Stop the noise. Start with a pre-ranked pipeline.
MOAR is already in the room where every GCC talent decision starts — advising on entity setup, leadership wiring, and AI strategy. M-Select is what we hand you when the talent agenda is set.
The current state
You don't need more recruiters. You need fewer wrong calls.
Three vendors send you variations of the same shortlist. None scored against your role thesis.
Resumes filtered by keyword and years of experience. Capability assessed at the panel — too late.
Counter-offers blindside you because nobody mapped the candidate's leverage before the offer went out.
The capability layer
Six capabilities, working on every mandate.
Built on Tanznt — a recruiting OS we use because no off-the-shelf ATS could do this. Your team sees what we see; no status meetings required.
Scored against the role thesis.
Each shortlisted leader is scored on the criteria that define this specific GCC mandate — with evidence cited line-by-line from CV, interview, and references.
Find people by what they did.
Ask the bench in plain English. Get ranked answers across every leader we've ever met. Active and passive.
One readout. Every panel.
Transcripts, scorecards, and references collapse into a single evaluation per candidate. No reconciling four interviewers' opinions by hand.
Nothing stalls in silence.
A daily briefing flags every mandate where a candidate has gone cold, a panel is overdue, or the role thesis no longer matches the shortlist.
Close at the right number, first time.
Leverage analysis on every finalist — counter-offer risk, competing pipelines, comp-band fit. Negotiation is informed, not improvised.
One console. Every search.
Briefs, shortlists, panel scorecards, offer flow. Your team sees what we see — no status meetings required.
The workflow
How a mandate runs.
Search isn't a funnel. It's a thesis. Here is the same thesis, executed three ways — by us, by the platform, and by both together.
- 01
Frame the mandate
The advisorTwo-week intake with your CHRO, business head, and global HRBP. We leave with a written role thesis — not a JD.
The platformThesis is encoded as scored criteria + interview stages with explicit competencies. Every downstream scorecard maps back to it.
- 02
Source off-market
The advisorOur researchers map every plausible leader in the country — Tier-1, Tier-2, and the people nobody else has called yet.
The platformSemantic search ranks the entire bench against the thesis in seconds. New candidates are auto-scored on intake.
- 03
Synthesize & decide
The advisorWe brief the panel, prep candidates, and run the loops. You meet finalists who are already calibrated.
The platformEach loop produces one synthesized evaluation across transcript, scorecards, and references — with evidence-gated subsignals.
- 04
Close & land
The advisorWe negotiate the offer, manage the counter, and stay engaged through the first 100 days.
The platformLeverage analysis runs continuously on every finalist; close-risk flags surface before the offer goes out.
Open right now
Real demand, already in flight.
Live mandates currently running on the engine. Your search will join this list within the week of intake.
Standing up a GCC?
First conversation is free. Shortlist running within the week.
The first call usually tells you whether India is the right answer at all. If it is, we'll have a shortlist running through the engine before the week is out.