Build your own AI hiring function with people who actually hire AI
Most companies trying to hire AI talent do not know what good looks like, so they over-pay for the wrong skills or pass on the right ones. This is advisory: we help you build the AI hiring function, not just fill one seat.
Role definition, level and comp benchmarking, sourcing strategy, and an interview process that can actually tell a builder from a buzzword — drawn from how Banao hires its own engineers.
Banao — hires AI and ML engineers for its own ~300-person company every week; this is that playbook.
Hiring AI talent well is a system, not a job post. We help you build the system and hand it to your team.
Role & skill mapping
We translate a fuzzy 'we need AI people' into specific roles, levels, and the skills each one genuinely requires.
Comp & market benchmarking
What AI and ML talent actually costs by level and market, so you neither over-pay nor lose offers you should win.
Sourcing strategy
Where the people you need actually are and how to reach them — beyond posting a job and waiting for noise.
Interview process design
An evaluation that separates people who have shipped from people who can talk, modelled on Banao's own screen.
Advice drawn from hiring our own engineers, not a textbook
Banao hires AI and ML engineers for its own teams continuously and has tuned the role definitions, comp bands, and interview process against real outcomes. The consultancy hands you that playbook.
AI-first companies Banao has built engineering for
Banao has delivered engineering for AI-first companies like Studylab AI and Manentia AI — work that informs how we advise on hiring AI talent.
Metrics shown dotted (··) are being finalised in our case-study metrics pack. The practice is real; we will not publish a number before it is verified.
We advise from our own hiring, not a deck
Banao hires AI and ML engineers for a ~300-person company every week. The role maps, comp bands, and interview rubrics we hand you are the ones we use ourselves and correct when they fail.
A recruitment consultant who has never had to ship on their own hires is guessing. We are not — we live with every hiring decision we recommend.
Vikaas
Runs the sourcing playbook this consultancy hands you.
InterviewGod
Is the interview process we recommend, in production at Banao.
When you don't need a consultancy
Sometimes advice is not what the situation calls for. We will say so:
You just need one engineer, fast
skip the advisory and hire from the bench directly.
You want the work done, not the function built
a dedicated team is the answer, not a hiring playbook.
Your hiring already works
if your process clears good people reliably, we will not sell you a fix you do not need.
We diagnose before we prescribe.
Hiring Discovery Sprint
We audit your current AI hiring — roles, comp, sourcing, interview — and hand back a prioritised set of fixes. Yours to act on with us or alone.
Build the function
Role maps, comp bands, sourcing plan, and an interview process designed with your team and tested on real candidates.
Run or hand over
We can run sourcing for you through Vikaas, or hand the playbook to your team and step back. Your call.
The questions buyers ask first.
Is this advisory, or do you also place candidates?
How is this different from RPO?
What makes your hiring advice credible?
How long does it take to see value?
Tell us where your AI hiring breaks
Bring the roles you keep mis-hiring or cannot fill. In 30 minutes we'll show where the process is leaking and how to fix it.
Book a consult call →