IT & Non-IT hiring · Pan-India
Kinetic Recruiters
Talent, in motion.
We place engineers, analysts, and operators into roles across India — from a first internship to a leadership hire. Every placement is built on honest screening, clear communication, and a commitment to finding the right fit.
"Great teams aren't built by filling positions. They're built by finding people who understand the mission and have the skills to move it forward."
What we do
Two practices, one standard of screening.
Technology
Engineering and product roles, screened by people who can read a CV past the keyword list.
We specialize in placing top technical talent across India's most innovative technology companies. Our expertise spans the full technology stack — from foundational infrastructure to cutting-edge product innovation. We don't just match keywords; we assess problem-solving ability, architectural thinking, and cultural fit.
- Software engineering — backend, frontend, mobile
- Data engineering, analytics and machine learning
- Cloud, DevOps and site reliability
- QA and test automation
- Product management and design
- Cybersecurity and infrastructure
Non-technology
The commercial and operational roles that decide whether a business can actually run.
Behind every successful company are professionals who drive revenue, manage operations, and build organizational strength. We specialize in finding the leaders and operators who turn strategy into execution. From sales powerhouses to compliance experts, we find people who deliver results.
- Sales, business development and key accounts
- Banking, financial services and insurance operations
- Finance, accounting and audit
- Human resources and talent operations
- Supply chain, logistics and procurement
- Customer success and service delivery
How we work
Fourteen days, start to signed.
Typical timings for a clearly briefed mid-level role. Niche and leadership searches take longer — we say so at intake, not afterwards.
Day 0
Role intake
We map the role, the team it sits in, and the three things that actually disqualify a candidate. Written down, agreed, and used as the scorecard.
Day 2
Longlist shared
Sourced and mapped candidates with reasoning attached to each one, so you can correct our aim before we invest a week in it.
Day 5
Screened shortlist
Every profile has been spoken to, checked against the scorecard, and asked the awkward questions about notice period and competing offers.
Day 9
Interviews run
Scheduling, reminders, rescheduling, and feedback chased in both directions. Candidates hear back either way.
Day 14
Offer closed
Negotiation handled honestly on both sides, then follow-through until the candidate has actually joined — not until they have signed.
Sectors
Where we hire.
Deep enough in each to know what a strong candidate looks like, and what a padded CV looks like.
- Software & SaaS
- Banking & financial services
- Global capability centres
- Manufacturing & engineering
- Healthcare & life sciences
- Logistics & supply chain
- Retail & e-commerce
- Professional services
Tell us the role. We’ll tell you who is out there.
We never charge candidates a fee, at any stage.