Best Recruitment Agencies in Bangalore for Startup Hiring: 2026 Shortlist

Last reviewed: November 4, 2026

Compare eight recruitment agencies in Bangalore for startup hiring in 2026, including Weekday, with verified fees, service models and evidence limits.

Choosing a recruitment partner for your Bangalore startup starts with your roles and hiring bandwidth. Our shortlist covers Weekday, Multi Recruit, SutraHR, Randstad, TeamLease, Hyring, Michael Page and SkillPlug. Weekday appears first for our managed Contingency service: a dedicated senior recruiter handles sourcing, candidate interest and interview scheduling for smaller teams. Our candidate marketplace powers Weekday as a sourcing agent and recruiting tool. Using November 4, 2026 as the research-review date, we compare role coverage, engagement models, published fees and delivery evidence. The order isn't an independently measured ranking.

Why use recruitment agencies for startup hiring in Bangalore?

An agency can help when recruiting work exceeds the time your team can give it. For a founder handling hiring alongside product and sales, sourcing and follow-ups need a clear owner. An established in-house recruiting team may need help with specific searches instead. Competition for technical candidates adds pressure: ANSR’s 2026 GCC research reports growing AI-talent demand from multinational capability centers. That provides context for competing employers; it does not establish a Bangalore-startup hiring statistic or predict how long your role will take to fill.

What startup hiring problems should a recruitment agency address?

• Limited recruiting bandwidth: Someone needs to find candidates, generate interest and keep interviews moving. Our Contingency model assigns a dedicated senior recruiter to that work for smaller teams.
• Competition for specialized technical talent: Ask how the agency will source relevant candidates and get them interested, especially when your search overlaps with multinational hiring demand.
• Candidate engagement and interview coordination: Sourcing alone leaves work unfinished. We reach candidates through email, WhatsApp and phone, then coordinate interviews through our managed service.
• Notice-period and counteroffer uncertainty: Hyring’s Bengaluru agency commentary describes 60-90-day notice periods and competing offers or counteroffers. Treat this as provider commentary, rather than an independently established local average.

Our managed sourcing uses Weekday’s AI sourcing agent and recruiting tool, supported by a marketplace candidates join themselves. Those self-registered profiles give us richer, more current information for outreach, which has a company-reported 50%+ outbound response rate across email, WhatsApp and phone. That aggregate is no guarantee for your search. Keep the milestones separate: shortlist delivery, interviews, offer acceptance and joining. An agency can manage candidate engagement and interview coordination; it cannot eliminate counteroffers or guarantee when a candidate will start.

What should startups look for in a Bangalore recruitment agency?

Start with the work you need taken off your plate. Do you need someone to source candidates, or a recruiter who also builds interest and books interviews? Those are different scopes. When comparing recruitment agencies for startup hiring in Bangalore, ask each provider to explain its responsibilities against your actual roles, budget and interview capacity. Request comparable recent mandates and written commercial terms. A shortlist is a starting point for those conversations; it shouldn't substitute for checking the recruiter, process and contract you'll actually get.

Which five recruitment-agency capabilities should founders evaluate?

• Relevant role expertise. Ask for recent mandates matching your role, seniority and startup stage. Check technical and non-technical coverage separately. We support engineering, product, design, GTM and sales hiring, with an emphasis on engineering and technical recruitment.
• Proactive sourcing and candidate engagement. Ask how candidates are found and contacted. Our AI sourcing agent and recruiting tool is supported by a marketplace candidates join themselves, giving sourcing richer, more current profiles. We use email, WhatsApp and phone. Our company-reported 50%+ outbound response rate isn't a guarantee of interviews, offers or hires.
• Clearly assigned process ownership. Confirm recruiter workload, screening responsibilities and scheduling ownership. Our Contingency model, for smaller teams with limited bandwidth, assigns a dedicated senior recruiter to find candidates, generate interest and schedule interviews. Ask every provider about notice-period screening and offer-to-joining support.
• Transparent fees and payment triggers. Get the salary basis, invoice trigger and candidate ownership period in writing. Our published Contingency fee is 15% of annual salary, with no fee if no hire is made. Confirm detailed payment terms before signing.
• Delivery evidence and replacement terms. Agree on milestones for initial profiles, feedback and progress reviews. Request comparable delivery evidence rather than assuming a standard time-to-hire. Our Contingency terms include a 60-day replacement period if the candidate leaves; confirm exclusions and eligibility directly.

Apply these criteria against the support your team can actually use. Our separate Subscription model suits larger teams with an in-house recruiting function: database access, smart filters and outreach credits at custom pricing. We email, WhatsApp and call candidates you express interest in; your team handles replies and interview scheduling. That division of work matters when comparing costs. Ask each shortlisted provider to document the same responsibilities, milestones and commercial conditions. Treat missing information as a question to resolve, rather than evidence that a provider lacks the capability.

How can Bangalore startups use recruitment agencies for different hiring needs?

Start with the work you need someone else to own. A founder who needs interview-ready candidates has a different requirement from a recruiting team that needs more sourcing capacity. Several open roles, a specialist leadership search and contract staffing also call for different service models. The six workflows below are recommendations inferred from each provider’s published scope, rather than observed customer case studies. Use them to decide what to delegate, what your team will retain and which commercial terms to confirm before signing.

Strategy 1: Delegate hiring with limited founder bandwidth

• Relevant offering: Weekday Contingency (white glove), for smaller teams with limited bandwidth.
• We assign a dedicated senior recruiter to find candidates, get them interested and schedule interviews end to end. You take the interviews.
• Pricing is 15% of annual salary, with no fee if no hire is made and a 60-day replacement period if the candidate leaves.
• Consider this workflow when you need someone to own candidate sourcing and engagement through interview scheduling.

Strategy 2: Add sourcing capacity to an in-house recruiting team

• Relevant offering: Weekday Subscription, for larger teams with an established recruiting function.
• Your recruiters get database access, smart filters and outreach credits at custom pricing.
• We email, WhatsApp and call candidates your team expresses interest in. Your team handles replies and interview scheduling.
• Choose this workflow when you want additional sourcing and outreach capacity while retaining recruiting ownership internally. It is separate from our Contingency service.

Strategy 3: Support several concurrent startup vacancies

• Relevant offering: SutraHR’s Dedicated Resource Model (DRM).
• A dedicated recruiter works on a mutually agreed monthly retainer, with multiple hires permitted during the engagement without a separate percentage charge for every hire.
• Consider this structure when you have several vacancies to work on together. Confirm the engagement scope and monthly terms.
• SutraHR also advertises a 4.33% hiring fee in its Bangalore guide. Ask which offer applies; that figure is not a universal DRM price.

Strategy 4: Recruit across technical and non-technical functions

• Relevant offerings: Weekday’s cross-functional hiring support and Multi Recruit’s end-to-end recruitment.
• We cover engineering, product, design, GTM and sales, with an emphasis on engineering and technical recruitment.
• Multi Recruit covers permanent, contract or temporary, and leadership hiring. Its published process spans market analysis, employer branding, sourcing, screening, interview coordination, background verification and onboarding.
• For a mixed hiring plan, specify the functions and process stages you want covered before choosing the provider.

Strategy 5: Evaluate specialist and management hiring support

• Relevant offering: Michael Page’s specialist recruitment.
• Its published expertise includes permanent, interim and project-based hiring across IT, analytics, finance, sales, marketing and HR. It also explicitly mentions startup finance recruitment.
• Bangalore startup listings include a founding account manager and a product lead working closely with founders. These support considering it for commercial and management searches.
• Ask for role-specific terms and timelines. The reviewed pages do not establish a standard Bangalore employer fee or average time-to-hire.

Strategy 6: Assess contract staffing and workforce-scale support

• Relevant offerings: TeamLease’s broader staffing services and TeamLease Digital’s specialist workforce services.
• TeamLease’s Bangalore offering covers recruitment and workforce management, making it worth assessing for operational staffing or workforce-scale requirements.
• Separately, TeamLease Digital lists staff augmentation, build-operate-transfer, hire-train-deploy and RPO services across technology, engineering, shared services and business operations.
• Confirm which entity and service will handle your requirement. Keep that distinction clear when comparing proposals.

The practical choice comes down to ownership. If your team needs sourcing and candidate engagement handled through interview scheduling, our Contingency model fits that brief. If you already have recruiters, our Subscription model adds database access and outreach while your team keeps replies and scheduling. A monthly dedicated recruiter, specialist search or workforce-services engagement may suit a different requirement. Compare providers against the work you need covered, and ask each to spell out responsibilities, commercial terms and handoffs before you commit.

How do the shortlisted Bangalore recruitment agencies compare for startup hiring?

Use this table to compare service models, commercial terms and delivery milestones before you request proposals. For Weekday, we've used our Contingency model: recruiter-led sourcing for smaller teams with limited hiring bandwidth. Size and scale fit describes how each service could support your hiring setup, rather than an assumed company-size threshold. Timing needs particular care. A first shortlist, an accepted offer and a candidate's joining date are different milestones. Where the reviewed sources don't establish a figure or term, we've left that gap explicit.

The useful distinction is how much recruiting work you need a partner to own. Our Contingency service and Hyring's managed recruitment offer defined placement-fee models; SutraHR's DRM uses a monthly retainer. Multi Recruit, Randstad, TeamLease and Michael Page need a scoped commercial discussion, while SkillPlug needs additional verification. Keep the fee bases separate: 15% of annual salary and 7% of CTC aren't directly comparable until you confirm the calculation. Before signing, ask each provider to document shortlist, offer and joining milestones, plus replacement conditions, in writing.

Which are the best recruitment agencies in Bangalore for startup hiring in 2026?

Our shortlist covers eight providers with different service models. The numbering reflects editorial order, rather than a measured performance ranking. Compare the service you’ll actually buy: end-to-end recruitment, dedicated recruiter capacity, specialist search or workforce staffing.

1. Weekday

We recommend Weekday Contingency for founders who need interested candidates on their calendar and have limited recruiting bandwidth. A dedicated senior recruiter uses our AI-powered sourcing and recruiting platform to find candidates, generate interest and schedule interviews end to end. Our company-reported 50%+ outbound response rate is the lead proof point. The marketplace supports that sourcing: candidates sign up themselves, giving us richer, more current data than static internet profiles. Our scope includes engineering, product, design, GTM and sales, with a strong emphasis on technical recruitment.

Company Summary

Weekday is a Y Combinator-backed (W21), proactive hiring platform, sourcing agent and recruiting tool powered by a candidate marketplace. It includes a large and growing base of active, self-registered profiles.

Key Features

• Company-reported 50%+ response rate on outbound outreach across email, WhatsApp and phone.
• Candidate self-registration supports richer sourcing data and higher response rates.
• A dedicated senior recruiter operates the platform on your behalf under Contingency.

Startup Hiring Offerings

• Contingency, for smaller teams with less bandwidth: we handle candidate sourcing, interest generation and interview scheduling. You take the interviews.
• Technical and non-technical coverage includes engineering, product, design, GTM and sales.
• Subscription, separately, for larger teams with in-house recruiting: database access, smart filters and outreach credits. We email, WhatsApp and call candidates you express interest in; your team handles replies and scheduling.

Pricing

• Contingency: 15% of annual salary, free if no hire is made, with a 60-day replacement period if the candidate leaves.
• Subscription: custom pricing for database access and outreach credits. This is a separate operating model.

Pros

• Explicit ownership of sourcing, candidate engagement and scheduling reduces the recruiting work left with founders.
• Published Contingency pricing and replacement terms make the commercial model clear.
• In a provider-published testimonial, Raveesh Motlani, Enterpret, calls Weekday “the most successful recruitment partner for Enterpret.”

Cons or Fit Limitations

• The reviewed sources establish no numerical average time-to-hire.
• The reported response rate is an aggregate outreach metric, not a guaranteed hiring outcome.
• Subscription requires an in-house team to manage replies and interviews; it should not be treated as the white-glove service.

For founders with limited recruiting bandwidth, Contingency is our leading recommendation because it combines marketplace-supported sourcing with a senior recruiter doing the work. You get an accountable person finding candidates, building interest and booking interviews, with payment tied to a hire.

2. Multi Recruit

Multi Recruit explicitly targets product startups and SMEs, making its published positioning relevant to startup hiring in Bangalore. Its service scope extends from permanent recruitment to contract, temporary and leadership hiring. The process covers market analysis, employer branding, sourcing, screening, interview coordination, background verification and onboarding. That gives founders several recruitment stages to discuss within one engagement. Its listed sectors span IT, fintech, e-commerce, healthcare, retail, real estate and marketing or communications, although the precise technical and non-technical roles covered should be confirmed against your brief.

Key Features

• Permanent, contract or temporary, and leadership recruitment.
• Employer branding, candidate screening, coordination, verification and onboarding support.
• Customized recruitment and campaign positioning aimed at startups and SMEs.

Startup Hiring Offerings

• Recruitment support across technology and non-technology sectors.
• Different engagement scopes for permanent teams, temporary capacity and leadership requirements.
• Multi Recruit reports approximately 35-40 days from initial contact to hire. It separately lists up to two days to profile sharing, up to 15 days from profiles to offer, and one to 30 days from offer to joining.

Pricing

• Custom quote. Confirm current campaign or placement terms directly.
• Historical prepaid campaign descriptions do not establish its current 2026 pricing.

Pros

• Documented startup and SME targeting.
• Published support spans recruitment preparation through onboarding.
• Offers several employment and seniority models within its stated scope.

Cons or Fit Limitations

• Timelines are self-reported, with different process endpoints. They are not universal guarantees.
• A current standard numerical fee is not established in the supplied sources. Confirm what the quote includes and how notice periods affect joining dates.

3. SutraHR

SutraHR markets directly to startups across AI, deep tech, SaaS and fintech. It describes technology, business and specialist recruitment, giving it a documented remit beyond engineering alone. Its Dedicated Resource Model, or DRM, assigns a recruiter for an agreed monthly retainer and permits multiple hires without a separate percentage charge for every placement. That model deserves attention if you expect recurring hiring. However, its advertised percentage offer is a separate commercial point to clarify, and its case examples should not be mistaken for average delivery results.

Key Features

• Explicit startup-sector positioning across AI, deep tech, SaaS and fintech.
• Technology, business and specialist recruitment.
• Dedicated recruiter capacity through a monthly-retainer model.

Startup Hiring Offerings

• DRM supports multiple hires during the engagement without a separate percentage charge for each hire.
• Its Bangalore guide describes a Celigo engagement covering six senior roles over three months. This is one engagement example, not an average hiring benchmark.
• SutraHR also advertises hiring in 28 days. Treat that as a provider marketing claim and clarify whether the endpoint is offer acceptance or joining.

Pricing

• DRM: mutually agreed monthly retainer.
• A separate advertised 4.33% hiring fee requires offer-specific clarification. It is not the universal DRM price.

Pros

• Clear startup focus and coverage across technical and business hiring.
• The dedicated-recruiter model provides a defined way to buy ongoing recruiting capacity.
• Published engagement examples give you concrete delivery questions to ask.

Cons or Fit Limitations

• Retainer and percentage-based offers must be evaluated separately.
• Neither the Celigo example nor the 28-day claim establishes an independently verified average time-to-hire.
• Confirm recruiter allocation, engagement duration and applicable commercial terms before signing.

4. Randstad

Randstad offers a broad workforce-services portfolio rather than an exclusively startup-focused recruitment proposition. Its official services include permanent recruitment, executive search, recruitment process outsourcing (RPO), managed service provider (MSP) services and workforce advisory. Bangalore vacancies demonstrate technical and non-technical activity, with examples including a ServiceNow lead, finance analyst, purchase and supply-chain roles, privacy counsel and finance leadership. For a startup evaluating Randstad, the useful question is which service and specialist team match the requirement. Its broad company-size coverage alone does not establish startup-specific results.

Key Features

• Permanent recruitment and executive search.
• RPO, MSP and workforce advisory services.
• Documented Bangalore activity across technology, finance, legal and supply-chain functions.

Startup Hiring Offerings

• Permanent recruitment for individual roles and executive search for leadership requirements.
• Broader outsourced recruitment and workforce-service options where those match your hiring needs.
• Local listings demonstrate functional coverage; they do not identify a standardized startup package.

Pricing

• Custom pricing, influenced by candidate type, experience, location, hiring timeline and volume.
• Illustrative percentage-fee examples in its guidance should not be read as a published Bangalore tariff.

Pros

• Several service models to evaluate as hiring requirements change.
• Concrete evidence of both technical and non-technical Bangalore recruitment activity.
• Executive search and workforce advisory sit alongside permanent recruitment.

Cons or Fit Limitations

• The reviewed sources establish neither a startup-specific outcome benchmark nor a numerical average time-to-hire.
• Broad service coverage does not tell you which delivery team will handle your role. Confirm the recruiter, scope and expected milestones in the proposal.

5. TeamLease

TeamLease’s broader Bangalore proposition covers recruitment and workforce management. For technology and engineering requirements, distinguish that group offering from TeamLease Digital, which publishes specialist services including staff augmentation, build-operate-transfer, hire-train-deploy and RPO. Its scope also extends to shared services and business operations. Listed roles span software engineering, QA, accounting, sales, marketing and HR. We see a potential fit for startups adding workforce scale or contract capacity, based on that service breadth. This is an editorial assessment, rather than evidence of a startup-specific delivery record.

Key Features

• TeamLease group recruitment and workforce-management services.
• TeamLease Digital staff augmentation, build-operate-transfer, hire-train-deploy, RPO and gig solutions.
• Technology, engineering, shared-services and business-operations coverage.

Startup Hiring Offerings

• Specialist technical hiring through TeamLease Digital, including software engineering and QA.
• Non-technical scope includes accounting, sales, marketing and HR.
• TeamLease Digital lists a Koramangala office, establishing a Bangalore presence.

Pricing

• Request a quote for the specific service and staffing arrangement.
• The reviewed sources establish no standard startup fee or numerical average time-to-hire. Ask for a role-specific delivery service-level agreement.

Pros

• Multiple workforce-delivery models beyond individual permanent placements.
• Documented technical and business-operations coverage.
• A local office supports evaluation of its Bangalore delivery setup.

Cons or Fit Limitations

• TeamLease Digital’s reviewed material emphasizes enterprise and global capability centre needs. Early-stage startup fit needs direct confirmation.
• Group-level staffing capabilities and Digital’s specialist services should not be treated as interchangeable.
• Delivery timelines and commercial terms require a scoped proposal.

6. Hyring

Hyring’s managed Bengaluru recruitment service combines AI-screened shortlists with interview recordings and scores. Its local page describes product-engineering, startup, GCC and enterprise IT recruitment, making technical hiring the clearest documented Bangalore use case. The broader recruitment offering lists IT, SaaS, BFSI, manufacturing and healthcare coverage, though sector coverage alone does not establish every non-technical role specialty. Hyring also offers self-serve screening tools and a recruiting-partner marketplace. For this agency comparison, evaluate the managed recruitment service and its direct-hire fee, separately from those other products.

Key Features

• AI-screened candidate shortlists.
• Interview recordings and scores for candidate review.
• Managed recruitment distinct from its self-serve software and recruiting-partner marketplace.

Startup Hiring Offerings

• Documented startup and product-engineering recruitment on its Bengaluru page.
• Provider-claimed 48-72-hour shortlist turnaround.
• Broader sector coverage includes SaaS, BFSI, manufacturing and healthcare; confirm the exact non-technical functions needed.

Pricing

• Published managed direct-hire fee: 7% of CTC.
• Self-serve software prices are separate and should not be substituted for this agency fee.

Pros

• A published numerical fee makes initial commercial comparison easier.
• Interview recordings and scores provide additional material for shortlist review.
• The claimed shortlist milestone is clearly distinguishable from a completed hire.

Cons or Fit Limitations

• The 48-72-hour claim concerns shortlists, not average time-to-hire or time-to-join.
• A comparable completed-hire average is not established in the supplied evidence.
• Confirm payment triggers, replacement provisions and role-specific screening before contracting.

7. Michael Page

Michael Page covers permanent, interim and project-based hiring across IT, analytics, finance, sales, marketing, HR and other functions. Its Bangalore startup listings provide concrete examples of relevant work: a Series A founding account manager and a product lead working closely with founders. Other listings include principal AI engineering and finance leadership. Those examples support consideration for specialist, commercial and management hiring, alongside technical recruitment. They establish role coverage rather than a standardized startup service, published hiring-speed average or proof that every search will follow the same process.

Key Features

• Permanent, interim and project-based recruitment.
• Technical, commercial and management-function coverage.
• A listed Bangalore office and local startup-role examples.

Startup Hiring Offerings

• Founding account-management and product-lead roles demonstrate startup-related hiring activity.
• IT and analytics coverage sits alongside finance, sales, marketing and HR.
• Its finance recruitment material explicitly mentions working with startups.

Pricing

• Request a role-specific quote. No standard Bangalore employer fee is established in the reviewed sources.
• No numerical average time-to-hire is established either; agree search milestones directly.

Pros

• Concrete examples across startup product and commercial hiring.
• Specialist coverage across technical and non-technical functions.
• Interim and project-based options alongside permanent recruitment.

Cons or Fit Limitations

• Job listings demonstrate activity, rather than placement success rates or delivery speed.
• Fees, search scope and expected timelines need direct confirmation.
• Evaluate the consultant and relevant practice against your particular role instead of relying on the overall service portfolio.

8. SkillPlug

SkillPlug describes itself on its company-authored LinkedIn page as a Bengaluru North boutique recruiting firm focused exclusively on startups. It claims technical and non-technical coverage from entry level through CXO, alongside a hire-first-pay-later proposition. That is relevant positioning for founders seeking a startup-focused provider, but this entry has lower evidence confidence than those supported by accessible service and pricing pages. Its listed website could not be retrieved during research. Treat the profile as a starting point for verification, especially around current operations, delivery capacity and commercial terms.

Key Features

• Company-claimed startup-only boutique focus.
• Technical and non-technical recruitment from entry level to CXO.
• Provider-advertised hire-first-pay-later proposition.

Startup Hiring Offerings

• Its profile claims coverage across startup functions and seniority levels.
• SkillPlug advertises hiring within two weeks. This is a provider claim, not an independently verified average or a guaranteed joining date.
• Confirm the exact technical and business roles it currently supports.

Pricing

• No numerical standard employer fee is established in the supplied evidence.
• Hire-first-pay-later does not establish the fee amount, payment trigger or replacement terms. Request these in writing.

Pros

• Explicit startup positioning.
• Claimed coverage spans both technical and non-technical requirements, including leadership.

Cons or Fit Limitations

• Evidence confidence is lower because the available support is principally a company-authored profile and the listed website was inaccessible during research.
• Confirm current operating status, recruiter capacity, fees and replacement provisions directly.
• Do not use the two-week claim as a planning assumption without an agreed role-specific commitment.

How should startups evaluate this Bangalore recruitment-agency shortlist?

We reviewed the research on November 4, 2026, prioritizing official service pages and supplied brand corrections. Provider claims and independently measured results are different evidence categories. Independent comparative outcomes, standardized response-rate definitions and equivalent role-level hiring timelines weren't available. The weights below are our suggested editorial decision framework, not empirical findings or agency scores. Use them to structure your buying decision. They don't establish an overall winner.

Compare matching milestones. Hyring's claimed 48 to 72 hours refers to an AI-screened shortlist. Multi Recruit publishes approximately 35 to 40 days from initial contact to hire, alongside separate profile, offer and joining stages. These provider-reported timelines measure different endpoints. Neither should become a universal time-to-join promise.

Check the evidence behind the claim. Our reported 50%+ outbound response rate is a company-reported aggregate, not an audited comparative result or customer guarantee. Provider-published testimonials are company evidence too. We found no numerical average time-to-hire on Weekday's reviewed homepage or pricing page. SkillPlug's company-profile-only evidence is less complete than accessible official service and pricing documentation; confirm its current operating status, capacity and terms directly. For Weekday, we exclude unrelated task-management pricing blocks and obsolete geographic or response-rate language, following current supplied corrections.

Before you sign, verify:

• Comparable recent mandates and the assigned recruiter's workload.
• Fee basis, payment trigger and candidate ownership period.
• Replacement conditions and exclusions in writing.
• Notice-period screening and ownership of offer-to-joining support.

Why consider Weekday for founder-led startup hiring in Bangalore?

For founders with limited hiring bandwidth, our Contingency model puts a dedicated senior recruiter in charge of sourcing candidates, generating interest and scheduling interviews. The published fee is 15% of annual salary, with no fee if no hire is made and a 60-day replacement period if the candidate leaves. That makes Weekday a strong shortlist option for managed hiring. Dedicated monthly recruitment, specialist search or workforce-scale needs may favor other service models, so confirm terms for your specific mandate. Discuss your hiring requirements with Weekday and confirm the applicable service terms.

What should founders know about recruitment agencies for startup hiring in Bangalore?

Which recruiting agencies in Bangalore are best for startup hiring in 2026?

Our shortlist includes Multi Recruit, SutraHR, Randstad, TeamLease, Hyring, Michael Page, SkillPlug and Weekday. Your best fit depends on the roles, your internal recruiting capacity and the engagement model. Weekday Contingency suits smaller teams that need a dedicated senior recruiter to find candidates, generate interest and schedule interviews. SutraHR offers a monthly dedicated-recruiter model, while Michael Page covers specialist functions including IT, finance and marketing. Before choosing, ask each provider for relevant role experience, current terms and a clear division of responsibilities for your search.

How much do Bangalore recruitment agencies charge startups?

Compare published fees using their stated salary bases. Weekday Contingency charges 15% of annual salary, with no fee if no hire is made. Hyring publishes a direct-hire fee of 7% of CTC. Those percentages use different bases, so ask for a worked example against your actual compensation package. SutraHR's Dedicated Resource Model uses a mutually agreed monthly retainer; its separately advertised 4.33% hiring fee should not be assumed to apply to that model. Request written quotes and confirm applicable taxes, payment triggers and replacement conditions before comparing totals.

How does Weekday Contingency differ from Weekday Subscription?

Weekday Contingency is for smaller teams with limited recruiting bandwidth: our dedicated senior recruiter finds candidates, gets them interested and schedules interviews end to end. Pricing is 15% of annual salary, payable only if you hire. Weekday Subscription serves larger teams with an established in-house recruiting function. It provides database access, smart filters and outreach credits at custom pricing. We email, WhatsApp and call candidates you express interest in; your team handles replies and interview scheduling. Choose based on who will own the recruiting workload internally.

Which agencies recruit for both technical and non-technical startup roles?

Weekday supports engineering, product, design, GTM and sales hiring, with a particular emphasis on engineering and technical recruitment. Other providers also show functional breadth: Randstad's Bangalore vacancies include ServiceNow, finance, supply chain and legal roles. Michael Page covers IT, analytics, finance, sales, marketing and HR, and explicitly mentions startup finance recruitment. SkillPlug describes startup hiring across technical and non-technical roles from entry level through CXO. Treat this coverage as a starting point. Ask for recent experience with your specific function, seniority and startup stage before appointing a partner.

What is the difference between shortlist turnaround, time-to-hire and time-to-join?

Shortlist turnaround concerns candidate profiles reaching you; time-to-hire concerns completing the hiring process; time-to-join concerns the candidate's start date. Ask agencies to define their exact start and end points. Hyring's claimed 48-72 hours refers to an AI-screened shortlist. Multi Recruit reports approximately 35-40 days from initial contact to hire and separately lists one to 30 days from offer to joining, depending on notice period. We haven't established a published Weekday average from the reviewed pages. Compare matching stages, and keep shortlist speed separate from completed hiring outcomes.

When should a startup choose a monthly dedicated recruiter instead of a success-fee agency?

Consider a monthly dedicated recruiter when you expect multiple searches and want recruiting capacity throughout an engagement. SutraHR's Dedicated Resource Model assigns a recruiter for a mutually agreed monthly retainer and allows multiple hires without a separate percentage charge for every hire. Weekday Contingency instead charges per successful hire and gives smaller teams a dedicated senior recruiter to run candidate sourcing, interest generation and interview scheduling. Compare your expected workload, recruiter allocation and total quoted cost. There is no established break-even hiring threshold here; request a scenario-based proposal.

What does Weekday's reported 50%+ outbound response rate measure?

Weekday's reported 50%+ figure is a company-reported aggregate outbound outreach response metric across email, WhatsApp and phone. It is separate from interview conversion, offers, fill rate and joining outcomes, and it isn't a customer guarantee. Our AI sourcing agent and recruiting tool is supported by a marketplace candidates join themselves, which helps sourcing through richer, more current profiles. The supplied material doesn't establish the calculation period, denominator or channel-level breakdown. Ask us to clarify those details when evaluating the metric, and assess your own funnel stages separately.

What payment and replacement terms should founders confirm before signing?

Weekday Contingency publishes no-hire-no-fee pricing and a 60-day replacement period if the candidate leaves. Before signing, ask us to confirm the precise payment trigger, invoice deadline, replacement process and any exclusions in writing. Apply the same checks to every shortlisted provider. Clarify candidate ownership, duplicate submissions, previously known candidates and what happens if the role changes or closes. Ask whether a replacement provision offers another search, a credit or a refund rather than assuming these are interchangeable. The supplied sources don't establish those detailed contractual terms.

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