We don't just match CVs. We fit people to companies.

1. We start with your employer value proposition

Before we approach anyone, we work out what you honestly offer the people you hire: the work, the team, the growth, the culture. This employer value proposition (EVP) tells us who will thrive with you and lets us be straight with candidates about what the role really is.

2. We get to know the people we interview

For us a candidate is not a line of CTC, experience and results. We talk with people about the work they have done, how they approach it, what they care about and what they want next. Then we bring them to a company where they fit like a puzzle piece, whether that is a startup, a defence company, a D2C brand, a go-to-market team or an executive role.

We study experience in context. A career built in India and one built abroad can look different on paper, so for people who have worked abroad and are returning, and for those who have stayed in India, we take the time to understand what they have really done.

3. We search through several channels at once

Our recruitment funnel is built from multiple sources so we are not limited to people who are looking:

• Public-source research to find people whose work fits the role.
• Direct outreach to candidates, approached personally.
• Licensed data providers and APIs to widen reach and keep information current.
• Helix's own network and candidate database, built from people we have spoken with.

We handle candidate information responsibly and in line with our privacy policy.

Ways to work with Helix

• One-off search. A dedicated search for a role. An engagement fee starts the search, and a success fee is paid on placement.
• Partnership. For companies that hire regularly: a monthly engagement fee with reduced success fees. Terms are agreed with each company.
• Self-service. Use Helix's online tools to access our database of interviewed and shortlisted candidates, starting with candidate search and the shortlist tool. API access is coming soon.

Frequently asked questions

What is the EVP and why does Helix start there?

EVP means employer value proposition: what a company honestly offers the people it hires. We work it out with the client first, so we know what will attract the right person and can be straight with candidates about what the role really is.

Does Helix only look at CTC, experience and results?

No. Those matter, but we also want to understand the person: the work they have done, how they approach it, what they want next and the kind of company they thrive in.

How does Helix treat candidates returning from abroad?

We study their experience in context. Work done abroad and work done in India can look different on paper, so we talk it through rather than rely on titles or headline numbers.

Where does Helix find candidates?

Through several channels at once: public-source research, direct outreach, licensed data providers and APIs, and Helix's own network and candidate database.

What ways can we work with Helix?

A one-off search with an engagement fee to start and a success fee on placement; a partnership with a monthly engagement fee and reduced success fees, agreed with each company; or self-service, using Helix's online tools to access its database of interviewed and shortlisted candidates. API access is coming soon.