Why growing companies bring in a recruitment partner
Hiring under investor pressure with a small team? Nikita on when a specialist partner saves you time.
Gender-diversity hiring agency in India
Gender-diversity hiring, led by women. Balanced shortlists for specialist roles.
Stellaspire is a women-led recruitment partner that helps GCCs and growth companies hire qualified women and under-represented talent into finance, analytics, AI and leadership roles, without lowering the bar.
Who this is for
For teams with diversity goals and high standards.
Diversity goals are rarely missed for lack of intent. They are missed when the search starts from the same narrow pool, or when women candidates drop out because the process does not speak to them. We fix both.
- CHROs and talent heads with gender-diversity targets for leadership and specialist hiring.
- GCC leaders building teams in India that reflect the global parent's diversity commitments.
- CFOs and analytics heads who want more women in finance, data and AI teams.
- Founders and growth companies who want to build diverse teams early, before habits set in.
Where we apply the diversity lens
Specialist roles, every search.
Diversity is not a separate service line. It is built into every search we run.
| Function | Typical roles | Seniority |
|---|---|---|
| Finance leadership | CFOs, finance heads, controllers, heads of FP&A | Manager to CXO |
| Finance & accounting | Chartered accountants, FP&A analysts, business finance partners, treasury | Analyst to Senior Manager |
| Data & analytics | Analytics leaders, data scientists, data engineers, BI leads | Senior IC to Head |
| AI & ML | ML engineers, applied scientists, AI product roles | Senior IC to Lead |
| GCC leadership | Site heads, function heads and leadership teams for new or growing centres | Director to VP |
| Returning professionals | Experienced women restarting their careers in finance, analytics and technology | All levels |
The exact scope of each search is agreed in the first hiring conversation.
Our point of view
A wider search, with the same bar for everyone.
Gender-diversity hiring works when the search is wider, not when the standard is lower.
We widen the talent pool, write role briefs that speak to women candidates, check the process for points where good people drop out, and assess every candidate on the same capability criteria. You choose from a shortlist that is both strong and balanced.
How we run a searchOur process
How we build a balanced shortlist.
Five stages, each designed to remove the usual reasons women candidates are missed or lost along the way.
Process, models & fees
01
Rewrite the brief
Separate must-have capability from habit, and describe the role, flexibility and growth in language that welcomes a wider pool.
02
Widen the market map
Search beyond the usual companies, including adjacent industries, women's professional networks and experienced returners.
03
Assess consistently
Evaluate every candidate against the same structured criteria, then present a considered, gender-balanced shortlist.
04
Keep the process fair
Advise on diverse interview panels, structured feedback and clear offer conversations to reduce drop-off.
05
Support through joining
Stay close to each candidate through the offer and notice period so the hire actually joins.
Engagement models
Choose the model that fits the goal.
Commercial terms, including replacement terms, are shared in writing before a search begins.
Contingency search
For specialist and mid-senior roles where you want a balanced shortlist. You pay a fee only when a candidate we introduce joins.
Retained search
For women leadership hires and confidential searches that need a dedicated, research-led approach.
Gender-diversity hiring drive
For teams hiring several roles against a diversity goal, with a dedicated recruiter, a shared plan and regular reporting.
Decision support
What makes a gender-diversity hiring partner different?
| What matters | Women-led specialist (Stellaspire) | In-house TA | Generalist staffing |
|---|---|---|---|
| Reach into women talent networks | Core focus | Depends on sourcing reach | Limited |
| Access to returning professionals | Through our returnship network | Rarely targeted | Rarely targeted |
| Specialist role assessment | Finance, analytics, AI, leadership | Varies by team | Usually broad, not deep |
| Process advice to reduce drop-off | Included | Self-led | Not usually offered |
| Best for | Diverse senior and specialist hires | Steady, repeat hiring | High-volume roles |
From our founder
Hear it from our founder.
Nikita Agrawal on how we hire, in under a minute. In Hindi and English.
How we check a candidate before you meet them
Background, motivation and fit: what we verify before a profile reaches your inbox.
Women returnship
Experienced talent,
ready to return.
Many skilled women step away from work for a while. Our returnship network connects employers with experienced finance, analytics and technology professionals who are ready to restart their careers.
Where we hire
Gender-diversity hiring across India.
Based in Bengaluru, we support gender-diversity hiring mandates across India, including hybrid and flexible roles.
BengaluruHyderabadPuneMumbaiDelhi NCRChennai
Related services
Gender-diversity hiring resources
Gender-diversity hiring questions
Gender-diversity hiring questions.
Gender-diversity hiring means running recruitment so that qualified candidates from under-represented groups are actively found, fairly assessed and given a real chance to be hired, while the role's standard stays the same.
No. Every candidate is assessed against the same structured criteria. The difference is a wider search and a fairer process, so strong candidates are not missed.
Finance, accounting, analytics, data, AI/ML and leadership roles, including GCC leadership teams and senior women hires.
Yes. Our women returnship network connects employers with experienced professionals who are ready to restart their careers.
Women candidates often respond better to a search led by people who understand the questions they ask about flexibility, culture and growth. That trust helps more qualified women enter, and stay in, the process.
Fees depend on the role, seniority, number of positions and engagement model. We share commercial and replacement terms in writing before the search begins.
Have a diversity goal? Let’s build the shortlist together.
Tell us about the roles, the team and the goal. We will come back with a suggested search approach.