Pehle 3 mahine se naukri dhundh raha tha. Yahan 4 din mein 3 companies se call aa gayi. Salary bhi har Friday milti hai — pehli baar.
Rakesh K. · q-commerce rider · andheri east · 14 mahine
blue-collar hiring · mumbai
Hire the frontline,
that actually stays.
Most staffing partners end at joining. Ours begins there. We source, screen, and stay connected with every worker we place — long after day one.
5–7days
to activate a new zone with field recruiters on the ground · steady fill rates, week over week
trusted by supply teams in q-commerce, logistics, retail, F&B, fintech
BigBasket
+ a growing list of partner teams
the hiring reality
Staffing is treated like a transaction.
But your workforce is the business.
20%+
Churn that breaks ops
Monthly attrition across delivery, packing, and frontline retail — and rising in peak cycles.
4–6
Vendor chaos per brief
Agencies on every requirement. Duplicate profiles, inconsistent quality, no single accountable partner.
∅
Silent drop-offs
Candidates disappear pre-joining, post-joining, and between contracts — with no one actually following up.
the approach · our moat
Most staffing ends at joining. Ours begins there.
We stay in touch with every worker we place, long after day one. Place, support, retain, redeploy — a loop, not a hand-off.
stage 01
Place
Worker joins your team. We handle paperwork, documentation, and first-week onboarding support.
stage 02
Support
Payment advocacy, upskilling, and career guidance — ongoing, not a one-time check-in.
stage 03
Retain
Workers who feel supported stay longer on your active roster. Higher joining ratios. Lower attrition.
stage 04
Redeploy
When contracts end, we re-place within days, not weeks. The community feeds itself.
Over time, a growing share of placements come from workers we already know — retention up, cost per placement down.
why supply teams choose us
Five commitments, in writing.
01
Quick turnaround
First 5 candidate profiles within days of brief sign-off. Vetted, location-matched, ready to interview.
02
Talent community
Placed workers stay connected post-exit, ready for rapid re-deployment when your next requirement opens.
03
Named SLAs
Daily MIS, weekly review calls, clear joining targets agreed upfront. Named owners on both sides.
04
Local ground network
Area-wise field recruiters, WhatsApp groups, and referral loops — activated zone by zone across Mumbai.
05
Seasonal planning
Diwali attrition buffers and January burst hiring baked into every plan we design. Buffer up, ramp down cleanly.
verticals we place
Six categories, one operations team.
01
Delivery & logistics
Quick commerce riders · last-mile delivery · warehouse packers · sorting staff
02
Retail & F&B
Outlet staff · store supervisors · baristas · customer service
03
Field sales
Sales executives · merchant onboarding · relationship officers · verification
04
Fintech & financial services
Loan sales officers · collections · field agents · customer acquisition
05
Home & facility
House help · domestic workers · cleaning staff · maintenance support
06
General blue-collar
Cooks · security staff · manufacturing helpers · daily labourers
when teams call us
The kind of hiring we're built for.
Four use cases that recur week after week. Each gets its own playbook, its own buffer logic, and its own named owner.
use case 01
New hub or dark-store openings
Launch a new location with 20–50 riders, packers, and support staff ready to join on day one. Zone activated 5–7 days in advance.
use case 02
Seasonal surge hiring
Festival peaks, sale events, monsoon demand. Buffer hires planned in advance, ramped down cleanly when volumes drop.
use case 03
Steady-state replenishment
Monthly replacement for expected churn, with a consistent pipeline that doesn't leave any zone short.
use case 04
Multi-zone city-wide rollouts
Coordinated hiring across operational zones, clear ownership per cluster, unified MIS across the city.
how a placement runs
Five stages, named owners, transparent handoffs.
01
BriefDay 0
Role, volume, pay structure, timelines
Confirmed in writing. One shared doc, six fields, one named owner from your side and ours.
02
SourceWithin 72h
Zone activation, WhatsApp broadcasts, referrals triggered
Field recruiters on the ground in the brief's pin codes. The community flywheel kicks in — placed workers refer the next batch.
03
ScreenWithin 96h
Role-fit check, document verification, pre-joining readiness
First 5 profiles delivered as a single vetted shortlist — not a drip. KYC, role-fit, English-screened where the role needs it.
04
OnboardOngoing
Interview coordination, documentation, joining-day support
We coordinate slots, prep the worker, and show up on joining day. Paperwork, payroll setup, training material — handled.
05
Follow throughPost-joining
Check-ins, payment advocacy, weekly MIS updates
We stay in the WhatsApp group. We pick up at 9 PM on Sunday. We redeploy when contracts end. This is the moat.
Every stage has a named owner on our side and a clear handoff to yours.
what changed, after onboarding us
Joining ratios up, attrition down.
88%
Joining ratio went from 54% to 88% in two quarters. Same source mix — different follow-through.
head of supply · q-commerce · mumbai, 3 zones
12%
Attrition fell from 31% to 12%. Workers stay because someone actually picks up when they call.
vp operations · last-mile · 6 zones
5d
New zone went from brief to first 30 riders in five days. We didn't have to chase four vendors to get there.
cofounder · fintech field collections
talk to us
Tell us what you're hiring.
We'll come back with a plan.
One business day, one named owner, one sourcing plan. No retainer to start the conversation.
or reach us directly
hiring@kaambazaar.in · +91 99878 07026
mumbai, india
mumbai, india
Post a requirement
We'll respond within one business day.