“No talent available” is a lazy conclusion. The real issue is signal vs noise. Great people are there — your model just isn’t surfacing them fast enough. Here’s how we fix it.
1) Change the question
Stop asking “who’s on the market?” Ask “who’s qualified, proven, and available within 30 days?” It focuses the pipeline on outcomes, not CV volume.
2) Use an access-first sourcing model
- Pre-vetted pools: known engineers, architects, analysts with verified references and prior deliverables.
- Signal-rich profiles: tech stacks, project outcomes, delivery context — not keyword-soup resumes.
- Fast triage: 15-min technical validation and a short scenario-based exercise tailored to your stack.
3) Reduce friction for A-players
- Clear compensation bands and decision timelines upfront.
- One manager + one technical interviewer; avoid panel theatre.
- “Try-before-hire” options where practical (contract-to-perm, pilot sprint).
4) Build an evergreen bench
Map known talent to likely demand (cloud migration, data engineering, app modernisation). Maintain warm contact every 30–45 days.
Need three CVs in 48 hours?
Tell us the stack and budget. We’ll surface vetted SA candidates, fast.
Request candidatesFees & risk cover
- Standard placement fee: 10% of CTC.
- Guarantee: If a placement doesn’t pass probation, we replace at no extra fee.
- Volume & exclusive rates: available on request.
The market isn’t short on talent. It’s short on access. Fix access, and the pipeline moves.