Supersourcing places CXOs, VPs, and Directors at growth-stage companies. Retained and contingency models built around your urgency, budget, and confidentiality needs.
Trusted by 100+ Companies. Backed by Top Credentials.
Google AI Accelerator Alumni
LinkedIn Top 20 Startups
Nasscom Member
CMMI Level 5 Certified
Our Search Models
Two models. One standard of quality.
Whether you need an exclusive, deeply researched executive search or a fast, results-based hire, we have a model structured around your goals.
Most Popular
Retained Search
Premium · Exclusive · Structured
Our flagship model for CXO, VP, and Director-level hires. You get dedicated research capacity, market mapping, and a structured engagement from day one.
Fee Model
Fixed — paid in 3 installments
Pricing
25% - 35% of annual CTC
Best For
CXO, VP, Director roles
Dedicated search consultant assigned
Deep market mapping & competitor sourcing
Suitable for confidential or niche searches
Highest fill rate & candidate quality
Contingency
Contingency Search
No hire, no fee
A performance-based model suited for mid-to-senior roles where speed matters and multiple sourcing channels are acceptable, ensuring faster and efficient hiring outcomes.
Fee Model
Pay on successful placement
Pricing
15% - 25% of annual CTC
Best For
Mid-level, multi-agency searches
Zero upfront commitment
Fast turnaround for defined roles
Ideal when urgency outweighs exclusivity
Shared candidate pool model
Our Retained Search Methodology
Precision-driven leadership hiring designed for business impact, speed, and long-term success.
Step 1
Discovery & Alignment
Step 2
Market Intelligence & Talent Mapping
Step 3
Executive Engagement & Evaluation
Step 4
Curated Leadership Shortlist
Step 5
Executive Interview Management
Step 6
Offer Closure & Leadership Transition
Discovery & Alignment
Define your leadership Mandate with clarity and business context
Align with founders, leadership, and key stakeholders
Define success metrics, KPIs, and leadership expectations
Build a detailed role, culture, and business impact blueprint
Position the opportunity to attract high-caliber talent
Identify hiring risks, compensation benchmarks, and market realities
We combine stakeholder discovery with live market intelligence to create highly targeted and realistic hiring strategies from day one.
Market Intelligence & Talent Mapping
Lets Identify exceptional talent beyond active job seekers.
Map target companies, adjacent industries, and competitor ecosystems
Identify passive, niche, and high-impact leadership talent
Benchmark talent availability, compensation, and hiring competitiveness
Handpick candidates aligned with technical depth, leadership style, and growth stage
Validate talent pool insights with stakeholders before outreach begins
Our AI-assisted market mapping uncovers hard-to-reach talent pools and leadership profiles often missed by traditional search approaches.
Executive Engagement & Evaluation
Lets Create meaningful candidate engagement while assessing long-term fit.
Conduct personalized outreach to leadership and niche talent
Position company vision, scale, and growth opportunities effectively
Evaluate strategic thinking, ownership mindset, and leadership maturity
Assess technical capability, business impact, and decision-making approach
Perform structured screening aligned to role outcomes and organizational goals
We assess both capability and business alignment — ensuring candidates can drive outcomes, not just match your job descriptions.
Curated Leadership Shortlist
Presenting the highly calibrated candidates with deep evaluation insights
Deliver a focused shortlist of high-conviction candidates
Provide detailed leadership and persona mapping
Highlight strengths, potential risks, and organizational fitment
Share compensation expectations, motivation drivers, and transition feasibility
Recommend candidates based on long-term business impact and scalability
Instead of overwhelming clients with volume, we deliver a precision shortlist backed by deep evaluation and market context.
Executive Interview Management
Driving a seamless, high-touch interview experience for both sides.
Manage end-to-end interview coordination and stakeholder alignment
Prepare candidates and hiring teams for productive conversations
Ensure timely feedback loops and decision-making momentum
Resolve expectation gaps proactively during the process
Deliver a premium candidate experience to strengthen employer brand perception
We act as strategic advisors throughout the process — reducing drop-offs, delays, and interview friction.
Offer Closure & Leadership Transition
Ensuring successful offer conversion and onboarding continuity.
Lead compensation discussions and offer negotiations strategically
Support resignation handling and counter-offer management
Maintain post-offer engagement until joining completion
Align business meets and Management connect during this transition
Ensure smooth transition from acceptance to onboarding
Our post-offer engagement model is designed to maximize joining success and minimize leadership hiring fallout
Payment Schedule
1/3
Search Kickoff
1/3 of estimated cost at the start of search, paid in 15 days
1/3
Interview Stage
1/3 when qualified candidates are interviewed by client, paid in 15 days
1/3
Successful Hire
1/3 on offer letter signing, paid in 5 days post candidate joining
How We Work
A search built like a board-level decision.
Most executive search firms take months just to get you a shortlist. We get you the right hire, faster.
1
Discovery & Alignment
We go beyond a basic job description. We align on your business goals, leadership gaps, growth phase, and define what success—and failure—looks like in this role.
2
Talent Mapping & Intelligence
We map the entire talent landscape, including passive leaders. Our research builds a strategic pipeline across competitors and relevant industries.
2
3
Evaluation & Shortlisting
Through a multi-layered assessment process, we deliver a refined shortlist of 4–6 high-impact candidates—not an unfiltered list.
4
Offer Management & Onboarding
We drive the final stage end-to-end—compensation structuring, negotiation, counter-offer handling, and seamless onboarding support.
4
Why Choose Us?
Why Supersourcing for Leadership Hiring Services?
Access to passive talent
Most senior leaders are not applying yet. We reach the ones who are not looking but would move for the right opportunity.
Beyond Resume Screening
We assess leadership style, decision-making track record, and cultural fit, not just qualifications and years of experience.
India-First Network
We have spent years building relationships with senior leaders across Indian tech, product, and business functions.
One Dedicated Search Partner
No rotating recruiters or account handoffs. One person owns your search from brief to offer closure.
Framework
Leadership Search with Complete Confidentiality & Precision
Strategic leadership hiring is often tied to confidential business decisions — expansion plans, succession changes, restructuring, transformation initiatives, or critical replacement mandates.
The wrong conversation, premature exposure, or uncontrolled outreach can create internal uncertainty, market speculation, and talent instability before the search even begins.
That's why every retained search engagement at Supersourcing operates through a tightly controlled, need-to-know approach — ensuring confidentiality, credibility, and business continuity at every stage.
Controlled Executive Outreach
Engaging leadership talent with precision and discretion.
Engaging leadership talent with precision and discretion.
Conduct highly targeted outreach without disclosing client identity prematurely
Protect sensitive business information during early-stage discussions
Limit candidate visibility to carefully vetted prospects only
Maintain structured communication protocols throughout the search process
Ensure leadership conversations remain private, calibrated, and professional
We engage passive leadership talent discreetly — without creating unnecessary market visibility or internal disruption.
Secure Information Governance
Protecting sensitive client and candidate information end-to-end.
Protecting sensitive client and candidate information end-to-end.
Restrict access to confidential mandates through controlled internal workflows
Secure candidate, stakeholder, and compensation data across all touchpoints
Share sensitive information only at validated stages of engagement
Maintain structured documentation and controlled communication trails
Ensure privacy compliance and professional handling throughout the search lifecycle
Our search process is designed with layered access controls to minimize information exposure at every stage.
NDA-Backed Sensitive Engagements
Adding legal and operational safeguards where confidentiality is critical.
Adding legal and operational safeguards where confidentiality is critical.
Execute NDAs before sharing sensitive organizational or leadership information
Protect strategic business discussions, succession plans, and transformation initiatives
Establish formal confidentiality checkpoints during advanced hiring stages
Ensure secure exchange of sensitive documentation and compensation discussions
Reduce risk during leadership replacement and stealth hiring mandates
We combine operational discipline with legal safeguards to protect high-sensitivity leadership searches.
Discreet Communication Management
Ensuring every interaction is intentional, secure, and controlled.
Ensuring every interaction is intentional, secure, and controlled.
Use calibrated communication channels for all executive interactions
Prevent unnecessary exposure across market, internal teams, and candidate networks
Coordinate conversations carefully to avoid speculation or information leakage
Manage candidate expectations without compromising business confidentiality
Maintain a high-trust experience for both clients and leadership candidates
Every outreach and interaction is strategically managed to preserve confidentiality while maintaining candidate engagement quality.
Why Confidentiality Matters in Leadership Hiring
Prevents internal uncertainty and organizational disruption
Protects business strategy, succession planning, and market positioning
Maintains leadership stability during transition phases
Enables discreet access to passive and high-impact talent
Preserves employer reputation and stakeholder confidence
Reduces risk of speculation, leaks, and candidate market exposure
Retained Search Timeline
Day 1 - 3
Brief, role brief signed, retainer 1/3 collected
Day 4 - 14
Active sourcing, market mapping, outreach
Day 15 - 21
Shortlist presented, 2nd installment due
Day 22 - 40
Interviews, reference checks, offer stage
Placement
Final installment on offer acceptance
Who We Serve
Built for Organizations Where Leadership Hiring Is Business Critical
From funded startups to global enterprises, we place senior leaders across every industry, function, and growth stage.
Global Capability Centers (GCCs)
Setting up or scaling your India GCC requires leaders who understand both global expectations and local execution.
MNCs and Enterprises
We help large organizations find senior leaders who can navigate complex structures and drive results at scale.
Funded Startups
From your first CTO to your VP of Sales, we help high-growth startups build leadership teams that can scale.
IT Contract Workforce
We place senior leaders who can manage, structure, and scale large contract and distributed tech workforce models.
Backed by Top Investors
Vijay Shekhar Sharma
Founder - One97 & Paytm
Dr. Ritesh Malik
Founder & CEO - Innov8 Coworking, Trustee - Plaksha
Nikhil Sharma
Managing Director - Head of Partnership at InvestCloud
Faiz Mayalakkara, FCA
Board of Director -
Aster DM Healthcare
Harvard Business School
Ankur Warikoo
Founder - WebVeda, Angel Investor Ex - nearbuy.com
Rajesh Gaur, CFA
Head of Investment Solutions, Zoe Financial
Nimesh Mathur
CHRO at Curefit, Ex HR Head - Jio Haptik Customer Success Leader at Branch, HackerRank
Ankush Agrawal
Founding Partner, Tree Capital (DIFC) Ltd.
Angel Investor
Ankur Aggarwal
Co-Founder, Dunzo
Frequently Asked Questions
The retainer ensures dedicated bandwidth, research resources, and senior consultant focus, not just a job post and a prayer. It aligns incentives toward quality, not speed.
Most mandates close within 6-12 weeks, depending on role complexity and market availability.
Yes. Retained search is specifically designed for sensitive mandates where discretion is non-negotiable.
Yes. Contingency search is non-exclusive, making it suitable for competitive multi-agency mandates.
Most mid-level contingency searches close within 3–6 weeks.
No. You pay only on the successful placement of a candidate.
