Hire recruiters in India, powered by Mira AI.
Build a recruiting engine that fills roles instead of paying agency fees on every hire. Mira AI ranks each applicant on roles they actually filled, not the pipelines they describe.
Mira AI turns a sentence into a job description and a scorecard, then scores every applicant against it.
Build a career with a global team, on Indian payroll.
Trusted by 300+ Global Companies
The recruiting work companies hire for most.
Open whichever part of hiring you cannot keep up with. Roles past this list are read on the same record of placements.
Full-Cycle Recruiters
Sourcing to offer, across functions
Technical Recruiters
Engineering and product roles, Boolean, GitHub
Sourcers
Pipeline building, outreach, market mapping
Talent Acquisition
Hiring plans, stakeholders, offer strategy
Recruitment Coordinators
Scheduling, ATS hygiene, candidate comms
Recruitment Marketing
Job ads, careers page, candidate funnels
Any other recruiting role
Executive search, campus hiring, employer branding, RPO pods and more. Describe the need and Mira AI scores for it.
From agency invoices on every hire to a team of your own.
Four steps, from naming the roles to a signed contract. Posting the role and reviewing applicants are free on the Base plan.
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01 Post
Post a role
- The roles you fill, the volume, and how much you spend on agencies today
- Mira AI turns it into a scorecard about placements made rather than pipelines described
- Recruiter salary band checked against live payroll data before the role opens
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02 Screen
Screen with AI
- Weighted toward recruiters who closed the kind of roles you actually need filled
- Each place in the ranking carries the reasoning in plain sentences
- Referrals and agency submissions land in the same ranked list
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03 Interview
Run interviews
- Functions, seniority and placement history shown on the profile
- Book an intake-call role-play or a sourcing exercise in a click
- Panel notes, recordings and scores stay attached to the role
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04 Decide
Decide together
- Wisemonk signs the employment contract as legal employer in India
- Payroll, provident fund, gratuity and tax withholding run every month
- ATS access, job board seats and calendar links set up before their first req
It reads the work, not the CV.
Mira AI reads every Recruitment Process Outsourcing application through the work that actually shipped: what the person owned, the constraints they worked inside, and the evidence they can show for both. Every applicant is measured against the same scorecard, in the same way, on the day they apply.
Proof beats a polished CV.
You describe the Recruitment Process Outsourcing role and what success looks like in it, and Mira AI ranks each applicant with the reasoning written out in sentences you can read and disagree with. The people who rise are the ones whose work backs up the claim. A first read, never the final word.
- Weighs work someone actually shipped above the tools listed on a CV
- Every ranking carries the why, including the near-misses
- Reads for judgement and communication alongside technical depth
- Reorders the shortlist as new Recruitment Process Outsourcing applicants arrive
Start from where hiring stalls.
Recruiting roles grouped by the bottleneck in your funnel rather than by title. Anything outside these four opens and ranks against the same scorecard.
Agency fees are eating your hiring budget
The core reason to build in-house. A full-cycle recruiter on salary costs a fraction of twenty percent per placement, and the savings compound with every role they close instead of an agency.
- Recruiters
- Talent Acquisition Specialists
- Contract Recruiters
- Recruiting Team Leads
Engineering roles sit open for months
Technical recruiting is a distinct skill. Someone who can read a stack, write to engineers without being screened out, and tell a strong profile from a keyword-stuffed one.
- Technical Recruiters
- Engineering Sourcers
- Tech Talent Partners
- Full-Cycle Tech Recruiters
Your pipeline is empty at the top
A sourcing problem. Dedicated sourcers build and warm the pipeline so your recruiters spend their time closing rather than searching, which is where the leverage in hiring actually is.
- Sourcers
- Talent Researchers
- Market Mappers
- Outbound Recruiters
Candidates drop out from a slow process
Coordination and experience. Fast scheduling, tidy communication and a candidate who never wonders where they stand. It is the cheapest fix for a leaky funnel and the most neglected.
- Recruitment Coordinators
- Candidate Experience Specialists
- Recruiting Operations
- ATS Administrators
Filling easy roles is common. Filling hard ones is not.
Naming the functions and the volume you hire for filters far harder than naming an ATS in the advert.
Coordinator / Junior
0 to 2 years
Schedules, keeps the ATS clean and manages candidate communication. Keeps the process moving and leaves the sourcing and closing to others.
Recruiter
3 to 5 years
Runs roles full-cycle, sources their own pipeline, and closes offers without much oversight. The band most teams build around.
Senior Recruiter / TA Partner
6 to 9 years
Owns hiring for a function, coaches hiring managers, and fills the hard roles others give up on. Notice runs 30 to 60 days.
Recruiting Lead / Head of TA
10 years and up
Owns the hiring plan, the metrics and the employer brand, and builds the recruiting team rather than only working reqs.
In-house recruiter, agency or RPO.
Recruiting is bought in more different ways than almost any other function. Which one wins comes down to how often you hire and how predictable that hiring is.
| Option | How you pay | Best for | Right when |
|---|---|---|---|
| In-house recruiter | Salaried, works only your roles | Cheapest per hire once volume is steady | You hire often enough to keep them busy |
| Contingency agency | Percent of salary, per placement | Occasional or hard-to-fill roles | You hire rarely and can absorb the fee |
| Retained search | Fee paid in stages, exclusive | Senior and executive hires | The role is critical and the pool is small |
| RPO team | Embedded recruiters, monthly | Scaling hiring without agency fees | You have sustained volume across functions |
| Contract recruiter | Day rate, fixed term | Burst hiring and ramp-ups | A funding round or launch spikes headcount |
| Sourcer only | Salaried, pipeline not closing | Feeding recruiters you already have | Your closers are stuck searching |
What a recruiting brief has to make clear.
Pick the ones that matter for your hiring and every applicant arrives already scored against them.
The functions they will recruit
A recruiter who fills sales roles may struggle with senior engineers. Name the functions and the seniority, because specialism matters more than a generic recruiting title.
Placements, not activity
Anyone can report calls made and profiles viewed. Ask how many people they actually placed, in what roles, and how long those hires stayed.
Sourcing or closing, or both
Some recruiters are brilliant sourcers and weak closers, or the reverse. Decide which half of the funnel you are short on and hire for that strength.
Your ATS and tools
Greenhouse, Lever, Ashby, LinkedIn Recruiter. Fluency in your stack saves ramp-up, and a recruiter who has never used a real ATS will slow the whole team.
Candidate experience
Recruiters are your employer brand to every applicant, including the ones you reject. Read a rejection email they wrote and check it is one you would be happy to send.
Stakeholder management
The hardest part of recruiting is often the hiring manager, not the candidate. Ask how they handle a manager with unrealistic expectations, because they will meet plenty.
Start with the tool. Add reach. Add people.
Every plan includes Mira. What changes is how far your roles travel and how much of the work you hand over.
Base
For a team running its own hiring and tired of doing it in spreadsheets.
- Full pipeline and candidate tracking
- Your own hosted careers page
- Mira in Slack, with monthly credits
- Unlimited open roles
Boost
For teams whose problem is candidate flow, not candidate tracking.
- Everything in Base
- Your roles listed on the Wisemonk talent community
- Mira on the strongest models available
- Uncapped screening and scheduling
- Salary benchmarks from live India payroll data
Bespoke
Some roles need a person on the phone. Our recruiters take over sourcing and interview coordination, working the pipeline Mira has already built — so you're paying for judgment and conversations, not for admin.
Contingent fee of 10%, 12.5% or 15% of first-year salary, set by role seniority. Under a talent agreement, billed only on a joined hire.
Other HR and recruitment roles you can hire.
HR Operations
Frequently asked questions
What talent and people leads ask before building recruiting in India.
How do I hire recruiters in India?
Say what you hire, how much, and what you currently spend on agencies. Mira AI turns that into an advert and a scorecard, your role goes out to our candidate community, and each application is ranked as it lands. Give the shortlist one of your open reqs to work in an intake-call role-play, then Wisemonk employs whoever you choose.
How much does it cost to hire a recruiter in India?
A recruiter in India costs a fraction of agency fees and a fraction of a US or UK recruiter's salary, which is why building an offshore recruiting function has become so common. Coordinators sit at the accessible end, full-cycle and technical recruiters cost more, and heads of talent are priced alongside other leadership. Post the role and we will size your band against current India payroll figures up front.
What is RPO and is this the same thing?
Recruitment Process Outsourcing traditionally means handing part or all of your hiring to an external provider who runs it as a service. Building your own recruiting team in India through Wisemonk gets you the cost advantage of RPO with the control of in-house: the recruiters are your employees, work only your roles, and represent your brand, rather than a vendor juggling several clients.
Should I build an in-house team or keep using agencies?
It comes down to volume and predictability. Agencies make sense when you hire rarely or need a specialist for one hard role, because you only pay on success. In-house recruiting wins the moment hiring is steady, since the salary of one recruiter is quickly less than the agency fees on a handful of placements. Many companies keep agencies for executive search and bring everything else in-house.
Can a recruiter in India hire for US or UK roles?
Yes, and many do it daily for global companies. The candidates and hiring managers are in your market, the recruiter coordinates from India, and a few hours of overlap cover the live conversations. The thing to check is familiarity with your market's norms: salary bands, notice periods and the channels your candidates actually use. A good recruiter learns these quickly; ask about it directly.
How do I measure a recruiter is working?
Track time to fill, offer acceptance rate and, most importantly, whether the hires are still there and performing at six months. Activity metrics like calls and profiles viewed are easy to inflate and tell you little. A recruiter who fills roles a bit slower but whose hires stay is worth more than one who fills fast with people who leave.
Can recruiters in India work with our ATS?
Yes. Greenhouse, Lever, Ashby, Workday and LinkedIn Recruiter are all used widely in India, and an experienced recruiter is likely already fluent in yours. Give access through a named account, and if your ATS is unusual, factor a short ramp-up. A recruiter who has run full-cycle in any serious ATS transfers to another in days.
Do I need an entity in India to employ recruiters?
No. Wisemonk acts as legal employer of record, holds the contract and runs monthly payroll with provident fund, gratuity, ESI and tax withholding handled. Your recruiters work your reqs and represent your brand to candidates. Companies already running an Indian entity can place the hires on it instead.
How do I test a recruiter in an interview?
Give them a real open role and run an intake call: what would they ask you, where would they look, and how would they pitch it to a passive candidate. Then have them critique a job description. You learn more about a recruiter from how they scope a role than from their answers about their process.
What does senior mean for a recruiter in India?
Roughly six years and up, and the marker is filling the roles others cannot. A senior recruiter coaches hiring managers, closes passive candidates, and owns hiring for a function rather than working a queue of reqs. At that level the role becomes a talent partner or recruiting lead, and notice runs 30 to 60 days.
Find your next recruiter in India.
Name the roles you fill and the volume. Mira AI writes the scorecard, ranks every applicant, and Wisemonk takes care of the employment.
