Hiring solutions · Lucknow
Hire for the work,
not for the job title.
Staff
Core roles
Bulk
Volume drives
Sales
Revenue teams
Management
Senior hiring
Hiring services
From role definition to joining day.
A hiring process fails quietly when the brief is vague, the interviews drift or the offer follow-up stops. We manage those seams.
Permanent hiring
Individual contributor and specialist roles, with screening based on the work rather than a keyword match.
Bulk hiring
Coordinated drives for field sales, operations and support roles with a defined funnel and joining follow-up.
Sales team hiring
Frontline and team-lead hiring for financial services, real estate and distribution businesses.
Management hiring
Functional heads and senior roles, with experience, stability and references checked before the shortlist.
Role definition
A realistic job description: outcomes, must-have skills, compensation band and the reporting structure.
Offer & onboarding
Offer coordination, documentation and joining follow-up so the candidate does not disappear after acceptance.
Before we search
Clarity is cheaper than a wrong hire.
The more precisely you can answer these, the faster the shortlist becomes useful — and the lower the chance of a mismatch on joining.
- The outcome the role must deliver
- Must-have and nice-to-have skills
- Compensation band and structure
- Work location and working hours
- Reporting manager and team size
- Interview availability
- Joining timeline
- One decision-maker for the final call
The honest part
A delayed hire is expensive. A wrong hire is worse.
We would rather ask hard questions before the search than present a long list of CVs that look right on paper. Compensation, reporting and the definition of success need to be real before the process starts.
The process
A shortlist you can act on.
Screened for the work, briefed on the business and followed through to joining.
01
Role brief
A working session to define outcomes, compensation and the profile that will actually succeed.
02
Search & screen
Sourcing, screening and shortlisting with a summary of each candidate's fit and gaps.
03
Interview
Interview coordination, structured feedback and reference checks for finalists.
04
Offer & join
Offer negotiation, documentation and joining follow-up through the first week.
Hiring questions
What employers ask us first.
Fees, timelines, replacements and the scope of our network — stated plainly.
Operations, field sales, back-office, relationship roles, digital and functional management positions. Our strongest network is in Lucknow and nearby districts, with remote coordination for other locations.
Fees depend on the role, seniority and volume. We share a written proposal after the role brief. Any replacement or guarantee terms are stated in that proposal before work begins.
Frontline roles can close faster if the compensation and interview process are clear. Senior or specialist roles take longer. We give a realistic timeline after the brief rather than a blanket promise.
Replacement terms are agreed in writing for each engagement. They usually apply for a defined period and depend on the role and the reason for exit. We do not hide this in a brochure.
Yes. For volume hiring we plan the sourcing channels, screening process, interview panels, offer rollout and joining follow-up as one project with weekly status updates.
Our current focus is permanent and volume hiring for client teams. If you need contract staffing, tell us the requirement and we will say clearly whether we can support it.
Real Factor is a hiring facilitator, not the employer of record. Employment terms, statutory compliance and the final hiring decision remain with the client organisation.
Hiring support
Have a role that has been open too long?
Tell us what the role must achieve and what has not worked so far. We will tell you whether the brief, the budget or the process needs to change.