NicheSoft is a body-shopping company that provides staffing solutions and software support. It prides itself on its Best Hire Process (BHP) which focuses on quickly submitting qualified candidates that are a good cultural fit for clients. The BHP is a cyclical process that involves the client providing a job description, niche specialists finding candidates, screening and pre-screening candidates, conducting background checks, and getting ongoing client feedback to refine the process. NicheSoft's competitive advantage is its pool of experienced resources and commitment to the BHP to deliver the best talent at the best price.

1. NicheSoft
Using Technology To Empower Business

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According to a 2012 Career Builder Survey, forty-one percent of
companies estimate that a bad hire costs more than $25,000, and
one in four said it costs more than $50,000. NicheSoft could be
your strategic partner to help you get the Best Hire every time.
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History
NicheSoft started as a software consulting company in the
embedded domain in the year 2005 in Beaverton, OR for Thales
Avionics. After completing a number of projects successfully with
partners, NicheSoft started developing its own projects that were
executed from our India office. In late 2006, we started providing
body-shopping services on demand for major companies like Cisco,
Intel, Microsoft and so on. Today, we are highly respected as a
body-shopping company capable of delivering Niche requirements
with an astonishingly Quick Turn-Around (QuTA) time.
Management
Aggressive technical professionals are managing the company with
about 34 years of industry experience in various domains. Our
management team believes in employee first and customer focus.
We imbibe this philosophy and apply in day to day operations of
the organization.
The steady growth and success of our company is dedicated to our
Great Management Team.
Competitive Advantage
NicheSoft specialises in body-shopping with a strong pool of talent
with senior resources in Java, C, C++, .Net, Embedded Systems,
BI, Informatica, IDQ to clients such as Intel, Cisco, Microsoft,
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Cognizant, TCS, Infosys. We also provide Software Support and
done so for Thales Avionics and Cisco.
We pride ourselves in following BHP, short for Best Hire Process,
our recruitment process. This contains two key aspects, 1.QuTA,
2.MCS. QuTA, which is short for Quick Turn-Around, which is a
focus on submitting 5 good-fit resumes within just 3 days. MCS, is
actually Max Cost Saving, which is our commitment to getting the
Best Talent + Best Price = Max Cost Saving. Most of our clients
have found their desired resources through our BHP and have
become our regulars.
BHP is our cyclical recruiting process that has an intense focus on
regular client feedback. Our process focuses on finding the
candidate who would be the Best Fit to not only your
requirement, but also to your culture. We further enhance the
chances of this Fit by doing a proper due diligence on the
candidate before submission.
Let’s have a brief insight into the process:
Step 1: Client Job Description (CJD)
The CJD is handed over to NicheSoft through a JD form which will

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The Best Hire Process
aka BHP much like its
meaning in the racing
world, is a measure of
the great power of our
staffing capabilities. At
NicheSoft, we are proud
of having a highly
skilled team, which
follows this process
almost religiously.
have all the essential fields that need to be filled b the client. The CJD is then handed over the Niche Hiring
Manager.
Step 2: Niche Hiring Manager (NHM)
The NHM then studies the CJD and matches the requirement to the senior-most Talent Acquisition Specialist
available with suitable experience for the required domain.
Step 3: Talent Acquisition Specialist (TAS)
The TAS starts work on the requirement and generates as many resumes possible with a target to produce at
least 5 good resumes before the end of that day.
Step 4: Super-Fit Resume (SFR)
The 5+ resumes are then scrutinized to see which are the 2 most Super-Fit Resumes and sent to NHM for
Technical Pre-Screening.
Step 5: Technical Pre-Screening (TPS)
Here, after a rigorous TPS, which also includes the most underrated albeit crucial Cultural-Fit check, the NHM
will submit the SFRs to the Client if satisfied. If not, the feedback is given to the TAS to generate better
profiles.
Step 6: Background Check (BGC)
Once the interview has happened, and the Client is fully satisfied with the SFR candidate, the NHM would offer
to initiate the process of the Background Check formalities. Meanwhile, the candidate is also prepped for
joining on the date mutually finalized by the candidate and himself/herself.
Step 7: Client Feedback (CFB)
Almost in every step, there is an interaction between all participants, and more so the Client by means of the
Client Feedback. It is imperative to note that th NHM plays a critical role in ensuring a Quick Turn-Around
(QuTA) time.
Contact Info
Phone: +1.503.536.2044
sales@nichesoftsolutions.com