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FOR BUSINESS CLIENTS · ENTERPRISE TALENT ACQUISITION

Not another recruitment vendor.
Your extended TA team.

We combine recruiter judgment, proactive search, candidate intelligence and AI-assisted workflows to solve hiring mandates end to end.

Brief a mandate See how we work
Active Q3 2025 Enterprise Capacity Open
High
Precision Matching
Efficient
Turnaround Time
Low
Candidate Drop-off
Strong
Interview-to-Offer Rate
01 · RECRUITMENT RE-ENGINEERED

Why traditional hiring models fail modern enterprises.

The recruitment agency playbook has not evolved in 15 years. Edunard replaces transactional brokering with embedded capability engineering.

LEGACY PARADIGM Transactional

The Old Model

Traditional contingent staffing firms rely on mechanized keyword scraping and resume dumping with zero commitment to depth.

1 Receive raw Job Description
↓
2 Job portal database scraping
↓
3 Broad keyword & boolean queries
↓
4 Uncurated 50+ CV blast
Result: Hiring managers waste hundreds of hours screening unqualified resumes.
OPERATIONAL IMPACT The Cost

The Business Problem

When volume is mistaken for progress, corporate productivity fractures across every stakeholder in the recruitment lifecycle.

  • •
    Overwhelming CV Volume: Dozens of mismatched profiles inundate applicant tracking systems.
  • •
    Extremely Low Relevance: Candidates look suitable on paper but lack real domain depth.
Result: Cost-per-hire escalates while product roadmap milestones slip.
THE EDUNARD STANDARD
PROPRIETARY ENGINE Bilateral Rigor

The Edunard Model

A structured framework executed by senior partners focusing on thorough market mapping.

01 · Understand Org context, KPI expectations
02 · Map Competitive org chart telemetry
05 · Curate Dossier of 3–5 verified contenders
07 · Support 180-day retention checks
Result: 3 curated candidates = 1 final hire. Zero Spam
02 · COMPETITIVE PILLARS

Five principles that make Edunard different.

Every mandate at Edunard is governed by institutional disciplines designed to insulate enterprise founders and HR leadership from hiring friction.

Institutional Covenant

We focus on quality and ensure our team has the capacity to support your needs.

Quality Standard Dedicated Support
01

Relevance before volume

Focused Submissions

We never flood your inbox with raw database queries. Every candidate submission is an intentional, pre-calibrated fit against verified technical credentials, salary expectations, and cultural alignment.

Curated Shortlists Clear Expectations
02

Beyond active applicants

Passive Search

The top 10% of talent is rarely active on job boards. Through our discreet bilateral advisory desk, we maintain high-trust relationships with passive performers willing to move for the right challenge.

Extensive Network Targeted Outreach
03

Deeper screening

Rigorous Assessment

Before you see a candidate dossier, Edunard partners have executed rigorous technical benchmarking, 360-degree informal reference checks, verified compensation histories, and confirmed notice period realities.

Thorough Background Checks Reference Verification
04

Single-point ownership

Senior Partner Led

No junior associates, no phone-bank handoffs. You work directly with a dedicated sector partner who understands your tech stack, business model, and culture and owns the mandate end to end.

Clear Communication
START A CONVERSATION

Get in touch with our team.

Tell us about your hiring needs and learn how we can help you find the right talent for your organization.

  • ✓ Prompt responses to your inquiries.
  • ✓ Clear and transparent communication.
  • ✓ Your information is kept confidential.

Contact Us

Tell us about the position you are seeking to solve.

GET STARTED
KNOWLEDGE BASE

Frequently Asked Questions

Clear answers to common questions about our practice.

About Edunard

What is Edunard? expand_more
Edunard is a Recruitment and Talent Acquisition Partner helping businesses identify, assess, attract and hire the right talent. We support organisations across permanent recruitment, technical and IT hiring, executive search, specialist recruitment, project hiring, staffing and ongoing talent acquisition requirements. Our approach combines experienced recruiters, proactive talent search, structured screening, market intelligence and AI-assisted recruitment technology.
How is Edunard different from a traditional recruitment agency? expand_more
We don't want to operate as a CV-forwarding agency. Edunard works as an extended Talent Acquisition Team for our clients. Instead of simply searching a database against keywords, we understand the business requirement, map the talent market, identify active and passive candidates, screen them, manage interviews, support negotiations and remain engaged through joining. Our philosophy is simple: Relevance before volume. We would rather present 5 carefully evaluated candidates than 50 loosely matched CVs.
Why should we partner with Edunard if we already have an internal HR team? expand_more
We are designed to complement your internal HR and Talent Acquisition team, not replace it. Edunard can take responsibility for sourcing-intensive, specialist, urgent or difficult mandates while your internal team remains focused on strategic HR priorities. We can also provide access to passive candidates, market intelligence and targeted talent pools that may not be accessible through regular inbound recruitment.

Capabilities & Search

What types of positions can Edunard recruit for? expand_more
Our recruitment capabilities can cover Technology & IT, Engineering, Product, Sales & Business Development, Digital Marketing & Growth, Finance & Accounts, Human Resources, Operations, Customer Success, Corporate Functions, Specialist & Niche Roles, Management & Leadership Positions, and Executive Search. For large or specialised requirements, we can create a dedicated recruitment strategy around the client's industry and hiring objectives.
Do you handle niche or difficult-to-fill positions? expand_more
Yes. Niche hiring is one of the areas where a specialised recruitment partner can add significant value. Instead of depending only on candidates actively applying for jobs, we can build a targeted search around relevant Companies -> Industries -> Competitors -> Skills -> Locations -> Candidate Profiles. Our recruiters can then proactively approach suitable professionals.
Do you only source candidates who are actively looking for jobs? expand_more
No. Our search strategy can include both active and passive talent. Depending on the mandate, candidates may be identified through professional networks, databases, direct search, referrals, existing talent communities and targeted outreach. This allows us to reach professionals who may be open to the right opportunity even though they are not actively applying for jobs.

Ai & Recruitment Intelligence

How does Edunard use AI in recruitment? expand_more
Edunard follows an AI-Assisted. Human-Led. recruitment philosophy. AI and automation can assist our recruiters with CV Analysis, Skills Extraction, JD Matching, Candidate Comparison, Talent Discovery, Screening Intelligence, Recruitment Analytics and Workflow Efficiency. However, technology does not replace recruiter judgment. Important decisions relating to candidate suitability, motivation, communication, career history and overall fit remain human-led.
Does AI automatically decide which candidates we receive? expand_more
No. AI can help recruiters analyse information and identify potential matches more efficiently, but Edunard's recruiters review candidates before presenting relevant profiles to clients. Technology accelerates the search. Human judgment determines relevance.

Requirement & Screening

How do you understand our hiring requirement? expand_more
Every meaningful mandate begins with a recruitment discovery process. We seek to understand the role and expected outcomes, mandatory versus trainable skills, the business and industry context, team and reporting structure, ideal candidate profile, compensation range, market feasibility, urgency and expected joining date. The better we understand the business behind the JD, the better we can represent the opportunity in the talent market.
How do you screen candidates before sending their profiles? expand_more
Depending on the mandate, Edunard can evaluate candidates across Technical / Functional Fit, Relevant Experience, Industry / Domain Exposure, Career Stability, Communication, Candidate Motivation, Current & Expected Compensation, Notice Period, Location / Work Model Compatibility, Interest in the Opportunity and Joining Probability. Our objective is to answer an important question before presenting a candidate: Does this candidate genuinely make sense for this position?
What is the Edunard Talent Scorecard? expand_more
For suitable mandates, Edunard can use a structured Talent Scorecard to make candidate evaluation more consistent. The scorecard may evaluate Technical/Functional Fit, Domain Fit, Experience, Impact, Communication, Motivation, Compensation Alignment, Availability, Cultural Alignment and Joining Probability. This helps clients look beyond the presentation quality of a CV.
How many CVs will Edunard send us? expand_more
We don't believe recruitment performance should be measured by the number of CVs sent. Our focus is on shortlist quality. For many assignments, a smaller number of carefully screened candidates is significantly more useful than a large volume of loosely relevant profiles. Less CV noise. More hiring signal.

Delivery & Scale

How quickly can you start working on a requirement? expand_more
Once the mandate, commercial terms and essential hiring parameters are agreed upon, our recruitment team can begin the search process. Initial timelines depend on factors including role complexity, seniority, location, compensation, skills availability, notice periods and the availability of suitable candidates. We prefer giving clients realistic market feedback rather than unrealistic turnaround promises.
Can Edunard work on urgent hiring requirements? expand_more
Yes. For business-critical requirements, we can discuss a priority or dedicated search model where appropriate. Urgent hiring works best when there is close coordination between Edunard and the client's hiring team, particularly regarding interview availability and feedback turnaround.
Can you manage multiple vacancies simultaneously? expand_more
Yes. Edunard can support anything from an individual specialist requirement to multi-role and ongoing recruitment programmes. For larger requirements, we can structure the work by role, function, priority and hiring timeline.
Can Edunard act as our long-term recruitment partner? expand_more
Yes - and this is one of our preferred engagement models. A long-term relationship allows our recruiters to progressively understand your business, culture, hiring managers, compensation structures, successful employee profiles, preferred talent pools and historical hiring challenges. Over time, recruitment can become faster and increasingly aligned with your organisation.

Specialist & Market Support

Do you support executive and leadership hiring? expand_more
Yes. For senior, confidential or strategically important positions, Edunard can adopt a more targeted Executive Search / Retained Search methodology. This may involve market mapping, direct candidate identification, confidential outreach and deeper candidate assessment.
Can you help with technical and IT recruitment? expand_more
Yes. Technical and IT recruitment can form an important part of Edunard's talent acquisition offering. Depending on client requirements, we can recruit across software development, engineering, cloud, infrastructure, cybersecurity, data, AI/ML, product, QA, DevOps and other technology functions.
Do you provide market intelligence along with recruitment? expand_more
Yes, particularly for difficult or strategic mandates. During the recruitment process, Edunard may identify useful market signals around candidate availability, compensation expectations, skills shortages, notice periods, candidate objections, location challenges, work-model expectations, competitor talent pools and reasons candidates decline opportunities. This information can help clients refine their hiring strategy.
Can you tell us if our salary range is unrealistic? expand_more
Yes. A recruitment partner should not simply accept a mandate and repeatedly send unsuitable candidates. If market feedback suggests a significant mismatch between the expected candidate profile and compensation range, we believe the client should know. We aim to provide transparent talent-market feedback so that hiring strategies can be adjusted where appropriate.

Candidate Experience & Closure

How does Edunard help reduce candidate dropouts? expand_more
Candidate dropout cannot be completely eliminated, but active engagement can significantly improve visibility into candidate intent. Our recruiters can maintain communication throughout Interview -> Selection -> Offer -> Negotiation -> Acceptance -> Notice Period -> Joining. This allows concerns, competing offers and changing expectations to be identified earlier.
Do you remain involved after the offer is accepted? expand_more
Yes. For us, recruitment does not necessarily end with an offer letter. Pre-joining engagement can be particularly important when candidates have long notice periods or competing opportunities. Our team can remain connected with candidates through their transition and joining process.
How does Edunard represent our employer brand? expand_more
Recruiters are often one of the first human touchpoints candidates have with a prospective employer. We therefore aim to communicate the client's opportunity professionally and accurately, including the role, business, growth opportunity, expectations and recruitment process. We view candidate experience as an extension of employer branding.

Engagement & Commercials

What recruitment engagement models does Edunard offer? expand_more
Depending on the mandate, Edunard can work through Success-Based Recruitment, Exclusive Search, Retained / Executive Search, Project / Volume Hiring and an Ongoing Talent Acquisition Partnership. Commercial terms can be structured according to the nature and scale of the requirement.
Do you provide replacement support if a candidate leaves? expand_more
Replacement terms can be incorporated into the recruitment agreement depending on the engagement model. The applicable replacement period, conditions and exclusions are clearly defined in the commercial proposal before commencement.
How are Edunard's recruitment fees structured? expand_more
Recruitment fees depend on factors including the type of engagement, seniority of the position, hiring volume, exclusivity, difficulty of the mandate and services required. Fees may be structured as a percentage of annual compensation, fixed placement fee, retained search fee, project-based fee or custom recruitment partnership model. A detailed commercial proposal can be provided after understanding the client's requirements.
Can we engage Edunard for only one difficult position? expand_more
Absolutely. A partnership can begin with one position. This allows the client to experience our recruitment process, candidate quality, communication and responsiveness before expanding the relationship.

Getting Started

What information do you need from us to start recruitment? expand_more
Typically, we require the job description or role brief, number of vacancies, location/work model, compensation range, mandatory skills, preferred experience, reporting structure, interview process, expected joining timeline and any important exclusions or preferences. For specialist roles, a short discussion with the hiring manager can significantly improve search accuracy.
What do you expect from the client for a successful partnership? expand_more
Great recruitment is collaborative. The strongest results generally come when clients provide Clear Requirements, Realistic Compensation, Timely Interview Availability, Fast & Specific Feedback, Transparent Communication and Decisive Offer Management. Edunard brings the search capability. The client brings business context and timely decisions. Together, that creates a stronger hiring engine.
How can we evaluate Edunard before entering a larger partnership? expand_more
Start with a Pilot Mandate. Give us one meaningful position - preferably one where candidate quality genuinely matters. Evaluate us on Understanding of the Requirement, Quality of Candidates, Speed of Relevant Shortlisting, Communication, Candidate Management, Market Insights, Interview Conversion, and Offer & Joining Support. Then decide whether you want to expand the partnership. WHY PARTNER WITH EDUNARD? Because recruitment should deliver more than resumes. Human Recruitment Expertise + AI-Assisted Talent Intelligence + Proactive Candidate Search + Structured Screening + Candidate Engagement + Market Intelligence + End-to-End Hiring Support Don't measure us by how many CVs we send. Measure us by how many candidates you actually want to interview. EDUNARD Your Extended Talent Acquisition Team. Find Better. Hire Smarter. Build Stronger.