Group businesses

Clients are no longer looking for a ’one stop shop’ across the spectrum and go to ‘specialists’ for distinct hiring needs. For example, while ‘speed’ and ‘numbers’ may be the mantra for mass hiring; the top end of the market is driven by ‘industry expertise’ and ‘the ability to engage’. We have distinct brands to address each segment to best address specific client needs

The Executive Search & Selection experience

The Executive Search & Selection experience makes the toughest and tightest searches easy and a delightful experience

Never before, search has been so convenient and effective for you as it will be with KLK-GC. We take that extra search load off your shoulders so you can compete lighter and faster in the market space.

Unlike other search firms who inadvertently fall for the ease of standardizing profiles and search processes, KLK-GC takes extreme care to treat every assignment exclusively. Years of extensive experience has taught us that employee search is never the same for two different projects. Each assignment is unique in nature and accordingly, it calls for specific research and related expertise. KLK-GC scans every grain before serving the best blend to you.

KLK-GC state-of-the-art search and assessment process along with its dexterous diverse team, enables us to meet the needs of varied assignments that differ with industries, functions and cultures. 

It also seems to be getting more difficult to do as performance demands are affected by multiple forces. For instance, companies face a larger number of competitors and more diverse markets today, downsizing and flatter structures have weakened the bench strength of available executives and managerial span of control has increased . 

This is probably why organizations are increasingly turning to outside sources to make their selection . And this is where KLK-GC steps in as an indispensable partner to simplify their selection process. We define executive selection broadly as an entire process beginning with conducting an organizational needs assessment and defining job and candidate requirements, to candidate pools and the final decision-making process in candidate selection.

Head Count -Volume Hiring

One of the biggest recruitment challenges for a large organisation is volume hiring at junior levels without compromising on quality and speed. Yet, the natural tendency of most recruitment firms is to focus on senior & middle management recruitment services. Currently, this segment is highly fragmented with various small to mid sized recruitment firms occupying this space with no one being able to provide the reach and scale to fully satisfy client needs.

Flexibility - Recuritment Process outsourcing

Understanding RPO
Modular RPO
Resource Augmentation
Specialist Services

Understanding RPO

RPO is defined as

"RPO is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider. An RPO provider can provide its own or may assume the company's staff, technology, methodologies and reporting. In all cases, RPO differs greatly from providers such as staffing companies and contingent/retained search providers in that it assumes ownership of the design and management of the recruitment process and the responsibility of results."

RPO providers scope of responsibility and accountability is listed below as a sample



Each of our solution is unique to each of our clients and is a function of business need and expectations.


We undertake delivery and accountability of entire recruitment function for the client, from requisition to on-boarding. As an RPO partner for our clients, FlexAbility acts as the company's internal recruitment function and takes entire responsibility of outcomes.

Salient features

  • Single point of accountability for recruitment.
  • Dedicated specialist recruitment team without the headcount cost on balance sheet.
  • Effective, Scalable and Flexible solutions aligned to meet changes in demand.
  • Improving quality, candidate and customer satisfaction.
  • Reducing HR and Hiring manager time spent on recruitment to focus on more consultative/strategic activities.
  • Leveraging supply chain benefits & best practices across our RPO client base enabling continuous improvement.
  • More value for every Rupee spent on recruitment.
  • Transparency and control through recruitment metrics and analytics.
  • Innovation and continuous improvements.

Modular RPO

Onsite, offsite or hybrid short term solution to manage recruitment or a part of the lifecycle for a specific business division, function, level, location or duration. FlexAbility assumes responsibility for the part of functions outsourced.

Salient features

  • Helps manage sudden surge in hiring or setting up of a new division under strict deadlines.
  • Overcome bandwidth limitation of existing recruitment team.
  • Used as a pilot to outsource a larger part of recruitment.
  • Augments headcount or space limitations for recruitment team.
  • Management of outcome by service provider.

Resource Augmentation

This service can also be termed as Recruiter on demand, providing clients with experienced recruiters / recruitment administrators to complement their current recruiting efforts.

Salient features

  • Usually opted by clients with headcount restrictions or with sudden surge in hiring.
  • Performance management of resource by Client.

Specialist Services

In the ever dynamic recruitment industry the needs of our customers are also evolving. We have provided our clients with exclusively tailored solutions on

Innovative and Sustainable campaigns to impact diversity hires.
Assess & improve efficiency of your recruitment function by benchmarking existing process against proven best practices
Proactively engage and create talent pool for critical positions
Utilise our extensive industry networks to redeploy resources incase of a business exigency
Train and upskill your internal recruitment team to improve effectiveness

Senior Management Carrier Portal

Generally a team of individuals at the highest level of organizational management who have the day-to-day responsibilities of managing a company or corporation. They hold specific executive powers conferred onto them with and by authority of the board of directors and/or the shareholders. There are most often higher levels of responsibility, such as a board of directors and those who own the company, but they focus on managing the senior or executive management instead of the day-to-day activities of the business

Understanding of hicreachy All members of the organization need the right information in order to do their work. Let's look for a moment at the movement of information through the three levels of management.

The blue arrows in this image show information flowthrough the organization. Top-level managers draw in facts, details, and data from the managers below and from outside the organization, then push that information down through the organization. They also report out of the organization, such as to shareholders or boards. Middle-level managers report information up to the top, share information with colleagues in other departments, and push information down to lower-level management. Supervisors get daily reports on the current conditions from the employees and report upward while communicating relevant information to workers. Why does information flow matter to you as a top-level manager? Imagine you are setting a strategy for the organization, but the workers aren't accurately or regularly communicating daily details to their supervisors. So, you have only a partial picture of customer needs based on those people who fill out online surveys days after they've been shopping.