Flyback exists because we watched capable people come home to India and get read as if the last several years had not happened. This page is the one we would want to find if we were the ones deciding whether to trust us.
Indian hiring runs on tags. IIM, IIT, ex-McKinsey, ex-BCG. Those tags are a compression scheme, and like all compression schemes they throw away whatever was not in the dictionary. A career built at a company nobody in the room has heard of, in a market where the standards happen to be higher, does not compress. It just disappears.
You can watch this happen in a very specific way. A strong candidate applies through LinkedIn and hears nothing. The same role, at the same company, gets filled a fortnight later through a backchannel introduction from someone who went to the right college. Nobody involved is acting in bad faith. The mechanism is simply doing what it was built to do.
Returnees get the worst of it, because they arrive with no network on the ground and a CV written in a foreign vocabulary. And the thing that makes them valuable, having operated somewhere that runs faster, is precisely the part the filter cannot see.
The obvious response is to build a better job board. We think that is the wrong answer, and getting worse: both sides are now automating, so machine-written applications compete against machine-written job descriptions with nobody reading either. Adding volume to a system that is already drowning in volume does not help anyone.
So we went the other way. Fewer people, described properly, introduced deliberately.
We do not accept a candidate we are not confident about to make the network look bigger, and we do not send a company someone who is nearly right to look busy. This costs us growth, visibly, and we have chosen it anyway. A network’s value is entirely in what it turns down.
No guaranteed matches, no timelines, no salary numbers we cannot stand behind, no "limited spots" or "exclusive access". Urgency is easy to manufacture and it works, which is exactly why we will not use it. Trust is paid forward, and once it is gone a brand does not get it back.
Most of what we believed at the start turned out to be partly wrong. Large corporates looked like the obvious customer and converted badly. Cold outreach looked crude and produced both of our wins. We would rather change our minds in public than defend a position because we said it first.
We are early, and a small team runs most of this by hand. That is a deliberate stage rather than a gap we are hiding, and the ordering below is not accidental.
| Stage | Today | Where it is going |
|---|---|---|
| Application review | Read by a person | Assisted triage, with a person still deciding |
| Discovery call | A founder, one to one | Stays human. This is the product. |
| Writing your case | A model reads the call and the CV and proposes. Every line is accepted or rejected by a person before it counts for anything. | Better proposals, same gate |
| Company intake | A founder, on a call | Stays human at the top of the funnel |
| Matching | Arithmetic proposes, a person decides | Same shape, more signal behind it |
Nothing here decides anything about you on its own. A model can suggest; a person accepts or throws it away.
The fastest way to find out whether this is useful to you is to tell us where you are at. It takes about two minutes, it costs nothing, and we will come back to you once we have had a look.