Hiring a TA.
Hire the function.
Designed for Hiring Managers and HR Heads. Same job, but built for outcomes.
TA Reality
₹1.7L is just the salary.
Patterns we see across the in-house hiring teams we work with.
Recurring operational overhead
What we offer
Hire the system, not the salary.
Gateway is your TA function on our platform. Add Sourcing units when you need pipeline volume.
Your TA alternative. Runs every inbound and agency channel through one funnel.
- End-to-end pipeline ownership, JD to join
- One unified pipeline across every channel
- Multi-signal screening no TA can match
- Channel attribution: know what actually works
- Live visibility for every hiring manager
Dedicated headhunting on top of Gateway. Add when you need pipeline beyond your channels.
- Dedicated headhunting on priority roles
- Manual sourcing across every job board
- Our own sourcing channels and databases
- Zero contingency fees on any hire
Most clients run 1 Gateway + 2 Sourcing units. Configuration scales with hiring volume.
Proof
Companies we've delivered for.
Continuity1's recruitment work across product and service companies in India.
Gateway · 1 of 7
They sign. They start. They ramp.
Three post-selection outcomes most hiring forgets to filter for. We screen for all three before any offer goes out.
What it gets you
Gateway · 2 of 7
JDs describe the role. Not success in it.
We start by understanding what makes you and the candidate successful in this role. Our proprietary JD elaboration engages your hiring managers and leaders to capture what matters most.
Result: a big chunk of interview work moves to the front of the funnel. Your panel only has meaningful conversations. This kind of success discovery, gap analysis, and domain understanding isn't something an in-house TA can run across every role.
Gateway · 3 of 7
We don't just interview. We analyze every signal.
Six evaluation signals per candidate, scored against your success criteria. Captured and shared in your hiring manager portal.
Signals we analyze
What it gets you
Multi-signal scoring needs a framework. Capturing it needs infrastructure. Sharing it needs a portal. No in-house TA hire has any of these.
Gateway · 4 of 7
We record every rejection. And continuously recalibrate.
Every reject or select decision tightens how we screen the next batch.
What it gets you
Internal TAs struggle to keep up. They can't formally aggregate feedback and recalibrate scoring at this rate.
Gateway · 5 of 7
A custom tracking channel for every source.
We create a dedicated channel for each recruiter, agency, job board, referral source, and social platform you use. Each gets its own tracked link, attribution, and duplication check at the job level.
Custom channels for
What it gets you
Coming soon Algorithmic channel scoring, computed from attribution data.
TAs juggle channels in spreadsheets. No unified attribution, no fair comparison. The picture stays muddy.
Gateway · 6 of 7
Our AI builds a tiered search framework. For every role.
Must-haves, important keywords by category, good-to-haves, and transferable titles. Recruiters execute the hunt with this map, not without one.
Each search framework includes
What it gets you
TAs and most agencies search exact JD titles on candidate databases and job boards. No tiered prioritization, no transferable role mapping. 90% of TA pipeline comes from agency submissions.
Gateway · 7 of 7
Sourcing brings them in. Screening filters them out.
Every sourced candidate runs through 10+ automated checks at intake.
Checks per candidate
What it gets you
Manual screening at this depth doesn't scale. TAs miss candidates outside narrow keyword filters and let unfit ones through on volume.
Commercials
Configure your Gateway.
Start with Gateway. Add Sourcing units as your hiring volume grows.
Every engagement starts here. Inbound and agency channels through one funnel.
- Up to 4 active JDs · 200 profiles/month
- Paired with your HRs / HRBPs / Hiring Managers
- Full power of the recruit platform
Add when you need pipeline beyond your existing channels. Most clients add 2.
- Up to 2 JDs headhunted · 4 job posts processed
- Up to 50 qualified submissions/month
- Manual sourcing across your boards and ours
- No agency contingency fees
Monthly contract. Cancel anytime.
The case · 1 of 3
The math: Up to 67% cheaper per hire.
At 100 profiles, 3 external hires per month — typical 50–200 person workload.
All figures are cost per external hire, per month. And C1 keeps absorbing capacity beyond 100 profiles. The TA can't.
The case · 2 of 3
Why this is your best TA alternative.
Side by side, the math is simple.
- 3–4 JDs handled per month
- Manual screening, up to 100 candidates/month
- ~90% pipeline sourced via agencies
- ₹1.2–1.7L cost + 8–12% agency contingency
- Employment overhead, ramp, attrition risk
- Up to 4 active JDs per Gateway unit
- Up to 200 candidate profiles processed/month
- Owned funnel: Sourcing add-ons or your own agencies
- Starting at ₹60,000/mo Gateway, plus Sourcing add-ons, no contingency fees
- Service, not salary. Scale up or down.
With Sourcing units added, you replace 8–12% agency contingency entirely. The fee savings typically exceed the cost of the engagement.
The case · 3 of 3
Why this is your best HRBP partner.
Hiring stays close to the team that needs it.
- Every team queues on one stretched TA
- HRBPs raise reqs and chase recruiters
- Quality varies by which TA caught the role
- HR Head can't see hiring health by team
- Add capacity = hire another TA (slow)
- Each HRBP cluster gets a dedicated Gateway
- HRBPs own hiring outcomes per cluster
- Same rigor on every Gateway, every batch
- Hiring health visible for every team
- Add capacity = add Gateway or Sourcing units (instant)
HR stops being the queue. HRBPs become hiring partners. HR Head finally has the picture.
More from Continuity1
Three products. One mission.
Gateway runs the funnel. SelectNow runs the interview. FlowQube runs the assessment. Each works standalone or alongside Gateway.
The best way to interview.
- Hiring decisions in days, not weeks
- One thread replaces L1, L2, L3 panel rounds
- AI scores every answer
- HM records once. Every candidate hears the same questions.
- 5-minute review per candidate, vs 60-minute live interview
Their actual job. Your actual test.
- Real-work simulations, not whiteboard puzzles
- AI-generated unique assessments per role; no leaked question banks
- 12+ skill dimensions per candidate, not pass/fail
- Bias-reduced by design: standardized rubrics, anonymized scoring
- Works beyond hiring: skill audits, promotions, training
Let's start
Where do you want to start?
Start small. Scale by adding units when you're ready.
Start lean. Cancel anytime.
Full hiring funnel. Cancel anytime.
Full configuration. Cancel anytime.
How to evaluate us: interview your Gateway recruiter, same as you would a TA hire. The only difference is an invoice, not a salary.