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How we approach common hiring and consulting situations.

Four typical engagements, showing how we would work on each one and what you would receive. They describe our method and are not records of past client work.

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RetailBulk hiring

Staffing a new distribution centre

The situation: A retailer is opening a distribution centre and needs a full operations team, across several shifts, before the opening date.
How we would approach it: We would build a hiring plan by role and shift, working back from the opening date. Walk-in drives, campus visits and job portals would run in parallel, and every candidate would take the same assessment.
What you would receive: A complete hiring plan, regular reports on applicants, selections and joiners, and a playbook you can reuse for future sites.

TechnologyHR consulting and permanent recruitment

Setting up HR in a fast-growing startup

The situation: A software company has grown quickly without written HR policies, pay grades or an appraisal process, and pay has become inconsistent.
How we would approach it: We would audit current practices, write the core policies, design salary grades and a simple appraisal cycle, then hire key managers against the new structure.
What you would receive: An employee handbook, pay grades, an appraisal process your managers are trained to run, and shortlists for the new roles.

ManufacturingBusiness consulting

Finding the cause of delays at a plant

The situation: A manufacturer’s costs are rising and delivery dates are being missed at one of its plants.
How we would approach it: We would map the production process with shift leaders, find where work waits or is redone, and set up a short daily review on the shop floor.
What you would receive: A process map showing the bottlenecks, an improvement plan with owners and dates, and a daily review routine your team can run.

Financial servicesContract staffing

Specialists for a time-bound compliance project

The situation: A financial services firm needs compliance and data specialists for a regulatory project with a fixed deadline, without adding permanent headcount.
How we would approach it: We would recruit and screen contract professionals with the right experience, deploy them on Vikartha’s payroll, and manage their attendance and statutory compliance.
What you would receive: Screened specialists for the length of the project, one monthly invoice, and the option to extend or convert anyone you want to keep.

Describe your situation and we will tell you how we would approach it.

Whether it resembles one of these or is entirely different, we will reply with a suggested first step.

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