We find the people your business is waiting on.
Questsphere is a recruitment consultancy working with companies across India — permanent roles, contract teams and leadership hires.
Open mandates
Updated weekly- Category sales — chemicals & ingredients
- Analytics — marketing mix modelling
- Finance controller
- Program manager — supply chain
- Global sourcing — chemicals
Two ways to work with us
You're hiring
Tell us the role, the budget and the deadline. You'll get a shortlist of candidates who have already been spoken to, reference-checked and confirmed as interested.
Share a vacancyYou're looking for a role
Send your CV once. We'll tell you honestly where you fit, brief you properly before every interview, and never put you forward without asking first. We also offer paid résumé and job-search support if you want more hands-on help.
Career servicesSectors we recruit for
Our consultants specialise rather than generalise, so you speak to someone who knows your market.
- IT & software
- Banking & finance
- Manufacturing
- Healthcare & pharma
- Retail & e-commerce
- Shared services & GCCs
What you can expect from us
A named consultant
One person owns your brief from the first call to the joining date. You won't be handed around a call centre.
Shortlists, not CV dumps
We send a small number of candidates we can defend, with notes on why each one fits and where the risk sits.
Straight answers on timelines
If a role will be hard to fill at the salary on offer, we'll say so at the start rather than three weeks in.
Have a role to fill?
Send us the details and a consultant will come back to you within one working day.
Talk to a consultantAbout Questsphere
Questsphere Consultant Pvt Ltd is a recruitment consultancy based in Hyderabad, working with employers across India. We are engaged by companies that need roles filled properly rather than quickly, and by candidates who want to know what they are walking into.
We are deliberately small. The consultant who takes your brief is the consultant who reads the CVs and sits in on the debrief. That is the main reason our shortlists stay short.
Hiring fails in three places
Almost every search that goes wrong went wrong at one of these. They are where we spend our time.
An unpinned brief
Nobody agreed what good actually looks like, so every shortlist that arrives is the wrong one — and no one can say why.
A padded shortlist
Ten CVs sent to look thorough when two were credible. You spend a fortnight interviewing people the agency already knew were wrong.
A candidate who was never interested
Three rounds, an offer, a decline. Nobody established at the outset whether they would genuinely move.
How a search runs
Two interlocking cycles — one built around the role, one around the candidate.
Fit is solved from both sides at once, not one after the other.
Candidate side
- Candidate reach out
- Research insights-led search planning
- Detailed role positioning & pitch
Role side
- Structured job analysis & deconstruction
- Hybrid model assessment
- Multi-channel sourcing
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Take the brief
A structured conversation covering the role, the reporting line and what success looks like at six months. We document it and send it back for sign-off, so we search against an agreed specification rather than an assumption.
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Map the market
We identify where the right profiles sit today and benchmark your offer against what those people are currently paid. If the brief and the budget do not meet, you hear it at this stage.
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Approach and screen
Every candidate is spoken to directly, not merely sourced from a database. We establish genuine interest, notice period and expectations before a profile reaches your inbox.
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Send the shortlist
A small number of profiles, each with written commentary on fit, the gaps we noticed and what to probe in interview. Our assessment, not a forwarded CV.
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Run the interviews
We schedule, brief both sides beforehand and collect real feedback. Where a process stalls we chase it — good candidates are lost to silence more often than to rejection.
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Close the offer
Compensation negotiation, counter-offer risk, notice periods and documentation. We stay engaged until your hire has joined and cleared their first week.
Why employers stay with us
Most of our mandates come from clients we have already delivered for, or from their referrals. These are the reasons they give.
Disciplined mandate selection
We accept assignments only where we can see a realistic route to delivery. Where the compensation band, location or timeline is misaligned with the market, we say so at the briefing stage and propose an alternative rather than commit to a search we cannot complete. A mandate we take on is a mandate we expect to close.
Access to candidates who are not applying
A substantial proportion of the professionals we place were not looking to move when we called. Because our consultants maintain relationships over years rather than transactions over weeks, we reach people who do not respond to advertised roles — which is usually where the strongest candidates for a difficult brief are found.
Assessment, not forwarding
Every profile we submit has been interviewed by the consultant handling your account and evaluated against your written brief. Shortlists arrive with commentary on technical fit, cultural fit, compensation expectations, notice period and any reservation we hold. Where we have a concern about a candidate, it is in the note.
Replacement guarantee on permanent placements
Should a permanent placement resign within the guarantee period agreed in your terms, we recommence the search at no further professional fee. The commitment is written into the engagement rather than offered as a goodwill gesture after the fact.
A single point of accountability
One consultant retains ownership of your account across every mandate. The briefing effort reduces each time you hire, because we already understand your structure, your interview panel and the profiles that have worked for you previously.
Confidentiality as standard
Sensitive searches — including replacements for incumbent employees and hires that signal a change in strategy — are conducted without disclosure of your identity until you authorise it. Candidate conversations are equally protected; we do not circulate a CV without the candidate's consent.
Want to see how we'd approach your role?
A first conversation costs nothing and usually takes twenty minutes.
Get in touchServices
Six ways we hire for our clients. Most engagements start with one and grow from there.
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Permanent recruitment
End-to-end hiring for full-time roles across functions and levels. We take the brief, run the search, manage interviews and stay engaged until your candidate joins.
Best when: you're filling a defined role and want a shortlist you can trust. -
Executive search
Confidential, research-led searches for leadership and business-critical roles, with a written market map and a shortlist built from direct approach rather than applications.
Best when: the role is senior, sensitive, or the talent pool is small. -
Contract & temporary staffing
Skilled people on fixed-term contracts for project work, maternity cover and seasonal peaks. We handle the contracts, payroll and statutory compliance.
Best when: you need capacity now without adding to headcount. -
Volume & bulk hiring
Structured drives for large intakes — support centres, sales floors, plant and warehouse teams. Sourcing, assessment days and joining coordination run to a fixed timeline.
Best when: you're hiring ten or more people to the same profile. -
Recruitment process outsourcing
We run all or part of your hiring function as an extension of your team — sourcing, screening, scheduling and reporting, under your employer brand.
Best when: hiring is constant and you'd rather not build the team in-house. -
Payroll & compliance support
Payroll processing, PF and ESI registration, statutory returns and documentation for contract staff placed through us.
Best when: you're using contract staff and want the paperwork handled properly.
How we charge
Employers pay our placement fees. Candidates never do.
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Permanent roles
A success fee, calculated as a percentage of the candidate's annual salary and payable only after they join. Agreed in writing before the search starts.
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Contract staff
A monthly rate per person, covering salary, statutory contributions and our service charge on a single invoice.
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Retained and RPO work
A scoped monthly or per-search fee, set against agreed deliverables and reviewed each quarter.
Not sure which one fits?
Describe the hiring problem and we'll tell you the shortest route to solving it.
Ask a consultantOpen roles
Live mandates we are currently working on. Tap a role to see the detail.
Category sales — chemicals & ingredients
Own a category across one of the following segments: CASE (coatings, adhesives, sealants, elastomers), personal care, food and nutrition, flavours and fragrances, aromatics, or paint and coatings. Responsible for volume and margin, distributor and key-account relationships, and technical selling to formulators. Depth in any single segment is enough — we are not looking for all of them.
Analytics — marketing mix modelling (CPG)
Build and maintain marketing mix models for consumer goods businesses. Work across media, trade spend and pricing data to quantify return on investment and guide budget allocation. Strong statistical grounding and hands-on Python or R expected. Prior CPG or FMCG exposure strongly preferred.
Finance controller
Ownership of statutory and management reporting, monthly close, audit coordination, tax and regulatory compliance, and the internal control framework. Qualified chartered accountant essential.
Head — FP&A
Lead the planning cycle: budgeting, forecasting, variance analysis and board reporting. Business partnering with functional leaders on scenario modelling and investment decisions. Qualified chartered accountant essential.
Business finance manager
Commercial finance support to a business unit — pricing decisions, margin analysis, investment cases and monthly performance review. Suits someone who wants to sit close to the business rather than in a reporting function.
Program manager — supply chain
Run cross-functional supply chain programmes across planning, logistics and fulfilment. Structured project delivery, stakeholder management and measurable improvement against cost, service or working capital.
Global sourcing — chemicals
Sourcing and vendor development across chemical categories. Supplier identification and qualification, commercial negotiation, cost management and supply risk across international markets. Chemicals industry background required.
Applying
Send one CV, not seven applications. Email it once with the role that interests you in the subject line. We will read it against everything we are working on, not just the role you named.
We name the client once we have spoken. Several of these are confidential searches, so the employer is not listed here. You will know exactly who it is before we submit you anywhere, and we will not put your CV forward without asking first.
There is no fee to apply. The hiring company pays us. If a role has already closed we will tell you when you write, rather than leaving you waiting.
Nothing here fits?
Send your CV anyway. Most of what we work on is not advertised, and we keep good profiles on file.
Send your CVCareer services
Résumé writing, profile optimisation and job-search support — for candidates starting out, and for those whose first few years have stalled.
Where are you right now?
Just graduated
No experience, no network, and a CV that automated screening rejects before a person reads it. The problems we hear most:
- CV filtered out by applicant tracking systems
- Invisible in recruiter searches on job boards
- No idea which function suits your degree
- Never sat a real interview
- No contacts in the industry
One to three years in
You have experience now, but the role has stopped paying you back. What people tell us:
- Paid below market rate for your experience
- Stuck in the wrong city or location
- No growth path where you are
- A profile that still reads like a fresher's
- Unsure how to move without a misstep
What's included
The components are the same whatever your field. We write in the vocabulary of your own industry rather than from a template.
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Résumé rewrite and ATS optimisation
Your CV rebuilt around the structure and terminology that applicant tracking systems screen for, using the language of your own discipline. A large share of early rejections are caused by formatting and phrasing rather than by ability.
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Job board and LinkedIn profile
Headline, summary and skills sections rewritten so that recruiters searching for your capability actually find you. Most candidates are passed over because they are not indexed for the terms recruiters type, not because they are unqualified.
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Role clarity session
A structured conversation about which functions your qualification and strengths genuinely fit. Candidates often apply broadly because nobody has told them where they are competitive and where they are not.
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Target employer shortlist
A researched list of organisations that hire at your level, in your field and in the locations you will actually move to — rather than a generic trawl of whatever is currently advertised.
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Application strategy and tracking
We help you apply where you are a strong match and keep a record of what has gone out, what is live and what has gone cold. High-volume applications to poorly matched roles damage your prospects rather than improving the odds.
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Interview preparation
Mock rounds covering the technical questions specific to your discipline, together with the competency and situational questions that decide most offers. You get written feedback on what to change.
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Salary benchmarking and negotiation
What your experience is worth in your market, and how to hold that figure in a conversation without losing the offer. This matters as much at a first job as at a third — an early undervaluation follows you for years.
How it runs
Five stages. Graduates typically work through it in around four weeks; a considered mid-level move tends to take closer to six.
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Audit where you stand
We review your current CV, online profiles and position. For graduates that means identifying what is missing; for those already working it means benchmarking your compensation and role against the market. You receive the findings in writing.
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Rebuild how you present
Résumé and profiles rewritten. Graduates get a profile constructed from coursework, projects, internships and transferable skills; experienced candidates are repositioned for the level above the one they currently hold.
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Map the right moves
We identify the employers worth approaching, filtered by level, location, pay band and the kind of working environment you have told us you want. Targeting is where most job searches are won or lost.
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Apply selectively
Curated applications to roles where you are a genuine match, submitted with a covering note written for that employer, and tracked so you always know what is outstanding.
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Prepare and negotiate
Mock interviews on your domain and on competency questions, then coaching through the offer conversation — including counter-offers, notice periods and what to do if the number comes in low.
What this is, and what it isn't
This is advisory work, charged separately from recruitment. Our employer-side recruitment remains free to candidates. If we place you into one of our own mandates, you pay nothing for that placement — the hiring company pays our fee, as it always has.
We do not promise you a job. We can materially improve your CV, your targeting and your interview performance, and those are the things within anyone's control. We cannot guarantee an employer's decision, and you should treat any agency that guarantees one with suspicion.
You keep the work. The résumé, profiles and target list are yours to use however you like, whether or not you ever apply through us.
Start with a free CV review
Send us your current CV and we'll come back with what is holding it up. No charge, no obligation.
Send your CVContact us
Employers and candidates both use the form below. We reply within one working day.
- Speak to Prabhat Sharma — Managing Partner
- Email Prabhat@questsphere.co.in
- Phone +91 95996 69905
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Office
3, Venkatgiri, Jubilee Hills Road No. 2,
Hyderabad – 500045 - Hours Monday to Saturday, 10:00–18:30 IST