Candidate Pipelines
Targeted shortlists. Screened. Delivered.
We source the candidate pipeline for your internal team — by skill, location, experience level, and domain. You handle the interviews. We handle finding the people worth interviewing.
Who it's for
Teams that need a sourcing partner, not a full recruiter.
- —In-house TA teams that have the capacity to run interviews but need upstream sourcing support
- —Hiring managers who are running a search themselves but struggling to reach the right candidate pool
- —Companies hiring in a city or domain where their internal network is thin
- —Organisations that need a targeted shortlist quickly for a specific skill set or niche technology
- —Startups without a dedicated recruiter who need sourcing done without committing to a full recruitment engagement
- —Companies evaluating the talent landscape before finalising a headcount plan — wanting to understand who is available and at what cost
What we handle
Sourcing done properly, end to end.
- —Profile intake — detailed brief on the skill set, experience level, location, domain, and any must-have qualifications
- —Multi-channel sourcing — professional platforms, boolean search, community targeting, referrals, niche boards
- —Candidate screening — availability, notice period, salary expectations, relevance to the brief
- —Shortlist delivery — structured profiles with recruiter notes, typically 5 to 15 candidates per engagement
- —Candidate warm-up — letting candidates know the client's context so they arrive at interview prepared
- —Sourcing strategy consultation — if you're struggling with a specific profile, we'll advise on what the market looks like
What we source
Profiles we source regularly.
These are the skill areas where we maintain active pipelines and network depth across India.
Software Engineers
Java, Python, Node.js, Go — all levels
Frontend Developers
React, Angular, Vue, Next.js
Mobile Developers
Android (Kotlin/Java), iOS (Swift), React Native, Flutter
Cloud & DevOps
AWS, Azure, GCP, Kubernetes, Terraform, CI/CD
Data Professionals
Data Engineers, Analysts, ML Engineers, Data Scientists
QA Engineers
Manual, automation (Selenium, Cypress, Appium)
Product Managers
B2B SaaS, consumer, platform products
Tech Leadership
Engineering Managers, CTOs, VPs of Engineering
Salesforce / SAP
Functional and technical consultants
Cybersecurity
AppSec, SOC, infrastructure security
How it works
Brief to shortlist in four steps.
01
Sourcing brief
We start with a written brief or a short call. We need to understand: what skills are non-negotiable, what experience level you're targeting, which cities are in scope, whether remote is an option, the salary or rate range, and what has already been tried. The more specific the brief, the more useful the shortlist.
02
Sourcing across channels
We source simultaneously across LinkedIn, Naukri, other relevant platforms, our existing candidate network, and targeted referrals. For niche or technical profiles we use advanced search techniques — boolean strings, community targeting, GitHub and portfolio searches where appropriate.
03
Screening and shortlist build
Every profile in the shortlist has been spoken to or messaged directly. We confirm they are available, within salary range, genuinely interested in the type of role described, and not currently engaged in a conflicting process. We don't pad shortlists with profiles we haven't screened.
04
Handoff and support
We deliver the shortlist in your preferred format — structured document, spreadsheet, or ATS submission. We remain available for follow-up questions and can continue sourcing if the initial shortlist doesn't produce the right hire. We don't disappear after the first batch.
Why HRLent
Sourcing that actually helps you hire.
City and domain depth
The density of available talent varies significantly by city and specialisation. A Bengaluru-based React developer pool looks very different from the same search in Coimbatore. We know these differences — which markets have adequate supply, which don't, and what adjustments to the brief or compensation would unlock a better pipeline.
Screened shortlists, not raw lists
We don't hand over a list of LinkedIn profiles and call it sourcing. Every candidate on our shortlist has been contacted and has confirmed their basic suitability — availability, salary range, location, and role type interest. You're starting from warm leads, not cold names.
Honest market feedback
If the brief describes a candidate who doesn't exist at the salary on offer in the location specified, we'll tell you — with data. We'd rather say 'this is not achievable as written' at the start than waste three weeks proving it. We can often suggest a viable alternative brief.
Flexible scope
Talent sourcing engagements can be structured as a one-time shortlist, an ongoing monthly retainer for a hiring programme, or an ad hoc arrangement tied to specific requirements. We work with what makes sense for your situation — no fixed packages if they don't fit.
FAQ
Common questions.
How is talent sourcing different from your full recruitment service?
In a full recruitment engagement, we handle the entire process — sourcing, screening, interview scheduling, offer management, and joining confirmation. Talent sourcing is the upstream part of that: we build you a screened shortlist and hand it over to your internal team to run from there. It's designed for organisations that have their own interview and hiring process but need the candidate pipeline built by someone else.
How many candidates do you typically include in a shortlist?
Most sourcing shortlists are 5 to 12 candidates. The number depends on the brief — niche or senior roles may have a smaller pool; common profiles in large cities can support larger shortlists. We'll tell you at intake what size shortlist is realistic and why.
What if none of the shortlisted candidates convert to a hire?
We stay in the engagement. If the first batch doesn't produce a hire, we'll discuss what happened — was it the profile, the interview process, the offer, or something else? We then continue sourcing with any adjustments agreed. Sourcing engagements are rarely one-and-done for complex roles.
Can you source for multiple roles simultaneously?
Yes. We work across multiple requirements at a time and can prioritise based on urgency and difficulty. For volume sourcing programmes — multiple similar roles or a large hiring plan — we discuss a separate structure that handles the scale properly.
Get Started
Ready to build your candidate pipeline?
Tell us about the roles and locations you need candidates for. We'll schedule a brief intake call and outline expected shortlist timelines.