SHRASIT Solutions
Permanent · Executive search · RPO · HR managed

A decade of placing engineers, consultants and executives into the same enterprise IT roles we deliver into ourselves. Permanent, contract, executive search, RPO and HR managed services across the GCC.

Recruiters and candidates meeting in a modern office
Recruitment & HR · SHRAS
Years placing tech talent
0+
Roles closed / year
0+
Avg. time-to-shortlist
0 days
First-year retention
0%

Practice deep-dive

Six practices, one bench. Browse what we run.

From contingent placements to retained executive search and full HR managed services, the same delivery team handles all of it.

01 / 06

Permanent placement

Mid to senior hires across engineering, consulting and operations.

Pre-screened shortlists, pre-aligned on package and notice period. Sector-specific networks built up over a decade of placing the same kinds of people we deliver into our own programs.

  • Average shortlist within five business days
  • Replacement guarantee of up to 90 days, contractual
  • Compensation benchmarking against your sector and city
  • References, background and right-to-work checks before offer

Roles we ship

The same kinds of people we deliver into our own programs.

Every profile is screened against the bar we use for our own delivery teams. No juniors padded as seniors at senior rates.

Enterprise applications

  • SAP S/4HANA functional & technical
  • Oracle Cloud / EBS consultants
  • Microsoft Dynamics 365 consultants
  • ServiceNow developers & architects
  • Salesforce admins & developers
  • Workday and SuccessFactors leads

Engineering

  • Java, .NET, Node.js, Python, Go engineers
  • iOS, Android, React Native, Flutter
  • React, Next.js, Angular front-end
  • DevOps, SRE, platform engineers
  • QA engineers and SDETs
  • Embedded and IoT firmware

Data, AI & automation

  • Data engineers (Snowflake, Databricks)
  • Power BI, Tableau, Looker analysts
  • ML engineers and applied scientists
  • RPA developers (UiPath, AA, Power Automate)
  • MLOps and LLM platform engineers
  • Solution and enterprise architects

Delivery & leadership

  • Project and program managers
  • Scrum masters and agile coaches
  • Product managers and owners
  • Business analysts and functional leads
  • Practice and account leaders
  • C-suite (CTO, CIO, CHRO, COO)

How we engage

Six steps. First shortlist in five business days.

  1. 01

    Brief

    Two working sessions to anchor the role: scope, must-haves, package, success metrics and pass / fail criteria.

  2. 02

    Map

    Mapped market, target list, sourcing plan and outreach against agreed messaging within five business days.

  3. 03

    Screen

    Structured screening with a competency rubric. Written candidate dossiers, not just CVs.

  4. 04

    Shortlist

    Three to five candidates aligned on package, notice and motivation, with a calibration call against your live shortlist.

  5. 05

    Offer

    Manage the offer process end-to-end: counter-offer protection, references, background checks and start-date hygiene.

  6. 06

    Land

    Onboarding support and a 90-day check-in. Replacement guarantee if the hire does not stick.

Engagement models

Three commercial shapes. Pick the one that fits your hiring rhythm.

Mode 01Contingent

Pay only on placement.

Mid-volume permanent hiring on a success-fee model. Multi-vendor friendly, replacement guarantees, no monthly minimums.

  • Per-hire fee
  • Replacement up to 90 days
  • Multi-vendor compatible
Mode 02Retained search

Mandate-based for senior roles.

Confidential CXO and VP-level mandates with milestone-based fees, mapped market and discreet referencing.

  • Three-tier milestone fees
  • Off-market sourcing
  • Onboarding included
Mode 03RPO

Embedded recruiter capacity.

Capacity-based RPO for high-volume hiring under your brand, ATS and process, with funnel reporting and SLAs.

  • Per-recruiter monthly fee
  • Funnel SLAs
  • Scale up or down monthly

Why teams hire through SHRAS

A delivery firm that happens to recruit, not a recruiter that talks delivery.

Senior bench, not a CV firehose

We hire for our own delivery practice with the same bar we use for client placements. No bait-and-switch profiles.

Compliant in the markets we recruit

Right-to-work, GDPR, PDPL and local labor law handled by an in-house compliance team, not bolt-on counsel.

Replacement guarantees in writing

Standard 90-day replacement on permanent placements, with milestone-based fees on retained executive search.

Onboarding doesn't end at offer

Named account manager checks in at 30, 60 and 90 days. Issues escalated before they become regretted hires.

Where we recruit

Across the GCC, one compliance team.

Every market we hire in is staffed by recruiters and HR specialists on local payroll, with right-to-work, visa, GDPR and PDPL compliance handled in-house.

  • PAY

    Local payroll

    Employer of record in-region

  • RTW

    Right-to-work

    Verified before every offer

  • VISA

    Visa & mobility

    Sponsorship handled in-house

  • PDPL

    Data protection

    GDPR and PDPL aligned

  • TAX

    Statutory filing

    Filed in every market

  • GCC

    GCC coverage

    One regional compliance team

Sectors we hire into

A decade of operating-domain context, not just CVs.

  • Banking & Financial Services
  • Healthcare & Life Sciences
  • Oil, Gas & Petrochemicals
  • Government & Smart City
  • Manufacturing
  • Retail & E-Commerce
  • Telecom
  • Education & Research
  • Logistics & Transport

850+

Practitioners on bench

200+

Active hiring clients

1,800

Roles closed / year

92%

First-year retention

Related practices

Most clients combine recruitment with one of these adjacent practices.

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