Staffing Company in India | Contract, Bulk & Payroll Staffing

What we run for you

Four mandates. Every workforce problem sits in one of them.

Most staffing partners sell résumés. We take responsibility for headcount on the floor, the muster roll behind it, and the challans it generates.

01 · Staffing

Contract, temporary & permanent hiring

Blue-collar and white-collar deployment at any scale — from twelve supervisors to a 400-person shift ramp before peak season. Sourced through our own field recruiter network, not a job-board scrape.

Contract staffing Temporary staffing Permanent hiring Bulk hiring

02 · Payroll

Third-party payroll & managed workforce

Workers sit on our books. You get one consolidated invoice, attendance-linked billing, and headcount that never touches your permanent employee ratio.

Third-party payroll Payroll outsourcing

03 · Compliance

Labour law, PF, ESIC & statutory cover

Monthly challans, registers, returns and audit files maintained to inspection standard. Principal-employer liability under the CLRA Act is the risk we exist to absorb.

Compliance management PF & ESIC

04 · Talent

Blue-collar & white-collar sourcing

Field recruiters for shop-floor trades, scorecard screening for professional roles, and background verification before anyone reports to duty.

Blue collar White collar Permanent

Industries

We staff where the work is physical, seasonal or regulated.

Each sector has its own recruiter pool, wage benchmark and compliance checklist. Pick yours to see role-level fill times.

ManufacturingMACHINE OPERATOR · CNC / VMC OPERATOR WarehousePICKER / PACKER · LOADER / UNLOADER AutomobileASSEMBLY LINE OPERATOR · CNC / VMC OPERATOR PharmaPACKING LINE OPERATOR · PRODUCTION OPERATOR LogisticsHUB / SORTATION ASSOCIATE · LOADER / UNLOADER RetailSTORE EXECUTIVE / CSA · CASHIER E-commerceFC ASSOCIATE · SORTATION ASSOCIATE ConstructionMASON / BAR BENDER · CARPENTER / SHUTTERING FMCGPACKING LINE OPERATOR · WAREHOUSE ASSOCIATE ITSOFTWARE DEVELOPER · QA / TEST ENGINEER HealthcareSTAFF NURSE · NURSING ASSISTANT / GDA HospitalityF&B SERVICE STEWARD · KITCHEN / COMMIS BFSISALES / RELATIONSHIP EXECUTIVE · COLLECTIONS EXECUTIVE EngineeringDESIGN ENGINEER · PROJECT ENGINEER Food ProcessingPRODUCTION OPERATOR · PACKING LINE STAFF TextileSTITCHING OPERATOR · CUTTING MASTER / HELPER Oil & GasPLANT OPERATOR · INSTRUMENTATION TECHNICIAN Real EstateSALES EXECUTIVE · CRM EXECUTIVE EducationADMINISTRATIVE STAFF · LAB ASSISTANT

Deployment sequence

From requirement to first shift.

The order matters, so we number it. Every stage has an owner and a clock.

01

Requirement mapping

Role, headcount, shift pattern, wage band, skill test and site conditions documented with your plant or HR lead. Wrong wage benchmarking is the single biggest cause of failed blue-collar mandates — we fix it here.

24 hrsfrom enquiry

02

Sourcing & screening

Field recruiters activate the local catchment — ITI clusters, migrant networks, referral chains and our own worker database. Screened on skill test, document validity and distance from site.

2–4 daysfirst shortlist

03

Verification & onboarding

Aadhaar, address, prior employment and police verification where mandated. UAN, ESIC number and bank account created before joining, not after.

48 hrsper candidate

04

Deployment & induction

Reporting on shift with safety induction, PPE issue and site-specific SOP briefing done. A site coordinator stays on ground for the first fortnight.

Day 7median first shift

05

Attendance, payroll & compliance

Biometric attendance feeds payroll; wages paid by the fixed date; PF, ESIC, PT and LWF challans filed and shared with your compliance team every month.

Monthlyaudit pack

06

Retention & replacement

Attrition tracked by role and site. Replacements are contractually guaranteed inside a fixed window, without a fresh sourcing fee.

72 hrsreplacement SLA

Case study · E-commerce fulfilment

400 seasonal associates across three Bhiwandi hubs — staffed in 19 days.

A national marketplace needed a peak-season ramp without breaching its principal-employer obligations. We ran parallel sourcing across three catchments, onboarded on our payroll, and held attrition below the client's internal benchmark through the entire peak.

Discuss a similar ramp →

19Days to full strength

400Associates deployed

8%Peak-season attrition

0Compliance notices

Why teams switch to A1 Hiring

Accountability you can audit.

“Our earlier vendor sent people; A1 sends a running system. Attendance, wage register and PF challans arrive before we ask for them, and our statutory audit last year closed without a single observation on contract labour.”

“We ramped from 60 to 240 workers in under a month across two hubs. What mattered was that the replacement SLA actually held during peak — that's where every other agency had failed us.”

ISO 9001:2015CLRA LICENCED CONTRACTORPF & ESIC REGISTEREDGST COMPLIANT INVOICINGPOSH POLICY IN FORCEMSME REGISTERED

FAQ

Before you shortlist a staffing partner.

How fast can you deploy workers at a new site?

Median first shift is day 7 from a signed requirement for standard blue-collar roles in our active cities. Skilled roles such as CNC operators or GMP-trained packing staff typically run 9–14 days. Bulk mandates above 100 headcount are staged in batches so production isn't waiting on the last joiner.

Who carries the compliance liability for contract workers?

Under the Contract Labour (Regulation and Abolition) Act, the principal employer remains liable if the contractor defaults. A1 Hiring holds its own CLRA licence, files PF, ESIC, PT and LWF on time, and shares the monthly challan and register pack so your compliance team has documentary proof on file before any inspection.

How is billing structured?

Attendance-linked billing on actual man-days, with a transparent break-up of gross wage, statutory employer contributions and service fee. No per-CV charges and no hidden onboarding fees. Rate cards are quoted per role, per city, per shift pattern.

What happens if a deployed worker leaves or underperforms?

Replacements are covered by a 72-hour SLA on active mandates and carry no fresh sourcing fee. For permanent placements, a standard replacement guarantee window applies from the date of joining.

Which cities do you cover?

Mumbai, Pune, Delhi NCR, Bangalore, Hyderabad, Chennai, Ahmedabad, Surat, Vadodara, Jaipur, Lucknow, Nagpur, Indore and Kolkata, with satellite coverage into surrounding industrial belts such as Bhiwandi, Chakan, Manesar, Hosur and Sanand.

Start a mandate

Tell us the role, the site and the headcount.

You'll get a wage benchmark, a fill-time estimate and a compliance-inclusive rate card within one working day.

Request staff Get a rate card Call the desk

Manpower on the floor in days, not quarters.