The India Skills Report 2026 reflects that manufacturing companies are taking a targeted approach to hiring, with greater emphasis on highly skilled and experienced talent Aaviah People’s Network Company (APNC) has built its r solid identity within the Senior Talent Search Market . Founded in 2018, APNC was started by Aaviah Sachdev as recruitment firm and in the last 8 years it has delivered and is now referred as a preferred Boutique Talent Seach firm offering a offering customized talent solutions, based on their indepth understanding of each clients business, industry, talent landscape and fitment of an individual. Each step right from getting a download of the role is a key differentiator at APNC.
Today, APNC works with more than 114 clients across industries and operates through two distinct verticals: APNC Search, which handles senior and leadership hiring mandates through a customized search process, and APNC Velocity, which addresses middle-management hiring and delivers at pace.
Aaviah Sumit Sachdev, started her entrepreneurship journey after working with the Corporate world for nearly two decades. During her corporate journey, she worked with only 2 organisations, 1) Leading Global Manufacturing organization, where she was responsible for managing HR operations for Asia, & Africa geographies.
While India was always her base, but her exposure to Talent markets including China, Indonesia, Malaysia, South Africa, Kenya, Middle East & Nigeria gave her an opportunity to look at Talent from a Global Lens. Before she started APNC, Aaviah served ABC Consultants as an Executive Director.
Understanding the Requirement
Recruitment is a simple business but to assume it is easy with relatively very low entry barriers is a myth. The distinction becomes apparent even in seemingly standard positions. Two companies may both require an HR Head for instance, but the right candidate for each could be entirely different. APNC walks an extra mile to understand a simple position, each detail about the maturity of the business, organizational culture, industry dynamics, leadership expectations and immediate challenges surrounding the role are well understood before any search is initiated. Only after a complete scanning an ideal candidate is identified.
APNC therefore begins with deeper engagement with the client rather than immediately moving into candidate sourcing. The approach has helped it build relationships in which clients frequently recognize APNC for being equally invested in filling a critical position as their own teams.
“For APNC, this depth of client engagement is a more meaningful measure of growth than simply expanding headcount. What started from a small office in the founder’s backyard has consequently developed into a search business serving over 114 organizations”, says Aaviah Sumit Sachdev.
Looking Beyond the Résumé
APNC offers similar depth about understanding its candidates. Its search philosophy is built around fitment rather than viewing professionals as inherently suitable or unsuitable. This becomes particularly important in leadership and critical talent search, where professional experience and compensation expectations provide only part of the picture. APNC examines the individual’s motivation for change, integrity, interests, professional philosophy and alignment with the environment into which the person is being hired.
Such detailing is the core of APNC Search, leadership search vertical. Senior mandates receive a highly customized approach with significant personal involvement from the founder. APNC Velocity complements it by focusing on middle-management positions where responsiveness, fitment, and turnaround time are equally important.
The two-pronged structure allows APNC to differentiate between assignments that demand intensive leadership assessment and those requiring speed, rather than forcing every recruitment mandate through an identical process.
Technology that Creates More Time for People
The firm has actively embraced technology across activities that previously demanded considerable consultant time. Routine woncluding the Industry mapping, demography based search and organizing data into palatable reports around candidate mapping universe s, information consolidation, report preparation and other repetitive processes is increasingly technology-enabled. The objective is deliberately practical: consultants should spend less time managing formats and more time understanding people.With help of AI the scope for error free process has minimized.
APNC’s next phase is centered on multiplying its reach while valuing the deep rooted relationships that APNC has built with its client and candidate over the past years
“This human-technology balance is particularly relevant as recruitment itself becomes increasingly automated. APNC uses technology to remove administrative friction coupled with deep experience of consultants in evaluating candidates which is great combination and is immensely helpful in decisions where context matters”, shares Aaviah Sumit Sachdev.
Consequently, its consultants are expected to be curious, continuously build knowledge and probe beyond readily available candidate information. That deeper investigation becomes valuable when a résumé appears suitable but the motivations, working style or expectations behind it tell a different story.
Scaling Trust without Diluting the Model
APNC’s next phase is centred on multiplying its reach while protecting the depth that has built its client and candidate relationships. If the firm handles around 100+ closures today, the ambition is to progressively increase that number without converting boutique search into a volume exercise.
Doing so requires building a team that shares the same sincerity, curiosity and willingness to work deeply on assignments. The founder also credits the guidance of her spiritual master, Shri Tarneiv Ji, particularly his principles of being limitless, thinking expansively and serving clients with one’s best, as an influence on her leadership and approach to business.
Ultimately, APNC wants to occupy a very specific position in the recruitment market: to become the ‘first and only’ choice clients consider for leadership search. Its journey suggests that reaching that position will not depend on searching faster alone, but on preserving what has shaped the firm since its beginning - the discipline to understand before attempting to hire.
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