- Pick a slot on our calendar
- Hiring Table on LinkedIn
- Based in
- Bengaluru, India. Online worldwide.