HR Policies & Guidelines
End-to-end HR operations with customized playbooks and compliance focus.Workplace Culture & Engagement
Values, communication norms, and structured engagement to boost retention.Hiring & Onboarding
Defined processes for recruitment, joining, documentation, and team allocation.Performance & Benefits Management
Reviews, appraisals, insurance, bonuses, and staff wellbeing support.From payroll to engagement events, we manage your HR operations end-to-end, with customizable playbooks, automation, and team wellbeing at the core.
Access to 100+ customizable HR Playbooks, SOPs, and review checklists
Defined policies for hybrid work, overtime, shifts, and early Fridays
Firm’s designation hierarchy, management team intro, and expansion plans
Company values, philosophy, and communication norms (HR, Admin, IT, etc.)
Hiring guidelines, referral policy, notice period buyout, joining documentation
Defined onboarding steps, team allocation, and reallocation process
Paid time off, leave policy, attendance rules, and public holiday calendar
Shift timings, weekend/tax season working, hybrid checklist, and day closing policy
Insurance, bonuses (joining, retention, productivity), loan policy, maternity/paternity
Drop-off support, car policy, outstation/relocation allowance, and IT setup
Women safety policy, menstrual leave, POSH Act, grievance redressal
KAPE, staff self-review, structured 30/60-day reviews, Half yearly business reviews
Standardized policies, SOPs, and automation reduce admin burden.
Structured onboarding, engagement, and benefits drive satisfaction.
Avoid overhead of building in-house HR teams and infra.
Flexible to handle growing headcount across locations and shifts.
Consistent policies, performance reviews, and employee wellbeing increase loyalty.
We understand the unique needs of Global Capability Centers and design HR & Ops strategies that align with your goals.
Access to a network of 250,000+ professionals.
We go beyond metro hubs, helping you tap into tier-2 and tier-3 cities for cost-efficient and stable hiring.
Deploy scalable teams of any size in weeks, not months, using our large talent pool.
100+ HR and Ops playbooks tailored to mirror your internal policies, never a one-size-fits-all approach.
ISO 27001–aligned data security with role-based system access.
No need to register entities, purchase hardware, or set up IT. We manage the backend while you run your team.
We focus on stability so your team stays, learns, and grows with you.
Access to 100+ job readiness courses and 15,000+ hours of continuing education.
Start with a managed setup and move to a BOT model if needed.
Let’s build a framework that aligns with your culture and scales with your business.
Schedule a CallWe recommend starting with a minimum of 10 team members to ensure proper structure, supervision, and continuity. This model supports sustainable growth, cross-training, and long-term retention.
No. We handle legal, payroll, and compliance infrastructure, so you don’t have to set up a new entity unless you choose to later.
Yes. Your offshore team can fully align with your firm’s SOPs, time zones, workflows, and hierarchy. From leave policies to reporting formats, it mirrors your U.S. setup.
Yes. Many of our professionals have prior experience in a specific domain and industry-specific software. We also provide platform-specific training.
We typically deploy the first 10-member team in 4–6 weeks from finalization of roles and onboarding structure.
Yes. Our model supports multi-functional hiring across departments, so you can build blended teams for all the functions.
Very secure. Role-based system access, monitored devices, ISO-aligned infrastructure, and SOC 2–compliant environments ensure your firm’s data is protected end-to-end.
Yes. You direct work, set KPIs, approve hires, and manage performance. We handle the backend, HR, IT, compliance, payroll.
Yes. If you decide to eventually own your offshore entity, we support a full BOT transition — including knowledge transfer, compliance, and team migration.
Yes. Onsite visits (both ways) are part of long-term team-building. Many clients schedule trips during onboarding or performance planning cycles.
All infrastructure (office space, laptops, internet, HR, compliance, etc.) is included in the staffing cost. No capex or hidden charges.
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