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:
What we verify before a single job description gets written.
The typical ask above current CTC. We map the market before you lock a budget.
The cost of replacing a senior hire brought in to "transform" but never given real authority to act.
How much formal CTC understates true pay at legacy brands. We verify bank credit, not slips.
Roles structurally hardest to fill in 2026 — the people who can do them aren't job-hunting.
Pick a role and your store count — get a live compensation range from our 2025–26 market mapping across Category A/B/C jewelry & D2C brands.
The performance marketer holding an 8x ROAS at BlueStone. The BDM who opened 40 stores for CaratLane. None of them are applying anywhere — they respond to a confidential, well-researched approach, before a single job description is written. That's how every search here starts.
We confirm what the role pays across your category and city before you lock a budget.
Outcomes, authority, and KPIs for the next 12–24 months — before writing a job description.
We approach people already at scale inside competitor brands — candidates self-select in before your name is disclosed.
A realistic uplift is 25–30%, not the 40–50% many brands blindly offer. We give you that number upfront.
Three function families. Deep specialisation inside each. These are the roles that decide whether a growth-stage brand scales or stalls.
Talent is moving from BlueStone and CaratLane into growth-stage brands. We know who's movable and what pulls them.
Surat and Thane-based brands face a conversion challenge, not a sourcing one. We structure Core-Flex relocation that actually closes.
Candidates ask 20–40% above current CTC. We flag the inflated asks before they cost you a boardroom meeting.
India's gems & jewelry market is scaling from $101B to $169B by 2030. This 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."
"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."
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.
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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.
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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.