IT Recruitment Agency for employers in Delhi NCR & across India

IT recruitment agency Gurgaon — specialized in permanent hiring, contract staffing & workforce management. Hire qualified IT professionals, contract employees and bulk workforce through an experienced recruitment partner.IT recruitment, permanent hiring, contract staffing & workforce management — hire qualified professionals, contract employees and bulk workforce through an experienced recruitment partner.

JZ Payroll outsourcing and contractual staffing solution helps companies recruit, deploy and manage talent through structured permanent recruitment, contract staffing, RPO, payroll administration and workforce-management solutions.

Headquartered at Plot No. 18, South Ex Part 1, Block A, New Delhi – 110049, we are a Delhi NCR-based workforce partner with the capability to support employers across Gurgaon and other major business locations in India. Our approach goes beyond sending CVs — we combine recruitment expertise, structured screening, workforce administration, payroll coordination, employee documentation and management reporting to help organisations build and manage their workforce with greater control.

For HR Heads · TA Heads · Recruitment Managers · COOs · CEOs · MDs · Business Owners

Our Strength:

16+Years of practical recruitment experience

20+Member experienced team

GST-registered organisation

PF / ESI Registered for employer engagement

PAN India delivery from a Delhi NCR base

01 — Who we are

A practical workforce partner for growing businesses

Recruitment becomes difficult when hiring volumes increase, specialist skills are required, internal recruitment teams are stretched or businesses need to deploy employees quickly across multiple locations. JZ Payroll outsourcing and contractual staffing solution provides an integrated workforce solution designed around these challenges.

Whether you need a single specialist professional, a complete technology team, 100+ employees on contract or recurring recruitment support, our team can structure the engagement around your workforce requirement.

Our experience covers permanent recruitment, contract staffing, RPO, payroll management, HR administration, statutory compliance coordination, international recruitment and bulk hiring.

With a 20+ member experienced and dedicated team, we provide the operational capacity required to manage recruitment and workforce requirements systematically.

Our engagements are structured around defined commercial terms, service scope and agreed responsibilities — giving employers greater clarity around the relationship, deliverables and workforce administration process.

02 — Track record

Our history of practical recruitment experience

Successful hiring is not simply about identifying candidates. It involves understanding the business requirement, sourcing appropriately, screening candidates, coordinating interviews, managing offers, supporting joining and, where applicable, continuing with workforce administration after deployment.

• Permanent recruitment
• Contract staffing
• RPO
• Bulk recruitment
• HR outsourcing

• Payroll administration
• Statutory compliance coordination
• International recruitment
• Employee documentation
• Workforce administration

03 — Who this is for

Designed for organisations that need additional hiring capacity

Our recruitment and staffing solutions suit businesses that need flexible workforce deployment or outsourced workforce administration.

• Companies expanding their teams
• Businesses undertaking bulk recruitment
• Organisations entering new locations
• Companies requiring contract employees
• Businesses managing seasonal workforce requirements
• Companies seeking recruitment outsourcing

• Organisations with difficult-to-fill positions
• Businesses requiring multi-city hiring
• Companies reducing internal recruitment workload
• Organisations requiring structured payroll administration
• Businesses scaling projects or technology teams
• Companies wanting one partner for recruitment and workforce management

04 — Services

Recruitment & staffing services

Three core engagement models, each structured around your workforce requirement.

Permanent Recruitment

We help employers identify and hire professionals for permanent positions across technology, ITES, engineering, retail, automotive, FMCG and tyre-related businesses — covering the recruitment lifecycle from requirement understanding and candidate sourcing through screening, interview coordination and offer/joining support. For specialist or high-volume requirements, the approach can be structured around the hiring plan, position complexity and expected timelines.

Replacement policy: standard engagements include a three-month replacement/retention period; for exclusive mandates this can extend to six months, subject to agreed terms.

Contract Staffing

When organisations need employees without creating the entire workforce-management infrastructure internally, contract staffing provides a flexible alternative. Our role can extend beyond recruitment to the administration of the deployed workforce, depending on the agreed scope.

Recruitment → Onboarding → Employee Documentation → Attendance → Payroll → Salary Slips → Leave → Statutory Administration → MIS → Full & Final Settlement → Replacement/Attrition Management.

RPO & Recruitment Outsourcing

Appropriate when an organisation has recurring hiring requirements but does not want to build an equivalent internal recruitment infrastructure. We support agreed recruitment functions as an extension of the client’s hiring operation — candidate sourcing, CV screening, shortlisting, interview coordination, recruitment tracking, candidate follow-up, joining coordination, recruitment reporting and bulk hiring support.

05 — Commercial terms

Published, transparent pricing

Fees are stated upfront. Custom terms are available for exclusive mandates and large-volume engagements.

Permanent recruitment charges

8.33% of annual Gross CTC + 18% GST

Commercial terms may be discussed for exclusive mandates, large-volume recruitment projects, strategic hiring engagements and long-term requirements. Payment is due within the agreed 45–60 day commercial cycle, subject to engagement terms.

Contract staffing charges

10% of the employee’s Base monthly salary

Covers the agreed workforce-management services, including recruitment and workforce administration activities. Terms may be customised for large-volume or long-term staffing engagements depending on workforce size, tenure and scope.

06 — Differentiation

We focus on the hiring requirement, not CV volume

A recruitment partner should not be measured simply by the number of CVs submitted. The real commercial value lies in identifying candidates who are relevant to the role, organisation, location, compensation structure and hiring requirement — so our process is built around understanding the requirement before sourcing candidates.

Technical & role-based recruitment

IT recruitment requires an understanding of the role beyond job-title matching. The sourcing strategy is aligned with the actual position and agreed candidate requirements.

• Software development & engineering
• Application support & infrastructure
• Cloud, DevOps & data
• Cybersecurity & quality assurance
• Technical support & IT management

Contract workforce management, beyond recruitment

Recruiting a contract employee is only the beginning. An effective contract workforce model requires ongoing administration, documentation, payroll coordination and employee support.

Recruitment→Onboarding→Documentation→Payroll→MIS→Full & Final Settlement

07 — Industries

Industries we serve

Workforce requirements differ by business model, location, role complexity and operational scale. IT & Technology Developers, engineers, technical professionals, support teams and other technology talent. ITESRecruitment and workforce requirements for IT-enabled services and related operations. Engineering: Technical and engineering workforce requirements across relevant functions. Retail: Recruitment and workforce support for growing retail operations. Automotive: Workforce requirements across automotive-related businesses and operations. FMCGRecruitment and staffing support for fast-moving consumer goods organisations. Tyre Industry: Workforce requirements across the tyre and related automotive ecosystem.

08 — Method

How we manage a workforce requirement

A structured process creates clarity for both the employer and the recruitment team.

01

Requirement definition

We understand the role, skill requirements, workforce size, location, compensation structure and expected deployment timeline. For larger assignments, the requirement can be divided into hiring batches and priority positions.

02- Candidate sourcing

Our recruitment team uses relevant recruitment channels and sourcing methods to identify candidates matching the agreed requirements.

03- Screening & evaluation

Candidates are shortlisted against the defined role, experience, skills, location, compensation and other agreed criteria.

04- Verification & documentation

Applicable candidate documentation and background-verification processes are coordinated according to the engagement requirements.

05-Onboarding & deployment

Selected employees are supported through joining, documentation and workforce deployment.

06-Workforce administration

Where included in the service scope, we manage agreed payroll, attendance, leave, employee records and statutory administration.

07-Reporting & MIS

Relevant workforce information and management reports can be provided to give the client greater visibility over the workforce.

08- Replacement & attrition management

Replacement requirements are managed according to the applicable staffing or permanent recruitment engagement terms.

09 — The case for outsourcing

Why businesses outsource recruitment & workforce management

Maintaining a large internal recruitment and workforce-administration operation is not always commercially efficient. Outsourcing selected functions can allow businesses to focus internal HR and management resources on higher-value activities.

Reduced internal recruitment workload

An experienced external recruitment team can supplement internal HR and talent-acquisition capacity.

Access to an experienced recruitment team

Businesses can access recruitment expertise without necessarily building an equivalent team internally.

Faster candidate sourcing

External recruitment capacity is particularly useful when hiring volumes increase or positions become difficult to fill.

Support for bulk and multi-location hiring

A structured external team can help manage recruitment requirements across multiple locations.

Centralised contract workforce administration

An organised framework for employee documentation, payroll, attendance, leave and reporting.

Reduced administrative complexity

Outsourcing appropriate HR and workforce functions reduces the processes managed directly by internal teams.

Structured employee documentation

A defined documentation process helps create greater consistency across the workforce.

Digital workforce information

Employees and authorised client/team users can access relevant workforce information through the HRMS portal.

Improved reporting and visibility

MIS and workforce reports provide management with clearer operational information.

Scalable hiring capacity

Recruitment support can increase when hiring demand rises, without immediately creating equivalent internal infrastructure.

10 — Technology

HRMS-enabled workforce administration

For contract workforce engagements, we can provide access to an HRMS-based workforce-management environment, depending on the agreed service scope. The platform can support relevant workforce information and processes for authorised users, including client and team access — moving administration away from fragmented manual records toward a structured operating environment. Where applicable, users can access relevant information 24×7, subject to system availability and permissions.

11 — Actuarial support

Valuation support for earned leave & gratuity

Where required, we can coordinate actuarial valuation and reporting support for employee benefit obligations, including earned/accumulated leave and gratuity — helping organisations obtain valuation reports required for financial reporting and workforce-liability assessment.

12 — Client experience

Supporting technology workforce at scale

~500

Ivy Technology

JZ Payroll outsourcing and contractual staffing solution has supported Ivy Technology with a substantial IT staffing requirement involving approximately 500 professionals deployed on our payroll. The engagement demonstrates our ability to operate beyond candidate sourcing and manage a sizeable contract workforce through an organised employment and workforce-administration structure, including recruitment, employee administration and payroll-related workforce management within the agreed service framework.

100+

Inntech IT Services International Pvt. Ltd.

We have managed payroll for 100+ employees for Inntech IT Services International Pvt. Ltd., with structured payroll administration supported by our HRMS environment. The system provides authorised clients and team members with 24×7 access to relevant workforce information, subject to system availability and permissions — combining operational HR support with digital workforce visibility.

13 — Leadership

Built around practical HR operations

Pyush Verma

Founder, JZ Payroll outsourcing and contractual staffing solution

BBA · MBA · ~20 years in recruitment, RPO, payroll & HR operations

Pyush Verma holds a BBA and MBA and brings approximately 20 years of practical experience across recruitment, RPO, payroll management, contract staffing and broader HR operations. This combination of recruitment experience and operational HR knowledge enables JZ Payroll outsourcing and contractual staffing solution to understand the workforce requirement from both the hiring and post-deployment perspective.

With 16+ years of practical recruitment experience and a 20+ member experienced team, the focus is on delivering structured workforce solutions rather than treating recruitment as a standalone CV-submission exercise.

14 — Coverage

Delhi NCR headquarters. PAN-India delivery.

From Delhi NCR, our recruitment and staffing team can support workforce requirements across India. For employers operating across several cities, a central workforce partner can help maintain consistency in recruitment processes, documentation, reporting and administration.

• Delhi NCR hiring
• Gurgaon hiring
• Multi-city & PAN-India recruitment
• Contract staffing across locations

IT recruitment & staffing support for Gurgaon employers

Gurgaon (Gurugram) is one of the largest corporate and technology hubs in Delhi NCR, home to a dense concentration of IT, ITES, BPO, automotive, FMCG and multinational headquarters requiring skilled professionals. As part of our core Delhi NCR service area, we support Gurgaon-based and Gurgaon-expanding organisations directly with recruitment and staffing requirements across software and technology roles, IT and ITES, engineering, contract and permanent technology hiring, bulk and multi-location recruitment.

Being based within Delhi NCR means an employer in Gurgaon works with a recruitment partner who understands the local talent market, salary benchmarks and hiring timelines first-hand — not from a distant office.

15 — Evaluating a partner

How to choose the right recruitment & staffing partner

Selecting a recruitment agency should involve more than comparing percentage fees. Before appointing a workforce partner, HR and business leaders should evaluate:

01- Relevant experience

Does the provider have practical experience with similar workforce requirements?

02- Recruitment capability

Can it source candidates for both regular and difficult-to-fill positions?

03- Staffing capability

Can it manage contract employees after recruitment?

04- Scalability

Can the provider support both small and high-volume requirements?

05- Screening methodology

How are candidates evaluated before they reach the client?

06- Commercial transparency

Are recruitment fees, staffing charges and payment terms clearly defined?

07- Replacement policy

What protection does the employer receive if a permanent hire does not continue?

08- Payroll & HR administration

Can the provider manage the administrative side of contract employees?

09- Reporting

Will management receive appropriate workforce information and MIS?

10- Compliance framework

Is the staffing provider appropriately registered and capable of coordinating applicable statutory requirements?

11- Technology

Does the provider use a suitable HRMS or digital workforce-management system?

12- Account management

Will the client have an accountable team to manage the engagement?

16 — FAQ

Frequently asked commercial questions

What does an IT recruitment agency do?

An IT recruitment agency helps employers identify, source, screen and recruit technology professionals. Depending on the engagement, services may also include contract staffing, RPO, onboarding and workforce administration. How much does permanent recruitment cost?

Our standard permanent recruitment charge is 8.33% of the selected candidate’s annual CTC plus applicable 18% GST. Commercial terms may be discussed for exclusive mandates, large-volume projects and strategic hiring engagements. What is the replacement policy?

The standard permanent recruitment engagement includes a three-month replacement/retention period. For exclusive mandates, the applicable period can extend to six months, subject to agreed engagement terms. How much does contract staffing cost?

Our published standard contract staffing charge is 10% of the employee’s monthly salary, covering the agreed workforce-management services. Commercial terms can be customised for large-volume or long-term staffing engagements depending on workforce size, tenure and service scope. Can you manage payroll for contract employees?

Yes. Depending on the agreed scope, workforce management can include payroll, salary slips, attendance, leave, employee documentation, statutory administration, MIS and full & final settlement processes. Can you handle bulk recruitment?

Yes. Our recruitment team and workforce-management model can support bulk hiring requirements, subject to the size, role profile, locations and deployment timeline. Can you provide recruitment across India?

Yes. We are based in Delhi NCR and have PAN-India delivery capability for applicable recruitment and staffing requirements. Do you support both permanent and contract hiring?

Yes. We provide both permanent recruitment and contract staffing, along with related recruitment outsourcing and workforce-management services. Can you support difficult-to-fill positions?

Yes. Requirements can be evaluated based on the technology, experience, location, compensation, availability and other role-specific criteria before establishing the appropriate sourcing approach. Why should a company outsource recruitment instead of managing everything internally?

Outsourcing can supplement internal HR capacity, provide additional sourcing capability, support bulk hiring and reduce the administrative workload associated with contract workforce management. The appropriate model depends on hiring volume, internal capability, workforce complexity and the organisation’s commercial objectives.

Hire the right people. Build a scalable workforce.

Tell us what positions you need to hire, where employees need to be deployed, approximate workforce size, permanent or contract requirement, required skills or experience, expected hiring timeline, and whether payroll/workforce administration is required. Our team will assess the requirement and discuss the appropriate recruitment, staffing or workforce-management structure.

Discuss Your Workforce Requirement

JZ Payroll
outsourcing & contractual staffing solution

Plot No. 18, South Ex Part 1, Block A
New Delhi – 110049

Delhi NCR | Gurgaon | PAN India

GST Registered · PF & ESI Registered