Internal recruiting was never meant to be a sourcing sweatshop. It's how candidates first feel your company. We automate the funnel so your team can do what only humans can tell your story, read the room, and turn great candidates into future colleagues.
Your recruiters were hired to judge talent and represent your brand. Today they spend their day pasting messages into LinkedIn. The funnel is where the bottleneck lives and where AI belongs.
of recruiter time is spent on top-of-funnel sourcing not evaluation.
sourced candidates ever reach a hiring-manager interview.
average internal cost of a single mid-level technical hire.
Three steps. One loop. A clean handoff between machine speed and human judgment so candidates only ever meet your best self.
Indra ingests your roles, scrapes 200+ channels, ranks candidates against your calibrated rubric, and books screens straight into your recruiter's calendar. No copy-paste. No spreadsheet ops.
Your senior recruiter spends every hour where humans win: reading the room on a first call, telling your founding story, calibrating with hiring managers, and turning maybes into yeses.
Every week, Indra surfaces funnel leaks and scoring drift. Your recruiter and bar raiser tighten the rubric, refresh outbound, and ship a better loop than last week. Forever.
We embed a senior recruiter who knows the market comp bands, visa lanes, notice periods. You ship a team, not a headcount plan.
Map every role to a tier-2 hub equivalent. Hire the same caliber for 40–60% of fully-loaded cost interviewed, referenced, and offered by our team.
A pod of interviewers, sourcers, and ops on day one. We run parallel loops, calibrate weekly with your hiring managers, and protect bar.
Three recent engagements across global expansion, cost re-shaping, and blitz hiring. Names withheld under NDA; metrics audited against ATS exports.
Customer needed 28 senior engineers across India and Poland to follow-the-sun a US-led platform team. Indra mapped equivalent comp bands, surfaced 400+ qualified profiles, and our recruiters ran calibrated loops with the US hiring managers from week one.
"It felt like we hired an internal recruiting org overnight, except they shipped faster than ours ever did."
PE thesis required a 40% G&A reduction in 12 months. We re-leveled every role, identified tier-2 hub equivalents, and re-hired the org under our interview standard — preserving Staff / Principal density and shipping cadence.
"Our board stopped asking about hiring after month three. The numbers spoke."
Customer closed a $90M Series B on a Friday and needed to deploy capital into headcount immediately. We dropped in a pod of 4 recruiters, 2 sourcers, and Indra on Monday. Parallel loops, weekly calibration, bar-raiser on every offer.
"We've used three retained firms. None could have done a quarter of this in the same window."
Indra is our recruiting automation layer. Every customer gets a dedicated, isolated container their own ATS sync, calibration data, and scoring models. Nothing leaks between accounts. Ever.
Indra parses your JD into a weighted rubric, scores every candidate it surfaces, and hands your recruiter a ranked shortlist with the receipts.
A fractional senior recruiter, partnered with your CEO, on a flat monthly that replaces three agency contracts and an in-house lead.
See the founder packageFirst engineers, design lead, head of GTM interviewed end-to-end.
CTO, VP Eng, Head of Sales searches at a fraction of retained-agency cost.
Always have 3 named candidates per priority role, refreshed weekly.
We model offers against your last round, not LinkedIn averages.
Eight pillars, delivered as living documents and live process. Yours to keep, evolve, and hand to your first internal recruiting hire.
Career ladders from IC1 to Staff/Principal, mapped to scope, ambiguity, and impact so every offer is defensible.
Role-specific signals and rubrics so every interviewer scores against the same bar, not a gut feel.
Cash, equity bands, and refresh logic benchmarked against your last round and your stage, not LinkedIn averages.
End-to-end loop design: phone screen, technical, system / craft, values, executive close. Calibrated weekly.
Every touchpoint scripted for warmth and speed. Sub-9-day time-to-offer is the baseline, not the brag.
Outbound templates, careers page narrative, and recruiter voice that sound like your founders wrote them.
Structured debriefs with written evidence per competency. No 'I just liked them.' No revisionism after offers.
Trained bar raisers with veto power on every loop, so hire #50 still feels like hire #5.
30 minutes with a partner. We'll map your funnel, name your bottleneck, and quote a pod that can start in 7 days.