Our Methodology

Hire time to Productivity is the key metric we use internally, to ensure a successful addition to your team. The ‘right person’ is hard to define. We start by analyzing key factors that will determine the right candidate for your company.

Here's a brief of our process to build and deliver your perfect team.
  • We work towards aligning a budget and developing a strategy to gain a deep understanding of your companies’ culture, DNA and the key attributes for success to make sure we present individuals with the right skill-base.
  • With our wide network and sources such as job boards, social media, our own networks and more, we bring together A+ candidates to be a part of your organization
  • Once our search is narrowed down, we arrange for screening and presentation of the candidates via TMD, our own Talent Management Dashboard.
  • Interviews are conducted to select the best candidates, who are subsequently brought on board.
  • Furthermore, we provide real-time reports and proactive feedback and maintain an ongoing relationship with all our clients.

Our Process

Avesta takes into consideration every aspect of team-building and works carefully through every step of the entire process to deliver a World-Class Team for you.

Align Budget with a go-to-market Strategy.

  • Know the Customer – Domain, Size, Complexity, and Corporate culture/values.
  • Understand Customer DNA ( work pressure, process, employee communication)
  • Understand Compensation breakdown ( fixed, variable, Company stock)
  • Understand employee benefits (training & Learning, sponsored higher education programs, international travel, career progression, cafeteria/recreational activities, transport facilities, flexibility of remote work and relocation).
  • Understand performance review metrics and process.
  • Understand the salary multiplier
  • Why the customer - Cool points about working while enjoying the challenge.
  • Determine Quality alignment

Define key attributes to success

  • Technology stack definition ( Must and Preferred skills) & years/level of expertise
  • Role Definition - ( Permanent or Contract, Independent Contributor, Lead, Techno-functional, SME)
  • Domain Expertise – Must/Preferred
  • Stage of the effort underway : Architecture, Design & Development, Maintenance & Enhancement, production support.
  • Establish: Role & Technology stack alignment.

Source A+ Talent.

  • Leverage our in-house employee strength, professional and referral network
  • Identify candidates from our homegrown database, job boards and through social media marketing/sourcing
  • Shortlist candidates for further Screening and internal review
  • Conduct campus interviews to hire for emerging technologies.
  • Identify technology contributors on specialized forums.

Screening and Presentation

  • Conduct Telephonic interviews with shortlisted candidates, Carry out in-person meetings, conduct technology assessment tests ( one-on-one, online, code review and scenario based)
  • Assess personality match with customer role and work culture
  • Determine commitment to the hiring process, and reasons to pursue the role with the customer
  • Build out a formal profile detailing technology strengths, personality attributes, and HR inputs including compensation and role expectations, availability for the process, internal scoring on the technology skills.
  • Present to the customer the core areas of expertise and gaps in relation to the role and customer overall expectations
  • Identify core strengths, and also spell out areas that the candidate lacks expertise and/or exposure in
  • Focus on qualifying candidates with an underlying focus on attitude & aptitude.

Interviewing and Onboarding

  • Facilitate each interview ( telephonic, in-person)
  • Retain interest and share customer/candidate experience with the other
  • Discuss potential offer and determine a response
  • Secure formal verbal commitment to the offer, before the roll out of the same
  • Secure written acceptance of the offer, determine hire date
  • Conduct background checks, including drug, criminal and professional reference checks and past employment verification
  • Keep the candidate engaged between employment offer roll out and Date of hire.

Aligned Partnership

  • Share Weekly hiring status Reports including pipeline detailing
  • Proactive Feedback on interview process/candidate experience & inputs
  • Provide applicable support to keep the onboarding process engaging and efficient
  • Carry out ongoing Relationship survey with the customer and employee surveys.
  • If applicable, manage the build out of a Center of Excellence (COE) , involving ongoing Hiring, HR, Legal, Accounting, Finance and Infrastructure.

Align Budget with go-to-market Strategy.

  • Know the Customer – Domain, Size, Complexity, and Corporate culture/values.
  • Understand Customer DNA ( work pressure, process, employee communication)
  • Understand Compensation breakdown ( fixed, variable, Company stock)
  • Understand employee benefits (training & Learning, sponsored higher education programs, international travel, career progression, cafeteria/recreational and transport facilities, flexibility of remote work, relocation).
  • Understand performance review metrics and process.
  • Understand the salary multiplier
  • Why the customer - Cool points about working while enjoying the challenge.
  • Determine Quality alignment

Define key attributes to success

  • Technology stack definition ( Must and Preferred skills) & years/level of expertise
  • Role Definition - ( Permanent or Contract, Independent Contributor, Lead, Techno-functional, SME)
  • Domain Expertise – Must/Preferred
  • Stage of the effort underway : Architecture, Design & Development, Maintenance & Enhancement, production support.
  • Establish: Role & Technology stack alignment.

Source A+ Talent.

  • Leverage our in-house employee strength, professional and referral network.
  • Identify candidates from our homegrown database, job boards and through social media marketing/sourcing
  • Shortlist candidates for further Screening and internal review
  • Conduct campus interviews to hire for emerging technologies.
  • Identify technology contributors on specialized forums.

Screening and Presentation

  • Conduct Telephonic interviews with shortlisted candidates, Carry out in-person meetings, conduct technology assessment tests ( one-on-one, online, code review and scenario based)
  • Assess personality match with customer role and work culture
  • Determine commitment to the hiring process, and reasons to pursue the role with the customer
  • Build out a formal profile detailing technology strengths, personality attributes, and HR inputs including compensation and role expectations, availability for the process, internal scoring on the technology skills.
  • Present to the customer the core areas of expertise and gaps in relation to the role and customer overall expectations
  • Identify core strengths, and also spell out areas that the candidate lacks expertise and/or exposure
  • Focus on qualifying candidates with a underlying focus on attitude & aptitude.

Interviewing and Onboarding

  • Facilitate each interview ( telephonic, in-person)
  • Retain interest and share customer/candidate experience with the other
  • Socialize potential offer and determine response
  • Secure formal verbal commitment to the offer, before the roll out of the same
  • Secure written acceptance of the offer, determine hire date
  • Conduct background checks, including drug, criminal and professional reference checks and past employment verification
  • Keep the candidate engaged between employment offer roll out and Date of hire.

Aligned Partnership

  • Share Weekly hiring status Reports including pipeline detailing
  • Proactive Feedback on interview process/candidate experience & inputs
  • Provide applicable support to keep the onboarding process engaging and efficient
  • Carry out ongoing Relationship survey with the customer and employee surveys.
  • If applicable, manage the build out of a Center of Excellence (COE) , involving ongoing Hiring, HR, Legal, Accounting, Finance and Infrastructure, Legal Management