CONTINUITY 1 · Pre-Seed Bridge

Patching hiring.
Rebuilding the function.

In-house Talent Acquisition is the most broken function in modern company-building. Continuity 1 is the operating system that replaces it. Methodology validated at 1:3 placement ratio, roughly 10× the industry average.

1 : 3
Placement Ratio
4 Layers
Productized TA Function
₹100K ($1K)
TABP MRR / Client
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The Problem

In-house TA is the most broken layer in modern company-building.

Agencies, ATS, AI screeners, job boards. Every workaround in the market exists because the TA function itself doesn't work. None of them fix it. They each patch a symptom.

What's broken inside TA

  • Slow decisions; ghosting at critical moments
  • Vague or absent feedback to candidates and partners
  • Information blocked between hiring manager and external help
  • Limited competency, especially in mid-market budgets
  • Average TA tenure ≈ 2 years, so no continuity and no compounding learning

What it costs companies

55%
drop in interview-to-offer rates
178%
surge in irrelevant applications
59%
of employees quietly disengaged
2-3×
salary lost per wrong hire

Source: WEF, Gallup, Ashby Reports

Every tool in the market patches a layer. Nobody is rebuilding the function. That's the gap.

The Reframe

We don't compete with TA. We replace it.

Continuity 1 is not a better agency. It's the productized in-house TA function, delivered as a managed service on a monthly retainer, AI-augmented. Four products. Four layers of the TA function.

Operational layer

Gateway

Replaces the in-house TA function. Monthly retainer.

Interview layer

SelectNow

Async, AI-graded interviews. Standardized across HMs.

Assessment layer

FlowQube

AI-generated, job-realistic skill tests.

Candidate flywheel

Diverge

Verified candidate profiles + interview practice. Feeds Gateway sourcing.

Each product solves one TA dysfunction. Together they form an operating system competitors would need to replicate across four distinct builds.

Proof

The methodology already works. 5-10× the industry.

Select product-company clients
1 : 35
Industry average
→
1 : 3
Continuity 1
Shortlist-to-hire ratio after screening for joining certainty, 30-day availability, and day-one productivity, all before any offer goes out.
"We were sold on the first profile."
Manjeet Singh
HR Head · Harbinger Group · 1,000 emp
1 : 35 → 1 : 3
"Your candidates get hired and we look good."
Vidhya Shree
TA Lead · Appnomic Software · 400 emp
1 : 15 → 1 : 4
"You have helped us hire great people, they are doing so well."
Preetpal Singh
Founder · iHeald · 20 emp
Achieved 1 : 3

Founder track record: built hiring systems that scaled a company from $0 to $100M (₹0 to ₹1,000Cr) in 18 months.

Market Signals · Q4 2025 to Q1 2026

Indian recruitment is an $18B (₹1.8 Lakh Cr) market growing to $48B (₹4.85 Lakh Cr) by 2030. Mercor closed at a $10B (₹1 Lakh Cr) valuation, 5× the prior round. Workday acquired Paradox for $1B (₹10,000Cr). $18.8B (₹1.88 Lakh Cr) in HR-tech M&A in 9 months of 2025, a record. Capital is flowing into productized hiring; traditional services are declining.

Get In Touch

Everyone is trying to fix hiring.
We're fixing the function that's supposed to fix hiring.

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Gurkanwal Kalsi · Founder & CEO · Pune, India