Fewer profiles.
Better decisions.
Hires who stay.
Recruiters organised by function, trained in Behavioural Event Interviewing (BEI) and backed by AI-assisted screening, so your interview time goes to candidates who stay.
- Compliance and audits5.0
- Industrial relations4.0
- Stakeholder management4.0
- Workforce planning3.0
- Problem-solving4.0
- Leadership4.0
“Led contract-labour audits across two plants and closed every observation before the next quarterly review.”
Five stages between your brief and an offer.
Every mandate moves through role-specific sourcing, functional screening, a first interaction and Behavioural Event Interviewing before anyone reaches your shortlist.
The TNSL recruitment funnel
- 01
Role-specific sourcing
A sourcing plan tailored to the role.
- 02
Functional screening
Recruiters with relevant functional expertise screen for specific skills.
- 03
First interaction
Assess capability, motivation, notice period and intent.
- 04
Behavioural Event Interviewing (BEI)
Structured competency assessment and written reports where applicable.
- 05
Offer and closure
Client-aligned shortlisting, interview coordination and offer closure.
Specialist recruiters for every function.
Recruiters are organised by function and trained in BEI, so the person screening a plant HR manager or a regional sales head knows what good looks like.
Leadership and critical roles
Two-step filtration and a written assessment report for every critical hire, so your panel decides on evidence.
Lateral hiring
Function-specialist recruiters for mid-level roles across the six industries we serve, from manufacturing to technology.
Early careers
Graduate and diploma hiring, screened for capability and intent, drawing on our ties with diploma colleges and skill universities.
Bulk and greenfield hiring
Specialised teams for large-scale ramp-ups and new sites, working alongside our staffing team when needed.
Metrics we define before we report them.
Every percentage comes with its formula, so you can hold us to the same measure on your own mandates.
| Metric | Definition or formula | Our standard |
|---|---|---|
| Selection hit rate | Selection hit rate = Offers made ÷ Total candidate profiles shared with the client × 100 | 20% |
| Shortlist hit rate | Shortlist hit rate = Profiles shortlisted by the client ÷ Total candidate profiles shared with the client × 100 | 60% |
| Response time | Working days from the client briefing to the first batch of profiles. | 2 working days |
| Joining rate | Accepted offers that convert into actual joinings. | Tracked and reported |
| Offer back-outs | Accepted offers that do not convert into joinings. | Tracked and reported |
The offer is where follow-through begins.
Infant attrition is the most expensive kind of hiring failure. We stay with the joiner through the notice period and the first 90 days, so early warning signs are caught in weeks.
- 01
Offer accepted
Expectations, joining date and documentation confirmed in writing.
- 02
Through the notice period
Regular check-ins keep the candidate engaged and surface counter-offers early.
- 03
Joining day
We confirm the joining with you and the candidate on the day.
- 04
Day 30
Settling-in check with the joiner and your team.
- 05
Day 60
Early warning signs reviewed; adjustments agreed.
- 06
Day 90 and beyond
Final check-in; mid and senior hires tracked for three to six months.
Hiring for a critical role?
Brief us on the role. A recruiter from the right functional desk will come back with a sourcing plan.