We run searches for industrial and non-IT roles. Every mandate goes to someone who has spent fifteen years inside that industry and knows its people by name. Because for roles that matter, a database finds nobody.
Sales, operations, R&D, technical, finance and plant leadership — specialist individual contributors up to CXO.
Design, detailing, project sales and erection leadership.
Cement, aggregates, drymix, blocks — plant and channel roles.
Formulation, application engineering and technical sales.
Plant heads, quality, maintenance and industrial engineering.
Hospital operations, clinical services and medical devices.
Country leadership, shared services and captive build-outs.
Also working in captive infrastructure and BPO and shared services. If your sector isn't here, ask anyway — the answer is a straight yes or no.
A specialist search for a concrete admixture formulation role, start to shortlist. Timings are from a live mandate; the client is not named.
Forty-five minutes with the person who owns the seat, confirmed in writing before the day ends.
One specialist calls into a network they already have. Senior, employed, invisible to search.
Technically screened by someone who does the work. Two rejected before you ever saw them.
Two of the five came from the database. Three came from one phone call by someone who has worked in that industry since 2001.
A consultancy assigns the recruiter with capacity. We pick one connector for this mandate — fifteen years or more inside your sector, chosen for this role, not a recruiter with a portal login.
They are employed, senior, and have not touched a CV in four years. They don't appear in a keyword search — and they pick up the phone because of who is calling, not because a recruiter found them.
A specialist asks whether the candidate can answer real questions about their own work — not whether the keyword is on the CV. On this mandate, two of four were rejected for having sold the product but never formulated it.
Ranked, in our order, with our reasoning written down. If our first isn't yours, we want to know why. And if we only have two worth your time, you get two and an explanation.
RecMaf is early. We would rather tell you that than pretend to a decade of history. What we are not is generalist.
Parth Raizada spent his career in non-IT search — pre-engineered buildings, building materials, manufacturing, healthcare — placing freshers through to CXO, and leading a recruiting team before he was twenty-three.
If we do not have a specialist who knows your field, we say so and you lose nothing. A mandate we cannot staff properly is one we should not take.
Twenty years inside one industry means you know who is good, who is unhappy, and who would take the call. Nobody has ever paid you for that. We work with fewer than ten specialists, one mandate at a time. No platform, no signup, no commitment.
Make four calls into a network you already have. Say who is worth approaching, and whether a candidate is the real thing.
The client, the brief, contracts, scheduling, chasing, negotiation, invoicing. Every part you would hate.
An agreed share of the fee, in rupees, settled in writing before you make a single call. Paid the week the candidate joins.
Your relationships. We never ask for your contact list, and you never hand over a name you would rather introduce yourself.
Paid the week they join — not when the client settles with us. Start a conversation
If a position has been open too long, tell us about it. We will tell you within a week whether we can fill it, and decline if we cannot. If you have spent your career inside one industry, the arrangement above is worth a conversation.