Bulk hiring and walk-in drives

From 100 to 500-plus joiners in a week, across multiple cities, with the walk-in drives planned and run for you rather than handed over as a list of CVs.

Request a proposal

When you need this

Bulk hiring is a different discipline from filling a vacancy. The bottleneck is never sourcing one good person, it is running a repeatable process that can screen several hundred candidates in a few days without the quality collapsing.

Companies usually come to us for one of four reasons:

  • A festive or sale-period surge with a fixed, immovable start date
  • A new site opening that needs a full shift complement from day one
  • A multi-city rollout where internal HR cannot be in five places at once
  • An attrition spike that has outrun the internal hiring team

How we run a drive

1. Honest pipeline assessment

Before committing to a number we look at the candidate pool around your site. If the local pool cannot support 300 joiners in a week, we say so and propose a realistic phasing instead of accepting the mandate and missing it.

2. Local sourcing and advertising

Outreach runs through the channels that actually reach the candidates for that role, which for ground staff is rarely a job portal. Regional databases, local networks, referral chains and on-ground advertising near the site.

3. The drive itself

We staff the venue with our own recruiters and run screening, skill checks, document verification and offer roll-out on the day. Candidates leave with a decision rather than a promise of a callback, which is the single biggest driver of offer-to-joining conversion.

4. Onboarding and the first month

Documentation, Provident Fund and ESIC enrolment and safety orientation are completed before the first shift. A named coordinator stays on the account through the first month, when attrition is highest and replacements matter most.

Roles we hire at volume

Operations and field

  • Warehouse sorting associates
  • Delivery riders and field executives
  • Retail store staff and cashiers
  • Production line helpers and packers

Support and entry level

  • Telecalling and contact centre teams
  • Data entry and verification operators
  • Entry-level engineers and graduates
  • Promoters and brand advocates

Everyone hired through a drive can be placed on our payroll with full statutory cover under payroll and compliance.

Warehouse & logistics staffing Pickers, packers, loaders, riders and forklift operators for hubs and dark stores. Payroll & statutory compliance PF, ESIC, PT and gratuity filed on our side, on every cycle. Staffing agency in Shahjahanpur Local sourcing bench across Shahjahanpur and the wider UP corridor.

Bulk hiring questions

How many people can you hire in a week?

Between 100 and 500-plus joiners a week for volume roles, depending on the location, the role and how much notice we have. The constraint is almost never our recruiter capacity, it is the size of the local candidate pool around your site, which is why we would rather assess that honestly up front than commit to a number we cannot hold.

Do you run the walk-in drive yourself?

Yes. We plan the venue, advertise locally through the channels that actually reach the candidates for that role, staff the drive with our own recruiters, run the screening and document checks on the day, and hand you joiners rather than a list of attendees. You are welcome to have your team present, but you do not need to run it.

What is the typical turnaround?

24 to 72 hours from signed brief to the first batch of joiners for volume roles where we hold a bench. A cold multi-city drive with no existing pool needs one to two weeks of lead time to build the pipeline properly, and we will say which of the two your requirement is before you sign.

How do you keep quality up at volume?

By screening against the shift pattern and commute, not just the role. Most bulk hiring attrition in the first month traces back to candidates who were never realistically able to do those hours or that distance, and were told what they wanted to hear during the drive. We would rather present fewer, more honest candidates.

Chat with HR