No case studies. Just the process we run — and what we stand behind.
Remvix is a new company. Rather than dress up numbers we haven't earned, here is exactly how we source, vet, hire, and operate your team — and the commitments we'll hold ourselves to. Judge us on the process and the people running it.
Built by an HR veteran who's lived the hiring problem.
Remvix is founded and led by Ahmad Yusuf — a talent & HR leader with 16+ years building, scaling, and retaining teams for global technology companies. He has led regional HR for a global enterprise SaaS company, headed the people function at a fast-growing data-science startup, and been HR business partner across the UK and India for a multinational IT & engineering firm.
That experience is the product: a repeatable system for sourcing, vetting, employing, and retaining a dedicated team — built to compound over years.
More about the founder- Hire for retention — we optimise for people who stay, because churn is the real cost.
- Vet with practitioners — senior industry experts run the technical bar.
- Own the operating layer — payroll, compliance, equipment, HR handled, so you manage work.
Every candidate runs a gauntlet before you see them.
- 01
Role brief
We scope the role, seniority, stack, and the bar with you.
- 02
Floated to the network
Your brief goes to our internal network of 50,000+ vetted professionals.
- 03
AI + manual shortlist
Applications from interested candidates are screened by AI and by our team for fit and intent.
- 04
Expert-panel interview
Shortlisted candidates are interviewed by an onboarded panel of senior industry experts — practitioners, not generalist recruiters.
- 05
Your client round
You interview the finalists and make the call. No hire happens without your sign-off.
- 06
Offer & notice buyout
We handle the offer and, where needed, notice-period buyout.
- 07
Onboarding
Equipment, payroll, compliance, and IP paperwork — handled before day one.
- 08
Operated & retained
HR, people ops, performance and retention run by Remvix from day one.
Our commitments, stated plainly.
Response SLA
A vetted shortlist within 7 days of the brief. An onboarded hire in ~21 days in the ideal case. Email enquiries answered within one business day.
Replacement policy
If a hire isn't the right fit, we align a replacement to your needs and backfill within the standard 7–14 day shortlist window. Engagements are month-to-month, so you stay in control.
IP & confidentiality
Every team member signs an NDA with IP assignment, so the code, data, and work product are yours.
You own the work
Your team is full-time and dedicated to you. You direct the work and approve every hire; Remvix runs the employment, operations, and people layer behind it.
What we don't have yet.
We don't publish client logos, testimonials, or retention statistics — because we're new and haven't earned them. Any company that shows you those on day one is showing you something invented.
What we do have: a founder who has spent 16 years doing exactly this, a 50,000+ vetted talent network, an expert panel that runs the technical bar, and a month-to-month engagement so the risk of trying us is small and reversible. Ask us hard questions on the call — that's what it's for.
Book a discovery callYour next great hire is in India. We'll find them.
Talk to a Remvix specialist about your roles, timeline, and budget. Get a tailored shortlist within 7 days — no commitment, no agency lock-in.