AI-native · Human-judged · Every technical and product role

Tvarah delivers technology and product talent you can trust.

AI-screened. Expert human panel-validated. Built for every technical and product role, at every level.

Start a pilot See how it works
AI native sourcing
Algorithms continuously scan multiple platforms — building real supply before a role ever opens. 2,000–5,000 candidates enriched every month.
70% AI, 30% human
A deliberate, cautious split. Our algorithms drive scale and consistency; people apply the judgement AI alone can't replace.
SPEAR-aligned shortlist
Algorithmically scored, panel-verified — matched to your exact requirement across Skills, Project, Expertise, Alignment and Recency.
The problem

Generic recruitment tools were not built
for specialist hiring.

Sourcing without depth
Existing platforms reach broadly but cannot assess whether a candidate genuinely has the depth a specialist role requires.
No domain expertise to validate
Generic recruiters cannot evaluate an ML architect or a Data Mesh engineer — roles stay open for 60–90 days as a result.
Right talent stays invisible
The best AI and data candidates are rarely active on job boards. Without the right network and signals, they are never found.
Friction across the workflow
Screening, scheduling, feedback, and coordination are fragmented across tools — slowing every hire and frustrating every hiring manager.

Tvarah runs every candidate through DEPTH — our Data Enrichment Pipeline & Transformation Harmonizer — capturing 50+ verified signals across resume, telephonic, and panel stages. Every shortlist is then matched through the SPEAR framework against your exact requirement. That is the difference between a shortlist and a shortlist you can trust.

The SPEAR framework

Five pillars every candidate is matched against —
the standard our entire process is built to meet.

S
Skills
Your exact requirement — not "close enough."
P
Project
The same work you'll deploy them on, not adjacent.
E
Expertise
Candidate domain matched to your requirement.
A
Alignment
Your rules, your weights — not a template.
R
Recency
Current in practice, not stale on paper.
The candidate page replaces the resume
Once verified, the Tvarah candidate page — not the resume — becomes what you actually review: verified data, the panel's notes, and the SPEAR match itself. Your hiring manager walks in prepared, not guessing.
2
Paying clients
Sigmoid and Celebal Technologies
5
Active pilots
Currently running
2–5K
Candidates sourced monthly
Across all technical and product roles
72h
Shortlist delivery
JD to validated profiles
How it works — DEPTH

Three scoring stages.
50+ data points. A significantly higher conversion rate.

Every candidate runs through our Data Enrichment Pipeline & Transformation Harmonizer — DEPTH — which unifies signal from every stage into one structured profile before the shortlist is ever assembled.

01
Resume scoring
Every resume scored against DEPTH-extracted data points — career trajectory, ownership scope, technical depth, quantifiable impact. Contextual evaluation, not keyword matching.
Automated
02
Telephonic scoring
Recruiters run a DEPTH-generated questionnaire — surfacing trade-off reasoning, true ownership depth, communication signal, and stakeholder ability. Data only a real conversation can produce.
Human-led
03
Panel scoring
Domain-specific panelists assess depth, judgement, and real-world fit. A Data Mesh architect assessed by someone who has built one. 7–10 years of experience assessing candidates with 0–5.
The moat
What makes us unique

Built to stay rigorous —
nothing reaches your shortlist at face value.

Expert panel network — the moat
Domain-specific senior professionals (7–10 years' experience) assess candidates in their own field — identified across 8+ platforms, verified, and onboarded as Tvarah panelists. A Data Mesh architect assessed by someone who has built one. This network takes years to build.
Configurable scoring
The weight given to each SPEAR criterion is configurable — if certifications matter more to you than raw years of experience, that weight shifts accordingly. Your rules, not a generic benchmark. Configured before we source a single candidate.
Beyond the surface
We go beyond the resume — and beyond first impressions — uncovering hidden talent that reads weak on paper, and revealing the reality behind candidates who oversell. A detection threshold flags AI-generated and AI-embellished resumes before they ever reach a recruiter's time.
Placement outcome data flywheel
Every placement generates accept/reject signals and retention data that trains the DEPTH scoring model. A competitor starting today has zero of this data. The model gets better with every hire — compounding over time into an advantage that widens, not narrows.

One role. 72 hours.
Judge us on results.

Give us a role — we return a scored, validated shortlist in 72 hours. Success fee only. You pay only if you hire.

Start a pilot
About Tvarah

Built by people who understand
what great technology and product talent looks like.

Tvarah was founded on a simple observation: the tools used to hire technology and product professionals were built for a different era. Volume-first, keyword-driven, generalist by design. We built something different — an AI-native process with expert human validation at its core.

Our mission

To deliver the right talent, to the right team,
with the rigour the role actually demands.

We exist because hiring for technology and product roles deserves far better than the industry has offered. Great candidates get lost in noise. Companies make consequential hires on thin evidence. We are here to change that — with the DEPTH algorithm, the SPEAR framework, and a panel network that genuinely understands the work.

Quality is not negotiable
We would rather deliver three profiles the hiring manager genuinely wants to meet than ten mediocre ones. We flag a gap rather than hide it. We stake our reputation on every shortlist.
Speed is a form of respect
Every day a role stays open costs a company momentum and a candidate an opportunity. 72 hours is not a marketing claim — it is a workflow commitment, backed by DEPTH.
70% AI, 30% human — deliberately
Our algorithms drive scale and consistency across sourcing, scoring, and enrichment. People apply the judgement AI alone cannot replace — in the telephonic screen, in panel matching, in every shortlist decision. We never hide behind the algorithm.
Trust is built in the details
With clients, with candidates, with each other. We do what we say. We say what is true. The candidate page replaces the resume precisely because we will not let an embellished document stand between a hiring manager and the truth.
What we've built

The mission needed an engine.
We built two.

DEPTH — Data Enrichment Pipeline & Transformation Harmonizer
Every candidate runs through DEPTH — capturing 50+ verified signals across resume, telephonic, and panel stages, unifying them into one structured profile. Only once every data point has been enriched through DEPTH do we say we know our candidate well. It is what makes the 72-hour SLA a workflow, not a guess.
SPEAR — Skills · Project · Expertise · Alignment · Recency
DEPTH enriches. SPEAR matches. Every candidate is evaluated across five pillars — your exact skills requirement, the type of project you'll deploy them on, domain expertise, configurable alignment weights, and whether their experience is current in practice. The result is a shortlist matched to your requirement, not to a generic benchmark.

The combination of DEPTH and SPEAR is what Tvarah is built on. Every shortlist that leaves us has passed through both — and the candidate page your hiring manager sees is the output of that process, not a reformatted version of the original resume.

The team

Founded by operators
who have lived this problem.

Vikas Vij
Co-founder
20+ years of operational transformation and AI/data platform leadership at scale. Global Head of Ocean Process & Platforms at Maersk. Led AI/ML and data engineering teams delivering products at scale for a $75B logistics company — the experience that anchors Tvarah's understanding of what good technology talent actually looks like when it ships.
Sandeep Guduru
Co-founder
Deep recruitment domain expertise and candidate pipeline leadership. Owns the sourcing and quality engine that makes the 72-hour SLA a workflow commitment, not a promise. Brings the recruitment operations depth that complements the technology and transformation background — and that no amount of AI replaces.
Core team
Product · Engineering · AI/ML · Operations
Malathi (Head of Product) · Atulya Sharma (Product Lead) · Aditya (Head of Engineering) · Shivargha (Lead AI & ML) · Rupa (Head of Hiring Operations) · Subhiksha (UX)
The product

DEPTH-powered. SPEAR-matched.
Directly deployable hires.

Every candidate runs through our Data Enrichment Pipeline & Transformation Harmonizer — 50+ verified signals, three scoring stages, one structured profile. Matched to your exact requirement before the shortlist is ever assembled.

Why SPEAR pays off

Directly deployable hires —
because the match was verified, not assumed.

Optimized internal hiring process
SPEAR filters for fit before the offer stage — fewer recruiter hours spent screening candidates who were never right for the role. A leaner internal hiring process, with real savings in both time and cost.
Less training time
A SPEAR-matched candidate has done your type of project, in the required domain, recently — onboarding time and hand-holding drop sharply because the match was verified, not assumed.

Once verified, the Tvarah candidate page — not the resume, and not an AI-polished version of it — becomes what you actually review: verified data, the panel's notes, and the SPEAR match itself. Your hiring manager walks in prepared, every time.

The DEPTH algorithm

We don't rely on assumptions.
We go by DEPTH.

50+
Data points captured on every candidate — not assumed. Every candidate runs through our Data Enrichment Pipeline & Transformation Harmonizer — DEPTH — which unifies signal from every stage into one structured profile. Only once every data point has been enriched do we say we know our candidate well.
From the resume
Career trajectory & ownership scope · Technical or product stack depth · Quantifiable impact claimed · Stability and progression patterns · Education signals
From telephonic scoring
Trade-off reasoning under ambiguity · Depth vs. breadth of true ownership · Communication & stakeholder signal · Motivation and retention risk · Availability and compensation reality
From panel scoring
Real shipped-work experience · System or product design depth · Judgement under real constraints · Domain-specific problem solving · Interaction quality with senior practitioners
How we verify

Three scoring stages.
A significantly higher conversion rate.

01
Resume scoring
Every resume scored against DEPTH-extracted data points — career trajectory, ownership scope, technical depth, quantifiable impact. Contextual evaluation, not keyword matching. Configurable weights per client.
AI-powered
02
Telephonic scoring
Recruiters run a DEPTH-generated questionnaire — surfacing trade-off reasoning, true ownership depth, communication signal, and stakeholder ability. Data only a real conversation can produce, scored into the same profile.
Human-led
03
Panel scoring
Domain-specific panelists assess depth, judgement, and real-world fit. A Data Mesh architect assessed by someone who has built one. The result of this process: only candidates who have genuinely earned their place reach your shortlist.
The moat
The right panel for the right candidate

Matched by domain —
assessed by someone who's actually done the work.

How we select panelists
  • 7–10 years of experience, assessing candidates with 0–5 — senior enough to judge real depth.
  • Identified across 8+ platforms, then connected with and onboarded as Tvarah panelists.
  • Evaluated on roles held, depth of work, domain and project history, communication ability, and problems solved.
  • Every background cross-platform verified before they assess a single candidate.
How we match
  • Matched by domain, project type, and seniority band — so the panelist assessing a candidate has genuinely done comparable work.
  • Visible on the candidate page: who assessed the candidate, and why they were the right panelist for it.
  • A Data Mesh architect assessed by someone who has built one. An ML platform engineer assessed by someone who has shipped one.
Built to stay rigorous

Nothing slips through —
configured to you, verified beyond the resume, immune to AI shortcuts.

01
Configurable scoring
The weight given to each SPEAR criterion is configurable — if certifications matter more to you than raw years of experience, that weight shifts accordingly. Your rules, your priorities, applied before we source a single candidate.
02
Beyond the surface
We go beyond the resume — and beyond first impressions — uncovering hidden talent that reads weak on paper, and revealing the reality behind candidates who oversell. Nothing reaches your shortlist at face value.
03
Catching AI-generated resumes
A detection threshold flags AI-generated and AI-embellished resumes before they ever reach a recruiter's time — so the pipeline stays clean even as AI resume tools proliferate.
Sourcing

Built ahead of demand —
not starting from zero when a role opens.

The best technical and product professionals are rarely active on job boards. Tvarah sources proactively — building a pre-vetted pool of talent continuously, so supply is already there when you need it.

Weekly, not just on demand
We scan LinkedIn, Naukri, GitHub, Kaggle, and other platforms every week to build a strong, current candidate database — not starting from zero the moment a requirement comes in. 2,000–5,000 candidates added every month.
Identifying who's actually looking
Beyond finding profiles, we identify which candidates are actively job-seeking right now — so outreach lands with people open to a conversation, not cold lists that go nowhere.
Cross-platform enrichment
LinkedIn, Naukri, GitHub, and other sources are cross-checked against each other before a profile ever enters the database — this is what limits the guesswork and keeps signal quality high.
Exceptional candidates marked separately
When someone exceptional surfaces before a matching role exists, they are flagged and tracked — ready to surface the moment the right requirement appears, not lost in the general pool.

We invest in sourcing ahead of demand, so supply is already there when you need it — not built after the fact. On-demand roles and repeated roles are both served from the same continuously enriched pool.

The workflow

Beyond the shortlist —
the entire hiring process in one place.

Most recruitment tools stop at the shortlist. Tvarah continues through the entire hiring process — scheduling, interview coordination, feedback capture, and round-by-round transparency in one place.

Live today
JD submission and structured parsing
Resume scoring via DEPTH algorithm
Telephonic screening and scoring
Expert panel assessment
Candidate profile page and prep card
72-hour ranked shortlist delivery
Coming next 90 days
Automated post-shortlist workflow
WhatsApp interview scheduling
AI post-interview round summaries
Single-screen multi-round transparency
Self-serve client portal
Configurable scoring weights per client
Services

One role. 72 hours.
Results that speak for themselves.

Every engagement is built around one promise — a DEPTH-powered, SPEAR-matched shortlist of technology and product talent you can trust, delivered within 72 hours. Start with a pilot, pay only if you hire.

Two types of demand — one pipeline

Every requirement served from
the same continuously enriched pool.

On-demand roles
For a specialised role you will not be hiring repeatedly — sourced and scored through our DEPTH algorithm, matched through SPEAR, and delivered within 72 hours of the JD landing with us. Supply is already in the pipeline before you ask for it.
Repeated roles
Configure a role once — scoring weights, SPEAR criteria, seniority band — and candidates are continuously enriched and scored against it. When you need another hire of the same type, the pipeline is warm, not cold.
Service lines

Start with a placement.
Grow into a partnership.

Live today
Permanent placement
End-to-end technology and product recruitment — DEPTH-powered resume scoring, telephonic screening, expert panel assessment, and SPEAR-matched shortlist delivered within 72 hours. Every profile includes a candidate page with tailored interview questions. Success fee only.
Launching M3
Talent partnership — retainer
For companies with ongoing hiring needs across technology and product roles. Dedicated account manager, priority access to Tvarah's continuously enriched candidate pool, configurable scoring per role family, SLA-backed delivery, and monthly market intelligence report.
Coming M6
RPO as a service
Tvarah embeds within your hiring function as the specialist technology and product recruitment layer — handling sourcing, DEPTH scoring, panel assessment, and shortlist delivery end-to-end. Designed for GCCs and large enterprises scaling multiple role families fast.
Coming M6
Contract and contract-to-hire
Need technology or product expertise for a specific project or interim period? Tvarah sources and places contract professionals through the same DEPTH validation rigour as permanent hires — not a lighter-touch process for a shorter engagement.
How we work with you

Three rhythms that keep
you informed without the noise.

Most recruiters go quiet between shortlists. Tvarah operates on a structured client success cadence — so you always know where your roles stand without having to chase.

Daily — automated pipeline update
Every morning, a pipeline status update covers every active role — candidate count, DEPTH stage, and expected delivery date. Automated, specific, and actionable. No chasing required.
Weekly — human check-in
A 15-minute call or WhatsApp message with your Tvarah account manager. Active roles reviewed, priority changes captured, one market insight shared. Fast and useful — not a formal meeting.
Monthly — strategic review
A 45-minute session covering placement outcomes, pipeline health, upcoming roles, and SLA performance. Includes Tvarah's monthly technology and product hiring benchmark report — market intelligence, not just status updates.
One rule we hold ourselves to
We never go more than five days without a touchpoint on an active role. If there is no news, we create one — a market insight, a candidate signal, a check-in. Silence is the fastest path to a bad recruitment relationship.

Start with one role.
No commitment required.

Success fee only on the pilot. You pay only if you hire. No retainer until after the first placement. Give us a role and judge us on results.

sandeep.guduru@tvarah.com
atulya.sharma@tvarah.com
Start a pilot
Clients

Already trusted by companies where
quality of hire is the business.

Tvarah delivers technology and product talent you can trust — AI-screened, expert human panel-validated. We work with companies where a wrong hire is not an inconvenience, it is a client relationship at risk.

Why DEPTH and SPEAR matter here

Consultancies cannot afford
a candidate who looked right on paper.

Every consultant is client-facing
At an AI and data consultancy, the candidate you hire becomes the face of your firm to a Fortune 500 client. A generic recruitment process — one that relies on CV keywords and a phone screen — is not built to verify the depth that role demands.
Speed is non-negotiable too
Consultancies scale delivery teams to meet client demand. When a new engagement opens, the hiring window is short — a slow process means a delayed project start, or a project awarded to a competitor who staffed faster.

DEPTH verifies what the resume claims. SPEAR ensures the match is real, not approximate. The candidate page replaces the resume in the hiring manager's hands — so every profile that reaches the client already has depth verified by someone who has done that work.

Sigmoid
AI & Data Consultancy · Anchor client
One of India's leading AI and data consultancies, working with Fortune 500 companies on data engineering and AI. Every consultant Sigmoid hires is client-facing — quality of hire is directly tied to client relationship quality. Generic recruitment cannot verify the depth these roles demand.
Active clientDEPTH-validated placements
Case study
Full case study coming soon — placement outcomes, shortlist advancement rates, and hiring manager feedback.
Celebal Technologies
AI & Data Consultancy · Anchor client
A leading AI and data consultancy with deep expertise in Microsoft technologies and cloud-native data platforms. Celebal scales delivery teams rapidly to meet client demand — hiring speed and quality are both non-negotiable, and both are what Tvarah is built to deliver.
Active clientDEPTH-validated placements
Case study
Full case study coming soon — placement outcomes, shortlist advancement rates, and hiring manager feedback.
Active pilots
5 companies currently piloting
Five companies are currently running pilots with Tvarah across technology and product roles. Case studies will be published as placements complete and outcomes are validated.
Pipeline
85 qualified target companies
Active outreach and qualification conversations with 85 target companies across AI/data consultancies, funded startups, and GCCs in India.
2
Paying clients
Sigmoid & Celebal Technologies
5
Active pilots
Currently running
85
Pipeline companies
Qualified and in outreach
2–5K
Candidates sourced monthly
Continuously enriched via DEPTH
The pilot close

One role. 72 hours.
Results that speak for themselves.

Submit a JD. We run it through DEPTH. You receive a SPEAR-matched shortlist in 72 hours. Success fee only. You pay only if you hire. No retainer until after the first placement.

Already trusted by Sigmoid and Celebal Technologies, with more joining.
tvarah.com
sandeep.guduru@tvarah.com
atulya.sharma@tvarah.com
Start a pilot