Skip to content
SioorasGlobal LLP

Executive Search · Permanent Recruitment · AdTech Solutions

Right people. Smarter reach. One partner.

Growth needs two things — the leaders who can build it and the visibility that brings customers to it. Siooras Global LLP delivers both, under one roof and one point of accountability.

Start a conversationSee how we work
A recruiter reviewing candidate suggestionsTwo people signing an agreement
About

A partner built for both sides of growth

Both are judged on the same thing: whether the business moved.

More about the team

Most companies hire one firm to find their people and another to find their customers. The two never talk, and the business ends up stitching the strategy together itself.

Siooras Global LLP was set up to close that gap. We are a recruitment and advertising technology practice run by specialists who have spent their careers inside the industries they serve — so a hiring mandate is briefed with the same commercial context as a campaign.

The model

Talent

Executive search and permanent recruitment, run by specialists who only do that.

Reach

Media planning, performance campaigns and the tracking that proves what worked.

One point of accountability

Briefed together, reviewed together, measured on the same business outcome.

Services

What we do

Six practices. Each one is led by people who do only that.

  • Talent

    Executive Search

  • Talent

    Permanent Recruitment

  • Reach

    Advertising Solutions

  • Reach

    Performance Marketing

  • Talent + Reach

    Data & Analytics

  • Talent + Reach

    Technology Enablement

Track record

The record so far

Successful placements
1,000+
Client organisations
150+
Cities covered
25+
Client retention
95%

Figures current as at August 2026. Retention measured as clients who returned with a second mandate within twelve months.

Where we work

Sectors we know from the inside

Our recruiters are not generalists with a job board login. Each desk carries its own map of who is good, who is available and who is quietly open to a move.

  • IT & ITeS
  • BFSI
  • Manufacturing
  • Automobile
  • Energy & Infrastructure
  • Healthcare
  • Pharma & Life Sciences
  • Retail & FMCG
Specialist desk

Healthcare hiring

We staff hospitals, multi-speciality and super-speciality networks, diagnostic chains, biotech firms and health-tech companies — with credential verification built into the shortlist, not bolted on after the offer.

Roles covered

  • Consultants, specialists and super-specialists
  • Staff nurses, nurse managers and nursing educators
  • Lab technicians, radiographers and physiotherapists
  • Hospital administration, HR, finance and facility management
  • Medical affairs, regulatory, clinical operations and R&D
Specialist desk

Technology hiring

For engineering teams, we screen on problem-solving and architecture decisions rather than keyword matches — because a CV that lists a framework tells you very little about the person who will maintain it.

Roles covered

  • AI / ML engineers
  • Cybersecurity specialists
  • Cloud architects
  • Full stack and backend developers
  • Data engineers and analysts
  • DevOps engineers

Stack coverage

  • Python
  • Java
  • React
  • Node.js
  • AWS
  • Azure
  • GCP
  • Docker
  • Kubernetes
  • TensorFlow
  • Power BI
  • Snowflake
  • MongoDB
AdTech

The reach side, in detail

Two sides of the same exchange. We work both, which is why a campaign brief and an inventory problem get answered by the same team rather than passed between two.

For advertisers

Demand side

You bring a budget and a number you need to hit. We buy the inventory that moves it, and keep buying only what keeps moving it.

What that covers

  • DSP setup, targeting and budget control
  • Real-time bidding on individual impressions
  • Creative and landing-page review before delivery starts
  • Optimisation of targeting, creative and pacing against the stated objective
  • Invalid traffic credited back rather than quietly billed
For publishers

Supply side

You bring inventory. We connect it to demand, and we defend what it earns from the things that quietly devalue it.

What that covers

  • SSP integration and demand mix
  • Yield strategy and floor management
  • ads.txt and app-ads.txt kept correct
  • Brand-safety and traffic-quality screening
  • Reporting that ties a payout to the impressions behind it

How the trade happens

  • Programmatic
  • SSP
  • DSP
  • RTB
  • Publisher monetisation
  • Campaign optimisation

Formats we run

  • Display
  • Video
  • Native
  • Mobile

Bot traffic, domain spoofing and ad stacking are refused outright, not tolerated below a threshold — the rules are written down in the Anti-Fraud & Invalid Traffic Policy, and what we hold every trading party to is in the AdTech Services Policy.

How we work

How an engagement actually runs

Two tracks, both with a named owner and a fixed review rhythm from day one.

Track A

Recruitment

Stages
7
Feedback loop
Closes within 48 hours
Owner
One named person, from brief to close

  1. Requirement analysis

    We sit with the hiring manager to agree what success looks like in the first year, and what is genuinely non-negotiable.

  2. Talent sourcing

    Databases, referrals, networks and direct headhunting for the people who are not applying to anything.

  3. Screening & shortlisting

    Resume review and a structured telephonic round before anything reaches your inbox.

  4. Assessment & evaluation

    Technical and behavioural rounds, plus a read on cultural fit against the brief.

  5. Client interview

    Scheduling, candidate prep, and a feedback loop that closes within 48 hours.

  6. Offer & closure

    Negotiation, documentation and reference verification through to signature.

  7. Post-placement support

    Joining follow-ups and check-ins with both sides through the settling-in period.

Two tracks, one standard of proof.

Why Siooras

Why clients stay

  • Senior people stay on the file

    The person who takes your brief is the person who runs it. No handover to a junior desk once the contract is signed.

  • Discretion as default

    Leadership searches and market mapping are handled without your name entering circulation until you decide it should.

  • Accountability you can audit

    Every mandate and every campaign carries agreed metrics and a review cadence. If something is off track, you hear it from us first.

  • Technology that earns its place

    We automate the repetitive work and keep the judgement human. You get faster turnaround without a shortlist assembled by a filter.

  • Built for the long file

    Our commercial model rewards retention, not churn. We would rather place four people who stay than fourteen who do not.

  • One team, two capabilities

    Talent and media briefed together, so the growth plan and the hiring plan stop contradicting each other.

What we stand for

What we stand for

Vision

To be recognised globally as a partner that raises the standard of both talent acquisition and advertising technology — and to create value that reaches past our clients into the communities they operate in.

Mission

To deliver talent and technology solutions of a quality we would be happy to be judged on publicly, through honest counsel, continuous invention and a refusal to overpromise.

Values
Integrity
We say the same thing to the client, the candidate and each other.
Innovation
We change our methods when the evidence says we should, not when a trend says we should.
Excellence
Precision in the detail, and a habit of reviewing our own work before anyone else has to.
Client success
Our result is the one that shows up in your numbers, not ours.
Next step

Tell us what you are trying to build

A short call is usually enough to know whether we are the right fit — and we will say so if we are not.

Get in touch

Or write to us directly from the contact page.