RecMaf is an AI-native recruiting platform — AI agents working alongside 340+ specialist recruiters in building materials and paints. You post a role. We source, screen, score and verify. You get a ranked shortlist and pick who to interview. We close the rest.
Asian Paints is moving forward on several fronts at once — and every one of them is, underneath, a stream of frontline people who have to be found and placed. Here's how we read the direction, and the kind of individuals each front needs. You tell us the exact openings; we close them.
Growth is being pushed deeper into smaller towns, where the dealer counter is won town by town. That needs field people who already know these markets — not metro hires asked to relocate.
A fast-growing category sold to applicators, builders and project teams. It needs technically-fluent field talent who can hold a site conversation, not just a price conversation.
The retail- and design-led differentiator against new entrants. A consultative, showroom frontline — a different profile entirely, with little overlap to paints sales.
Double-digit industrial growth plus a backward-integration plant coming online — both a technical B2B sales need and a shop-floor and supervisory intake at the plant.
Each front is a distinct hiring stream with its own profile and its own geography. A generalist consultant treats them as one list. We treat them as four — with specialist recruiters who already live in each. We don't ask you to confirm how many roles you have; you bring the openings, and the platform aims the right specialists at each one.
A single real Asian Paints requirement — Territory Sales Officer, SmartCare, Indore — moving through the platform end to end. The clock is live. Every stage below runs today.
The marketplace, the AI models and the verification all run underneath. From your side, the process never changes.
Title, location, CTC, what good looks like. Five minutes — no briefing calls, no back-and-forth.
AI agents activate specialist recruiters across geographies. Every profile sourced, screened, scored and verified before it reaches you.
Review a ranked shortlist, choose who to interview. We handle scheduling, follow-ups, offer alignment and the admin.
Your only manual stepSix things come together in one service. Each one replaces something your team currently stitches together by hand — across vendors, spreadsheets and follow-up calls.
Every opening is worked by multiple building-materials recruiters at once — not one consultant who quietly parks the hard roles. They compete; the one who brings the candidate who actually joins is the one who earns it. More activate automatically by role type and geography.
Every profile is scored against your JD on fifteen parameters and verified by an AI call before it reaches you. Your team reviews a ranked shortlist with reasons attached — never a pile of unscreened CVs.
Scheduling, reminders, candidate prep, feedback loops and offer alignment — the chasing that eats a large share of a TA team's week. We run it on the platform so it stops landing on your desk.
Every JD, role nuance and hiring-manager preference is captured once and reused on every future opening. You stop re-briefing roles and re-explaining context to a new consultant each time.
Instead of onboarding a separate consultant in each city, a single platform reaches every cluster PAN India — Tier-2 and Tier-3 included, where the specialist recruiters already live and work.
No platform fee and no retainer. You pay only when an opening is filled, for a value you set yourself — and a 90-day replacement cover is built into every placement.
Everything you watched in the close runs on one engine, in production today. It sits between the recruiter and your HR team and does the work a coordinator can't do at scale — reading every profile against your role, ranking it on fifteen parameters, calling the candidate to verify the claims, and keeping every status in one place. Here's each part, and what it actually does.
The moment a recruiter submits a candidate, the model reads the CV against your exact JD — not keywords, but role fit, how deep the experience runs, seniority and domain match. Weak matches are filtered at source, so they never reach your team's inbox.
Fit alone isn't enough to make an offer. The gate runs fifteen checks across three things a CV won't tell you — whether the person is genuinely available, whether the claims are real, and whether the profile holds together — and collapses them into one ranked score your team can sort by.
A score can be gamed; a conversation is harder to fake. After submission, the agent calls the candidate and checks the things that actually decide a hire — true notice period, the territory really worked, the real depth of domain exposure — then flags any gap between what was claimed and what's true, before it reaches your HR team.
The engine has a conversational layer on both sides. Recruiters get an instant read on a candidate before they submit, so what comes through is already considered. Your HR team asks the pipeline questions in plain language on WhatsApp — no dashboard, no login — and gets the answer from the same live data the platform runs on.
When an opening goes live, the engine decides which specialist recruiters to put on it — by domain, by track record on similar roles, and by geography — and brings more online automatically if the role stays open. The right people are working your role within minutes, not after a briefing chain.
Everything lands in one place — a Kanban board with every candidate's stage, score, recruiter note and live status, so nobody has to ask "where are we on this role?". And accountability runs past the offer letter: a portion of each placement is held for 90 days and released only once the hire has stuck.
| Factor | Traditional consultant | RecMaf |
|---|---|---|
| Industry depth | Generalist across sectors | Specialist bench in building materials |
| Recruiters per role | 1–2 assigned | Multiple specialists, in parallel |
| Hard-to-fill roles | Quietly deprioritised | Incentive escalates within your range — more attention, not less |
| First profiles | 5–10 days | 48–72 hours on most frontline roles |
| Screening | Manual, inconsistent | AI-scored & verified against the JD |
| Fee | 8.33%–16.67% of CTC | You set the range — your floor & ceiling |
| Commercial model | Retainers, advances, complex terms | Success-fee only — pay on joining |
| Visibility | Black box until CVs appear | Every profile, score and stage live |
| Post-joining | Weak 30–60 day guarantees | 90-day cover & free replacement |
There's no platform fee, no retainer and no subscription. You pay only when an opening is filled, for an amount you set yourself. RecMaf handles everything underneath — including paying out the recruiter network — so you deal with one partner and one number. While we're still building the product, all we ask in return is your insight on what else we can take off your team's plate.
Instead of onboarding a separate consultant in every city, you run one platform with many specialist recruiters working your roles at once. We're still building, so your team's input on what to automate next genuinely shapes the product.
Before a single role goes live, we sit with the people who are actually hiring, learn your openings end to end, and load everything into the platform — so your team never has to coordinate it again.
We meet the team that's hiring — TA and the hiring managers — and understand how you work and what good looks like.
Your hiring team is set up on RecMaf. One place for every role, every profile and every status.
Together we map every opening — how many, which locations, the hiring manager for each, and how we'll close them.
Every JD, every role nuance, every hiring-manager preference and location detail — captured once, in one place. From then on, recruiters source against it and the AI screens against it. You stop re-explaining roles, chasing context, and coordinating between consultants. That time comes back to your team.
↻ On the existing relationship. HireVed is already an empanelled partner with Asian Paints. RecMaf is the upgrade — the same people, now with a platform, an AI screening layer, and a network of recruiters across every location, so frontline hiring no longer depends on a single thread of contact.
Thirty minutes with your hiring team to understand your open roles and locations — and to show how the platform takes the coordination off your desk. Share this with whoever should be in the room.