Questions.

We work on a fully retained model for executive and CXO mandates. Fees are split across kick-off, shortlist and on-join milestones. For volume hiring, we run RPO engagements with a different commercial structure.

Retained executive search is charged as a percentage of the target compensation, typically 25–33% depending on seniority and complexity. RPO is engaged on monthly retainers plus a success fee per hire. Career profiling and outplacement are fixed-fee engagements.

Yes. If a placed leader leaves or is terminated for cause inside 12 months, we re-run the search at no professional fee — only out-of-pocket costs. Most of our placements stay in seat 3+ years.

A typical CXO retained search in India costs 25–33% of the placed candidate's fixed annual compensation. For a CXO drawing INR 2–4 crore fixed, this works out to roughly INR 50 lakh to 1.3 crore in professional fee, billed across three milestones — engagement, shortlist and on-join.

RPO is priced as a monthly management fee plus a per-hire success fee — typically 8–14% of CTC per role — and is designed for volume hiring across mid-management and specialist tracks. Retained executive search is a higher per-role fee but is reserved for CXO, Country Head, board and confidential leadership roles.

Yes. Retained executive search is run exclusively. Exclusivity is what allows us to approach a candidate senior-to-senior on the client's behalf, run confidential market mapping, and present a curated shortlist rather than a flood of CVs.

5–9 weeks from kick-off to shortlist, 10–16 weeks from kick-off to signed offer. Country Head, CEO and confidential CXO replacements run longer, typically 16–22 weeks.

For most sector mandates, we deliver a long-list within 3 weeks and a curated 5-candidate shortlist within 5 weeks. Startup and growth-stage searches are often faster.

Country Head and CEO searches typically run 16–22 weeks from kick-off to signed offer. The longest stretches are pre-shortlist calibration with the board and the back-channel referencing window before offer issuance.

Confidential CXO replacements are slower by design — usually 14–20 weeks. Market mapping is run under generic position descriptions, the incumbent is protected, and the client is only named to candidates who have already been qualified twice.

Our consultants are sector specialists who have spent years building referral networks inside their industries. Most senior candidates we present are passive — referenced, qualified and approached senior-to-senior rather than via job-board outreach.

Structured leadership interviewing, multi-lens scorecards, and back-channel referencing with people who have worked with the candidate. For CXO and board roles, we also calibrate against the client's existing leadership archetype.

Both. Initial references are surfaced early to validate market reputation; deep references are done before offer issuance. For regulated-industry roles, we add regulator-readiness referencing.

1) Kick-off and scorecard; 2) market mapping and long-list within 3 weeks; 3) curated 5-candidate shortlist by week 5; 4) client interviews with structured leadership assessment; 5) back-channel referencing; 6) offer construction and on-join close. Weekly written updates throughout.

Five. Each is independently interviewed, leadership-assessed and reference-validated against the role scorecard. If we cannot find five at the bar agreed at kick-off, we say so rather than pad the list.

We use AI for market-mapping research, signal aggregation and scheduling. Final candidate judgement, leadership assessment and referencing are done by a sector consultant — never by a model.

Yes — weekly. Our India, UAE and Canada offices operate as one search practice with a shared candidate universe. We routinely run India ↔ UAE, India ↔ Singapore and India ↔ Canada mandates.

Yes. This is one of our most active practice areas — Indian-origin CXOs joining Gulf banks, family offices, sovereign-linked businesses and multinational regional HQs.

Yes. About a third of our senior IT, BFSI and pharma placements are returnees from the US, UK, Singapore or Canada. We have curated candidate relationships across the Indian diaspora.

Yes. GCC leadership hiring is one of our largest practices. We place Country Heads, Site Leaders, GCC CTOs, Heads of Engineering and HR Heads for multinational capability centres across Bengaluru, Hyderabad, Pune, Gurugram and Chennai.

A GCC — Global Capability Centre — is the modern term for an offshore captive owned by a multinational. GCCs today own end-to-end product, engineering, analytics and finance work rather than only back-office processes, and they hire to leadership grades, not just delivery grades.

Yes. We run a dedicated diversity executive search practice, including women returnee leadership programmes, and we report diversity metrics on every senior shortlist.

Twelve sector practices: BFSI, technology, pharma, consumer, industrial, energy, infrastructure, real estate, media, analytics, automotive, and startups. Every mandate is run by a consultant who specialises in that sector.

Yes, from Series A onwards. We work founder-to-founder and calibrate seniority and compensation to stage. Pre-Series-A founder hiring is usually founder-driven and doesn't need a retained search.

Yes. We maintain a curated panel of regulated-industry-ready independent directors, with diversity, regulatory exposure and committee-readiness pre-screened.

Yes. BFSI is one of our largest practices — banks, NBFCs, insurers, asset managers and fintech. For regulated roles we add regulator-readiness screening and only present candidates who can clear board and regulator interviews.

Yes. CHRO, Head of Talent, Head of Total Rewards and HR Business Partner leadership across BFSI, tech, pharma, consumer and industrials. Many of our CHRO placements are first-time CHROs stepping up from divisional HR.

Yes. CTO, CPO, VP Engineering, Head of Data and Head of AI roles across product companies, GCCs and growth-stage startups in India, UAE, Singapore and Canada.

Most of our CXO replacements are confidential by default. We brief on a need-to-know basis, run market mapping under generic position descriptions, and only name the client to candidates we have already qualified twice.

Yes. Candidate profiles are never shared without explicit consent. We are a member-managed firm and confidentiality is core to how we operate.

We run the search under a generic position description, never name the client publicly, and only disclose the client identity to candidates after a second qualification call. Internal stakeholders are briefed on a strict need-to-know basis.

Yes. Profiles submitted to us are never shared with any client without the candidate's explicit, role-specific consent.

We run structured first-90-day check-ins with both client and candidate, and remain available for compensation, integration and team-building conversations for the first 12 months.

12-month retention sits at 94% across our senior search practice. Offer-to-join conversion sits at 93%. Both are measured and published quarterly.

If a placed leader leaves or is terminated for cause within 12 months, we re-run the search at no professional fee — only out-of-pocket costs. In practice this is rare; our 12-month retention sits at 94%.

Dimensions HRD Consultants is a retained executive search and leadership advisory firm headquartered in Mumbai, India, with offices in Bengaluru, Delhi NCR, Dubai and Toronto. The firm specialises in CXO search, board and independent director search, GCC leadership hiring, and cross-border India–GCC–Canada mandates across BFSI, technology, pharma, consumer, industrial and energy.

Headquartered in Mumbai with delivery offices in Bengaluru, Delhi NCR, Dubai and Toronto. The firm operates as a single search practice across these locations with a shared candidate universe.

Dimensions HRD operates as an independent India-headquartered executive search firm. Cross-border mandates into the GCC, Singapore, the UK and North America are run from our own offices rather than via a partner network.