It happens when every seat is filled by someone who chose to be there. We build that for growing businesses through permanent recruitment, executive search and fractional leadership, and we stay with every hire to Day 1.
You invest weeks in interviews. The candidate accepts, then vanishes before joining. The role stays open, and the work piles up.
Every extra week a critical seat stays empty costs revenue, momentum, and team morale. A delayed hire is expensive. A bad hire is worse.
Sourcing, screening, and chasing candidates pulls founders and HR away from the work only they can do.
Here's how hiring it yourself compares to hiring with Be Sold Out — on the two things that matter most: how long it takes, and what it costs.
Sources: SHRM cost-per-hire & time-to-fill research; U.S. Department of Labor. Figures are industry benchmarks, not guarantees.
Leadership and strategic hires, sourced through deep networks and direct outreach.
Entry, mid and senior level talent across functions, delivered fast.
Business-critical leadership positions, handled with discretion.
Market intelligence and competitor analysis before you commit to a search.
Hiring strategy and process consulting for teams building at scale.
Tell us what you're building. We'll recommend the right engagement.
Talk to UsOne appointment can move a P&L or reset a culture. That decision needs more than a job ad. Our executive practice is a dedicated and confidential engagement led personally by a senior partner. We do not fill seats. We close searches with the right leader and we do it faster than most expect.
One senior partner owns your mandate from first brief to final signature. No handoffs and no junior queue.
The strongest leaders are not applying to anything. We identify them and approach them directly and discreetly.
You receive a short and considered slate. Every name is assessed and referenced and genuinely interested.
We manage the offer and the counter-offer and the notice period. We stay engaged until the leader has joined.
Every executive mandate follows a deliberate and senior-led process so you always know where the search stands.
A working session to define the mandate and the success profile and the compensation reality behind the role.
We map the full market across competitors and adjacent industries and passive leaders. You approve the target list.
Senior to senior outreach that represents your business the way you would represent it yourself.
Structured evaluation against the success profile plus reference checks so every shortlisted name is board ready.
We manage negotiation and counter-offers and expectations on both sides so the hire lands cleanly.
We stay close through the notice period and onboarding and protect the hire all the way to Day 1.
Pay only when we deliver. No advance, no retainers — the fee applies only when your hire joins.
Dedicated end-to-end engagement for business-critical and confidential leadership mandates.
Bulk or ramp-up recruitment when you're scaling a team or opening a new location.
A BSO recruiter working as an extension of your team, on demand.
Filling a role is the easy part. Finding the right person is the hard part and that is the part we own. We reach passive talent and we vet with depth and we hand you a shortlist you can act on.
Board level and confidential mandates across CEO and CXO and functional head roles. Each one is run as a dedicated executive search.
Start a search →The people who carry the number from AE to VP Sales and CRO. We find operators who have already done it and can do it again.
Start a search →Product and design and engineering talent from strong builders to VP and CTO level leaders who actually ship.
Start a search →Demand and brand and performance and product marketing. Leaders who connect spend to revenue and not just to impressions.
Start a search →The functions that hold a company together. Finance and Operations and People leaders who understand the commercial weight of a decision.
Start a search →Market intelligence and competitor mapping and hiring strategy so you understand the landscape before you commit to a search.
Talk to us →We hire for companies at every point of their journey. That runs from a founder making a first key appointment to a leadership build inside a global enterprise. The mandate changes with each business. The standard we hold never does.
Your first critical hires and the leaders who build a function from nothing. We select for speed and ownership and cultural fit as much as pedigree.
Board grade hiring at the pace investors expect. Value creation timelines and 100 day plans and leadership that can scale the plan.
Growth past the first hundred people. Second and third generation leadership and new regional teams and the structure that real scale demands.
Complex and multi geography organisations. Leaders who can navigate scale and matrix politics and still deliver the number.
Consulting and advisory and managed services businesses where a leader has to sell and deliver at once. A rare profile and one we know how to find.
Across Sales and Marketing and Product and Engineering and Finance and Operations and HR. If the role moves your business forward we will search for it.
Seven steps. One outcome: the right person, in the seat, on Day 1.
Every role on Be Sold Out is actively being hired for. We never charge candidates — and we stay with you from application to Day 1.
Whether you're hiring or looking for your next move, start the conversation.
Some businesses need the judgement of a seasoned leader but not a permanent seat on the payroll. Fractional Hire gives you a proven executive for a few days a week. You get the strategy and the experience and the network. You pay only for the time you actually need.
Think of a CFO or a CMO or a CHRO who has already built and scaled functions at bigger companies. Instead of hiring one full-time, you engage them for a defined number of days each month. They own the mandate. They set direction. They build the team. They just do it on a schedule that matches your stage and your budget.
You get: a senior operator with real scars and a real playbook, embedded in your business and accountable for outcomes.
You avoid: a heavy fixed salary and equity and a long hiring cycle and the risk of a mis-hire at the top.
You keep: full flexibility to scale the engagement up or down as your needs change.
Most growing companies hit problems that need a senior head long before they can justify a senior salary. Fractional leadership closes that gap.
You bring in a leader who has already solved your problem elsewhere. There is no ramp up and no learning on your budget.
You pay for a few days a month rather than a full salary and equity and benefits. The capital you save goes back into growth.
A full search can take months. A fractional leader can be shaping decisions within weeks and driving results almost immediately.
A wrong full-time executive hire is expensive to unwind. A fractional engagement flexes and adjusts without that exposure.
A good fractional leader hires and mentors your permanent team so the business keeps its strength after the engagement ends.
Every fractional leader arrives with relationships and market insight that a first-time hire simply cannot bring on day one.
If any of these sound like your business, a fractional leader is worth a conversation.
You need a CFO or a CMO to set up the function properly but a full-time hire is premature.
Finance or marketing or people is eating your week. A senior operator can take it off your plate.
A fundraise or a turnaround or a new market entry needs experienced hands for a defined window.
A leader has left or is on leave and you need continuity while you run a proper full-time search.
You want the discipline of an enterprise leader without an enterprise cost base.
Your managers are capable but young. A seasoned head can raise the whole function.
We match you with the right leader and we stay involved to make sure the engagement delivers.
We understand the problem and the outcome you want and the days per month it will realistically take.
We introduce a shortlisted leader whose track record fits your stage and your sector and your goal.
They join your rhythm within weeks. Clear goals and a working cadence are agreed from the start.
We check progress against the outcome and we flex the engagement as your needs move.
The same seniority. A very different cost and commitment. Here is how a typical senior-leadership engagement compares.
Figures are illustrative and based on typical India senior-leadership compensation benchmarks. Actual cost depends on the role and the seniority and the days engaged. We will map real numbers for your situation on the intro call.
We draw from a network of senior operators across India and key global markets. If your business is expanding into a new region we can place a leader who already knows that market and can open the doors that matter.
Tell us the problem you are solving. We will come back with the shape of an engagement and the kind of leader who fits. No obligation and no hard sell.
We respond within two business days.
Every role here is actively being hired for. We never charge candidates — and we stay with you from application to Day 1.
Share your details anyway. When a role matches your profile, you'll be the first to hear from us.
Refer a candidate you know is great, or partner with us as a fellow recruiter — and earn every time it leads to a placement.
A successful referral earns you a share of our placement fee — paid out once the hire joins and stays.
Send us the introduction. We handle screening, coordination, and the entire hiring process from there.
Every referral is logged and tracked. You'll know exactly where it stands, from intro to offer to joining.
Know someone between roles, or open to the right move? Introduce them to Be Sold Out. If they're placed through us, you're rewarded.
Independent recruiter or agency? Send us client leads or candidates outside your focus area and earn commission on every placement that closes — with priority support from our team.
Prefer to talk first? Write to connect@besoldout.in
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