Marketing, sales, BD, and operations leaders for jewelry and D2C brands. Sourced from competitor companies. Benchmarked on real pay data.
Talent sourced from India's leading consumer and jewelry brands:
We built the firm around removing all three. Before we present a shortlist, we know what the role pays across your category, what the candidate actually earns versus what their CTC slip says, and whether your budget survives contact with the market.
Brands set a hiring budget before they understand the market, then watch preferred candidates decline because a sideways move at Rs. 15-17 LPA does not work for them. We map the market before the mandate is confirmed, so the number you approve is the number that closes.
A strong hire is brought in to "transform," then given no real authority. Decisions defer upward, approvals stall, and the person leaves inside a year. We define scope of authority and a two-year mandate at the offer stage, not after the frustration sets in.
At legacy organized players, a candidate citing Rs. 12-15 LPA is often earning Rs. 16-20 LPA once the cash component is counted. Benchmark an offer against the CTC slip and you lose the candidate. We work off bank credit, the only number that actually matters.
The professionals who can solve your hardest problems are not on Naukri or LinkedIn. They are inside competitor companies running the exact functions you are trying to build. Database hiring does not reach them. Targeted headhunting does.
The performance marketer holding an 8x ROAS at BlueStone. The BDM who opened 40 stores for CaratLane. The sales head scaling GIVA's regional network. None of them are applying anywhere.
They respond to one thing: a well-researched, confidential approach from someone who understands their career, their current package, and why the next move makes sense for them.
That is what we do. Every search begins with identifying which organisations your next leader should come from, before a single job description is written.
Brief Us on a MandateWe confirm candidate interest before your brand name is disclosed. Candidates self-select in, without leaking your expansion or hiring plans to the market.
We identify the exact organisations your next leader should come from, BlueStone, CaratLane, GIVA, Limelight, Palmonas, before the search begins.
We know what a CaratLane RSM actually earns versus what their slip says. We know what it takes to move them. No guesswork at the offer stage.
We document decision-making authority and a two-year KPI set before sign-off, the single biggest lever on whether a senior hire stays past year one.
We confirm what the role pays across your brand category and city before you lock a budget. This kills the Budget-Reality Gap at the source and ensures the number you approve is the number that actually closes a hire.
We do not start with a job description. We define what the role must deliver over the next 12-24 months, the outcomes, the authority, and the KPIs that will determine whether the hire succeeds.
We approach professionals already operating at scale inside competitor organisations, people not visible in the hiring market. Direct poaching creates noise; we use intermediary-led sourcing so candidates self-select in before your name is disclosed.
You get a read on compensation, talent availability, and realistic benchmarks before you commit a budget. A CaratLane or GIVA candidate at Rs. 13-18 LPA moves on a 25-30% uplift, not the 40-50% many brands blindly offer. We give you that clarity upfront.
Three function families. Deep specialisation inside each. These are the roles that decide whether a growth-stage brand scales or stalls.
Not what Glassdoor says. Not what a candidate claims. Live pipeline data, benchmarked across four brand categories from BlueStone and CaratLane down to growth-stage brands like Limelight and Palmonas.
Request the Salary Benchmark ReportTalent is moving from BlueStone and CaratLane into growth-stage and LGD brands, drawn by flatter structures and direct P&L impact. We know who is movable and what pulls them.
Brands headquartered in Surat or Thane face a conversion challenge, not a sourcing one. Professionals at Rs. 12-15 LPA rarely relocate for small increments. We structure Core-Flex relocation, not flat offers that get declined.
Across our pipeline, candidates ask 20-40% above current CTC regardless of role. We can tell a realistic ask from an inflated one, and we tell you before you waste a boardroom meeting on it.
India's gems and jewelry market moves from USD 100.94B (2024) toward USD 168.62B (2030) at 8.9% CAGR. Organized retail and online are both scaling fast. The hiring need is structural, not cyclical.
"We needed a performance marketer who had actually operated under real ROAS pressure in our price range. Boardroom CXO came back with candidates from the exact brands we benchmark against. The shortlist was sharper than anything we had seen from a generalist firm."
"We had budgeted at a number that no serious BDM would have moved for. Boardroom CXO told us that before we ran the search, and told us what the market actually looked like. We adjusted, ran the search, and closed the hire in under 60 days."
"The hidden compensation gap is real and it had cost us a hire before. Boardroom CXO worked off bank credit from the start, structured the offer correctly, and we did not lose a single candidate at the offer stage."
"They did not just send us resumes. They told us which organizations to target, why those candidates would be open to a move, and what the offer needed to look like. That level of market intelligence is rare in search."
"We were at the 30-store stage and needed a senior BD head who had done this before. Every candidate Boardroom CXO presented had direct franchise and expansion experience from comparable brands. No learning curve, no compromise."
"Boardroom CXO's approach is built on actual market data, not assumptions. They knew what our mandate would cost before we confirmed it, and delivered a shortlist of operators who had already solved the exact problems we were facing."
Headhunting
The pool of marketers who have operated under real ROAS pressure in the Rs. 5,000–60,000 price range is thin, and none of them are job-hunting. Here is how you reach them.
Read More
Compensation Data
A candidate at a legacy brand citing Rs. 12-15 LPA is often earning Rs. 16-20 LPA in total. If you benchmark against the CTC slip, you will lose the hire. Field data on the gap, and how to close it.
Read More
Franchise Expansion
Good Business Development Managers, the ones who can identify locations, negotiate lease terms, and execute store launches, are held tightly by their employers. Passive sourcing is the only route that works.
Read MoreBrief us on a mandate and we will come back with a market map: what the role pays across your category, who is movable, and what offer structure actually closes, before you commit a budget.