Hire recruiters and HR staff in India, powered by Mira AI.

Open the role with the function, the roles you hire for or the HR cycles you run, the tools and the timezone overlap you need. Mira AI drafts the job description and scorecard, the role reaches our candidate community, and every application is scored against your scorecard as it arrives. You review the ranked shortlist, and when you are ready to offer, Wisemonk employs the person on your behalf so you do not need an Indian entity.

Any of them. Recruiters and sourcers, technical recruiters, RPO teams, HR operations and HRIS, onboarding, people operations, HR generalists and business partners are the areas we hire for most. Roles outside those, from L&D to compensation and benefits, can be opened the same way; the scorecard is built from your brief, not from a fixed list.

It depends on seniority, the function and the city. A recruiter who closes senior engineers is benchmarked very differently from an HR administrator keeping records current. When you post a role, we check your salary band against our own payroll data for that function and tell you before it goes live whether the band will fill it. On top of salary, employer costs in India include provident fund and gratuity, which Wisemonk carries as the legal employer.

Recruitment brings people in: sourcing, screening, closing and the pipeline that keeps roles filled. HR operations keeps them there: onboarding, records, payroll inputs, benefits and the HRIS that holds it all together. Small teams often hire one person who does both; past a certain size the two split, because the skills and the rhythms are genuinely different. Describe which side of the line your role sits on and Mira AI scores for it.

Mira AI scores each application against the scorecard you wrote, which for these roles usually means the roles they have filled, the tools they have run and the HR cycles they have owned. Every score comes with the reasoning behind it. You still run your own interviews, and a short practical exercise, a live sourcing task or a walk through a real onboarding, tells you more than the tools listed on a CV.

Many do it every day. India has a large pool of recruiters who source and close candidates in US and UK markets for global employers and agencies, and who know those job boards, salary bands and hiring norms well. Name the market and the roles in the scorecard and Mira AI weighs that experience, rather than assuming a general recruiting background covers it.

Partial overlap with the UK and Europe is standard and easy to staff, which suits interviews and candidate calls. Recruiters often work offset shifts to reach US candidates in their evening. Set the overlap you need when you open the role and only candidates who accept it apply.

No. Wisemonk becomes the legal employer, holds the employment contract, runs payroll, and handles provident fund, gratuity, ESI and income tax withholding. You direct the work day to day. If you already have an Indian entity, you can employ the person on it instead. That is decided at offer stage, not when you post.

Agencies suit occasional senior searches and charge a percentage of salary per hire. An embedded recruiter or an RPO pod on your own payroll works out far cheaper once you are hiring steadily, and learns your product, your bar and your pitch in a way an external agency never quite does. Many teams keep an in-house recruiter for volume and use agencies only for rare, hard senior roles.

The same way it would be for any employee. The employment contract Wisemonk signs on your behalf includes confidentiality and data-handling terms, and you control which systems and records the person can access. HR roles touch sensitive personal data, so stage access to your HRIS and payroll to what the role requires rather than granting everything on day one.

Roughly six to nine years, owning hiring for a function or the HR operations for a company, setting process and being the person managers rely on for people decisions. Titles inflate in the Indian market, so write the scope you need into the scorecard rather than relying on the job title on a CV.