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Hire talent in India in fourteen days, not four months.

Nine days to a screened shortlist, five more to a fully employed hire on our Bengaluru entity. No Indian company required on your side, no retainer up front, and the recruitment fee only invoices after the hire's ninetieth day. This page exists to compress your time-to-fill; everything on it serves that.

Shortlist in nine days, employed hire in fourteen. No entity needed, no upfront retainer, fee invoiced after day 90.

Speak to sales EOR vs entity, in detail

G2 4.8 / 5 on G2, from companies employing teams in India through us.

Teams building in India. First hire to full team.

The usual India hiring timeline versus ours.

Hiring into India from abroad normally stalls twice: once waiting on agencies, once waiting on employment infrastructure. We collapse both waits into a single fortnight.

Conventional route

Versatile hire-talent route

Search kickoff
Agency onboarding calls and retainer negotiation first
Brief received, sourcing starts the same day
Shortlist
Trickles in over three to six weeks
Screened batch with pay data on day nine
Employment setup
Entity, registrations and bank account, months of lead time
Our entity already exists; offer goes out on it
Onboarding
Blocked until the infrastructure lands
Five days from accepted offer to employed
Fee timing
Retainer up front, balance on placement
One invoice at 12% of CTC, on day 90
Risk of a bad hire
Fee is sunk either way
Leaver inside 90 days: no fee, free re-search

Conventional route
Search kickoff Agency onboarding calls and retainer negotiation first
Shortlist Trickles in over three to six weeks
Employment setup Entity, registrations and bank account, months of lead time
Onboarding Blocked until the infrastructure lands
Fee timing Retainer up front, balance on placement
Risk of a bad hire Fee is sunk either way

Versatile hire-talent route
Search kickoff Brief received, sourcing starts the same day
Shortlist Screened batch with pay data on day nine
Employment setup Our entity already exists; offer goes out on it
Onboarding Five days from accepted offer to employed
Fee timing One invoice at 12% of CTC, on day 90
Risk of a bad hire Leaver inside 90 days: no fee, free re-search
Day 0
Role brief: scope, budget band, must-have skills
Day 3
Long-list calibrated against your feedback
Day 9
Shortlist delivered with market pay benchmarks
Day 12
Interviews wrapped, preferred candidate chosen
Day 14
Offer accepted on our Bengaluru entity
Day 19
Onboarded, payroll and statutory cover live

An open role is a cost meter that never pauses.

A vacant senior engineering seat delays roadmap items, loads the rest of the team and stretches managers thin. Finance rarely books that cost anywhere, which is exactly why hiring drags: the meter is invisible.

Put even a conservative weekly figure on the vacancy and the case for a fourteen-day process over a four-month one makes itself.

Speak to sales
Illustrative cost of one unfilled senior role Lost output priced conservatively at half the role's loaded cost
$5,000 Week 4
$10,000 Week 8
$15,000 Week 12
$22,000 Week 16
Illustration valuing lost output at half the loaded monthly cost of a senior role. Substitute your own numbers; the shape stays the same.
Who absorbs the cost of a slow fill
Four-month conventional search Your roadmap and your team
Fourteen-day fill through Versatile Meter stops in week two

Position five on Google and zero clicks taught us something: nobody needs another hiring page. They need the role filled by month-end. Weigh a hire on our entity against opening your own with the EOR versus entity calculator before committing either way.

What each side does in the fourteen days.

You make the decisions that need your judgment. We do everything that merely needs doing.

You run

  • The role definition and the bar
  • Interviews and the final call
  • Compensation within your budget band

We handle

  • Sourcing, screening and scheduling
  • Market pay data for the role
  • Employment on our entity in 5 days
  • Payroll and filings from month one

You run
  • Define the role
  • Hold the bar
  • Interview finalists
  • Make the call

We handle
  • Source the market
  • Screen for signal
  • Benchmark the pay
  • Run the offer
  • Employ in 5 days
  • File everything after

When something happens in India, it is ours.
Candidate pipeline and screening notes Versatile builds and shares
Offer, contract and statutory registrations Versatile executes
The hire decision itself Always yours

A named compliance manager owns your account. Not a queue, not a chatbot, one person who already knows your headcount and your last filing.

Account managerMedian first reply 4 to 6 hours
Recruitment coordinatorBrief to shortlist 9 days
Finance associateFilings on time 8 / 8

Nine days, measured not promised

The shortlist commitment is a working process, not a slogan: two days of calibration, a week of sourcing and screening, and a delivered batch with pay benchmarks on day nine. Clients see the pipeline as it forms.

The fee waits ninety days

Charging 12% of CTC only after the hire completes a quarter changes who carries the risk of a mis-hire. It also filters what we send you: candidates we doubt would survive ninety days never reach the shortlist.

Employment is instant, not a project

Most India hiring stalls after the offer, waiting on an entity. Ours is already there: Foo Falcon Technologies in Bengaluru employs your hire within five days, statutory registrations included.

Talent that stays hired

Because the same team runs payroll, benefits and HR after the hire, we hear early when something is off and fix it. Recruitment that hands off to nobody is where most attrition starts.

Nine days, measured not promised

The shortlist commitment is a working process, not a slogan: two days of calibration, a week of sourcing and screening, and a delivered batch with pay benchmarks on day nine. Clients see the pipeline as it forms.

You can watch day nine approach in the shared tracker.

The fee waits ninety days

Charging 12% of CTC only after the hire completes a quarter changes who carries the risk of a mis-hire. It also filters what we send you: candidates we doubt would survive ninety days never reach the shortlist.

We get paid when the hire works out.

Employment is instant, not a project

Most India hiring stalls after the offer, waiting on an entity. Ours is already there: Foo Falcon Technologies in Bengaluru employs your hire within five days, statutory registrations included.

The offer letter is the last hard step.

Moving someone across

After the hire: the part most agencies skip.

The search ending is the employment beginning. Payroll, statutory filings, insurance enrollment and HR documentation all continue under the same roof that ran the search.

Hiring manager relationship Kept
Agreed compensation Kept
Compliance from day one Continuous
Handoff gap after offer 0 days

One accountable party from brief to payslip.

Supporting evidence

The entity your hire joins is checkable today.

Offers are made by Foo Falcon Technologies Pvt Ltd, incorporated in Bengaluru in 2022 and visible on the MCA portal. Candidates verify us before accepting; you should too.

  • Incorporation
  • GST
  • EPFO code
  • ESIC
  • Shops and Establishments
  • PAN and TAN
  • Udyam MSME
What we verify
  • Incorporation Ministry of Corporate Affairs
  • GST Goods and Services Tax
  • EPFO code Employees Provident Fund Organisation
  • ESIC Ministry of Labour and Employment
  • Shops and Establishments Government of Karnataka
  • PAN and TAN Income Tax Department
  • Udyam MSME Government of India

PF and TDS receipts for your hires, shared every cycle.

200

employees onboarded to our entity in one client move

33

companies whose India payroll cycles we run each month

5 days

from accepted offer to employed and covered

G2 4.8 / 5 on G2, from companies employing teams in India through us.

G2 4.8 / 5 on G2, from companies employing through us.

Hiring managers who stopped waiting.

On what changed when the shortlist arrived in nine days instead of next quarter.

Video
Bharath Rasoi KS Rajeshwari Founder, Bharath Rasoi
Video
Open Theatre Anand Raj Founder, Open Theatre
Abid Hassan Verified client
Sensibull
“They moved fast and took the whole compliance side off my plate. For a founder making an early India hire, that is exactly what you want.”
Abid Hassan Founder and CEO, Sensibull
Via G2
Moonshot
“Every option was either 'set up your own entity' or a platform that quotes a great price then hits you with add-ons. Versatile was the one that actually made it simple. First payroll ran on time. No scramble.”
Angad S. Co-Founder, Moonshot
Via G2
Digital Marketing Agency
“Contracts, PF, ESI, TDS and payroll all in one place. Invoicing in USD meant zero exchange rate surprises. The compliance rigour is genuinely reassuring.”
Vedant T. Founder, Digital Marketing Agency
Via G2
Design Studio
“Setting up in a new country can get messy fast, but their India EOR made onboarding feel easy. The team is responsive, clear, and great to work with.”
Setu C. Studio Owner, Design Studio
Via G2
US Startup
“We used Versatile to hire our first employee in India after months of putting it off because the compliance side seemed like a mess. They walked us through it and now we don't think about it.”
Verified US Founder First-time Founder, US Startup
Via G2
Mid-Market Tech Co.
“Versatile consistently delivered work that was both strategically sharp and execution-ready. Their turnaround times are impressive, and they think about problems the way an in-house team would.”
Shivani K. Senior Manager, Tech TA
Via G2
Growth-stage Startup
“Their team was highly responsive, professional, and easy to work with. They made a complex process feel simple.”
Mukul S. Core Team, Growth-stage Startup

Case studies.

Largest food delivery app in India, decacorn View case study The world's largest professional network, part of Microsoft View case study Legacy US software company, publishing platforms View case study

Priced to make the click worth it.

One recruitment fee that waits ninety days, one monthly employment fee. Both public, both flat.

Talent search

Role filled from our pipeline
12% of annual CTC

Senior searches run at 15%; leadership mandates are priced per scope. Nothing up front, invoice on day 90.

Start a search
  • Day-nine shortlist commitment
  • Pay benchmarks with every batch
  • Screening notes you can audit
  • Scheduling handled for you
  • Offer-stage negotiation help
  • 90-day fee deferral
  • Replacement search at no charge
  • Same-week EOR onboarding
  • Day-nine shortlist commitment
  • Pay benchmarks with every batch
  • Screening notes you can audit
  • Scheduling handled for you
Plus four more inclusions
  • Offer-stage negotiation help
  • 90-day fee deferral
  • Replacement search at no charge
  • Same-week EOR onboarding

Bring your own candidate and the search fee disappears entirely.

Employer of Record

Your hire, employed by us
$149 /employee/mo

$129 monthly past twenty heads. Salary and statutory costs at actuals, itemised.

See the full scope
  • Bengaluru entity employment
  • Five-day onboarding window
  • PF, ESIC, PT, TDS handled
  • Form 16 and payslips issued
  • Group health enrollment
  • Leave tracking and HR letters
  • Full and final at exit
  • Move to your entity later, free
  • Bengaluru entity employment
  • Five-day onboarding window
  • PF, ESIC, PT, TDS handled
  • Form 16 and payslips issued
Plus four more inclusions
  • Group health enrollment
  • Leave tracking and HR letters
  • Full and final at exit
  • Move to your entity later, free

Every hire from the search lands here in five days.

Twenty-one heads and beyond

$149 $129 /employee/mo

Employment pricing steps down as the team you hire crosses twenty. Search percentages hold at any volume.

What the monthly fee buys

  • Full payroll operation
  • Statutory deposit calendar
  • Compliance document archive
  • Insurance administration
  • Onboarding and exits
  • Employment letters on request
  • Expense claim processing
  • A named human who answers

Volume pricing

$149 $129 /employee/mo

Employment falls to $129 monthly once hires pass twenty.

What the monthly fee buys

  • Full payroll operation
  • Statutory deposit calendar
  • Compliance document archive
  • Insurance administration
  • Onboarding and exits
  • Employment letters on request
  • Expense claim processing
  • A named human who answers

Employer costs are transparent and itemised every month. Before deciding between hiring on our entity and opening your own, spend two minutes in the EOR versus entity calculator with the actual salary in mind.

Hiring talent in India, the direct answers.

Everything a first conversation usually covers, written down.

What roles can you actually fill in nine days?

Software engineering, data, product, design, finance and operations roles at junior through senior levels hit the nine-day shortlist reliably, because our Bengaluru pipeline is deepest there. Leadership and niche roles get an honest timeline up front instead of a missed promise.

Do I need an Indian company to hire through you?

No. Your hire is employed by our Bengaluru entity, Foo Falcon Technologies, under a full employment contract with PF, ESI where applicable, gratuity and group health. You direct the work; we carry the employer obligations. Total setup time on your side is one signed agreement.

What does hiring one person end up costing?

The salary you approve, statutory employer additions of roughly 13% to 17%, $149 a month to us, and 12% of annual CTC for the search, invoiced only at day 90. There is no retainer and no charge if you source the candidate yourself.

What if the person quits in month two?

Then the recruitment fee never gets invoiced, because it only exists from day 91. We restart the search at no additional cost and the employment fee stops the day they exit. The risk of early attrition sits with us by design.

How do you screen candidates before I see them?

A technical or functional screen against your bar, a communication check calibrated for distributed teams, and compensation validation against live market data so offers do not die at the negotiation stage. You receive the notes, not just the names.

Can you match an offer my candidate already has?

We benchmark every shortlist against current Bengaluru, Pune and Hyderabad market pay, so you will know whether to match, beat or walk. Counter-offer season in India is real; going in with data is the difference between a close and a restart.

What happens after the hire starts?

The same team that ran your search runs the employment: payroll on time, filings deposited by their due dates, insurance live, and a named contact who already knows the hire's history. Nothing gets thrown over a wall.

Longer reading: Recruiting in India end to end · Background checks inside onboarding · How to pay employees in India

Tell us where you are on the decision.

A role you want to hire, a team you want moved, or just the two routes to compare. A named person replies in 4 to 6 hours.

A named person replies in 4 to 6 hours, not an autoresponder.

We use these details to respond to your enquiry.

A named person replies in 4 to 6 hours, not an autoresponder. We use these details to respond to your enquiry.

What the first call covers

30 minutes

A cost comparison for your headcount, on your numbers, both routes.

  • A written cost breakdown
  • Entity documents before the call
  • PF, ESI, TDS, termination law
  • No follow-up sequence
Book a call →

You pick the time, we send a Meet link. Any timezone.

See pricing Speak to sales