Talent Campaigns. A New Way to Hire

The Formula That Filters the Noise

We use a proprietary playbook — something we’ve refined over years — to ensure results.

One Campaign, One Role	80–90% role-fit applications	25–40 candidates, pre-qualified
Up to 70% lower costs vs. traditional agencies	A candidate pool that becomes your asset	All campaigns under your employer brand

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The Problem with the traditional hiring

Managers don’t ask for CVs. They ask for people who have done the work.
" Someone who has actually led an insurance migration from legacy to cloud."
" A developer who has moved from Java 8 to 17 and scaled microservices."
" A treasury leader who has managed $500M in forex hedging."
" An analyst who has built $100M LBO models."
These aren’t job descriptions. They’re business-critical contexts

But what companies get today is noise

Endless irrelevant CVs

Only 5–10% are actually a fit for your role

High agency fees

No long-term value with expensive recruitment partners

Poor candidate experience

Weak employer branding and confusing processes

Starting from scratch

Every new vacancy requires rebuilding everything

Slower hiring cycles

Delayed projects and revenue loss from vacant positions

Keywords searches

Managers don’t ask for “CVs” but for people who have done the work.

Signal to Noise Ratio is our internal way of cutting noise and surfacing the real signal — the candidates who actually fit.

Talent Campaigns

It’s not a keyword search	It’s not an agency chase	It’s a campaign — built under your brand, with your voice.
Imagine hiring worked like a product launch	Clear messaging. Targeted channels	One role > One campaign > 25-40 candidates

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Man + Machine. Together!

Technology gives scale. Headhunters bring judgment. JCaaS combines both.

Technology for Scale

Every channel.
Every response.
Collected. Organized. Instant.
Reach. Speed. Efficiency

Headhunter Judgment for Precision

The right questions.
Asked in the right way.
Across the right channels.
Follow-ups that matter.
Nuance only humans can bring.

DIY campaigns can post jobs, but JCaaS ensures campaigns finish — every role, every time.

Intelligent Role Alignment

Our Talent Campaign decodes hiring manager expectations into clear, targeted screening criteria.

Smart Applications

Branded, role-specific forms ensure every candidate answers the right questions before you see their CV.

Multi-Channel Outreach

Reach talent everywhere — LinkedIn, job boards, communities, referrals, WhatsApp — all tracked in one place.

Decision-Ready Shortlists

No more sifting through piles. You only review candidates who match your must-haves.

Continuous Optimization

Our Talent Campaign learns from campaign data to refine sourcing and improve results weekly.

Reusable Talent Pools

Every applicant becomes part of your owned database for future hires.

Talent Campaigns: Usecases beyond hiring

Goal → Fill roles faster, smarter, and with brand lift.

High-Volume Hiring → Retail, BPO, BFSI needing 100s of hires.
Niche / Hard-to-Fill Roles → AI/ML, SAP, GCC specialist skills.
Leadership / Confidential Roles → CXO & niche leadership campaigns.
Campus / Early Careers → University campaigns that appeal to Gen Z.
Diversity Hiring → Focused campaigns for women returnees, PwD, etc.
Talent Pipelining → Build pools before demand arises.

Goal → Build visibility and credibility in talent markets.

Employer Brand Launch → New GCC/MNC entering India.
EVP Rollouts → Localizing global employer value proposition.
Thought Leadership Campaigns → Showcasing innovation, tech-first moves.
Alumni & Boomerang Talent → Campaigns to re-engage ex-employees.
Leadership Visibility → Spotlight CEO/CHRO/CXO voices.
Crisis / Reputation Repair → Rebuilding trust after layoffs/attrition.

Goal → Align talent strategy with business transformation.

M&A / Rebranding → Position the “new” organization in the market.
Digital Transformation Branding → From legacy org to tech-first image.
Internal Mobility Campaigns → Retention + cross-skilling opportunities.
D&I Storytelling → Beyond hiring, campaigns on culture of inclusion.
Global-to-Local Alignment → Translating global culture/values into local talent stories.