Beyond Resumes

The trust we hold

Global private equity funds managing over $800 billion in combined AUM trust our judgment.

Across investment teams and portfolio leadership.

Selected mandates

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Investment teams

India Head (MD), Investments

SEA-based Fund

Director, Investments

Japanese Fund · India

Director, Healthcare Value Creation

Domestic Tier-1 Fund

Associate, Investments

Global Mega Fund · UAE

Portfolio & specialist leadership

CEO

Medical Devices · Southeast Asia

CFO

Pharma / CDMO · India

CRO

Automotive · US

M&A Head

SaaS · India / US

AI Head

IT Services · India

Chief of Staff

IT Services · US

From the files · AI Head

The title said AI Head. The mandate required a builder.

We separated enterprise AI storytellers from leaders who had shipped AI into live operating workflows.

II · Working with Beyond Resumes

BR · Mandate File

What lands on your desk

The work is not to produce more profiles. It is to make the decision clearer.

The brief, pressure-tested.

What must this person actually change?

We start with the business problem, not the job description.

What must change?What must be built?What must be owned?

If the brief does not survive that test, we say so.

The market, thought through.

Where is the required experience actually built?

The obvious titleThe obvious industryThe obvious career path

Checked, then challenged. We search from the capability outward, not from a list of familiar companies inward.

Five to ten. Never fifty.

Volume is a vendor's answer.

Every name examined for what they owned, what changed because of them, what transfers — and where the evidence is still incomplete.

Fewer profiles to process. Stronger reasons to meet.

A view you can push against.

We present — we don't sell.

Why each person fitsWhere we have doubtsWhat still needs testing

A shortlist should help you think — not pressure you to agree.

The search learns.

Your interviews sharpen what happens next.

Every conversation creates new evidence. We re-read the brief, the candidate and the market — then adjust where the search goes next.

The search gets sharper as the decision gets closer.

The work is not more profiles. It is a clearer decision.

III · The candidate

A résumé says where someone has been. We read what the career proves.

Titles are context. They are not evidence. We read the career underneath them.

01 · Ownership

What was actually theirs?

Not what the team delivered. Not what the company achieved.

Decisions ownedTrade-offs madeChange drivenConsequences carried

We separate proximity from responsibility.

02 · Trajectory

What has the career been building toward?

A career is not a sequence of jobs. We look for the pattern underneath it.

Responsibility earnedComplexity absorbedScope expandedProblems repeatedly solvedTrust accumulated

Trajectory tells us more than tenure.

03 · Transferability

What can they carry forward?

Past success does not automatically travel. We test what produced the outcome — the individual, the institution, the team, the market, the timing — and what remains when the context changes.

The expensive mistake is the impressive résumé that doesn't transfer.

04 · Readiness

Why this role, now?

Someone can be impressive and still be wrong for the moment. We test what the role demands against what the career has prepared them to carry.

More ambiguityDifferent scaleBuild vs runInfluence without authorityA step beyond the proven

Not only whether they can do the job — whether this is the right next problem for them to own.

05 · The conversation behind the résumé

A checklist gets answers. A peer conversation reveals judgment.

Senior leaders speak differently with someone who understands the decisions, tensions and trade-offs behind their work. That lets us challenge assumptions, follow contradictions, test ownership — and find the claims that still need evidence.

That is where the most important evidence begins.

IV · How we search

Technology expands the field of view. Human judgment decides the fit.

01 · Understand

What must become true in the business?

Before the first name is discussed, we get to the underlying question the hire must answer.

02 · Locate

Where is the evidence strongest?

We start with people who have solved the closest version of the problem.

03 · Expand

Where does capability genuinely transfer?

Different title. Different industry. Different career path. Same underlying capability? That is the hypothesis.

04 · Assess

Does the hypothesis survive contact?

The career gives us evidence. The conversation tests it.

05 · Judge

Would we bet on this person, in this role, now?

We present a considered few with a real view.

Every search adds to an evidence base built mandate over mandate — careers read, claims tested, patterns retained. Technology widens what we can see and remembers what we have learned. It does not decide who fits. Human judgment does.

V · The firm

Operators first. Search, second.

Beyond Resumes was built from experience on the other side of the hiring question — building businesses, working inside global corporates and alongside investors, and living with the consequences of decisions made under ambiguity.

That changes what we notice:

Ownership behind titles Judgment behind outcomes Trajectory behind tenure

The variables a résumé cannot capture.

CEO & Founder · Beyond Resumes

Sahil Mittal

Sahil did not begin in search. He trained as an engineer, built and ran a SaaS company, worked inside a global technology business, and later in value creation at a European growth fund. He came to executive search from that side of the table.

That experience became the premise behind Beyond Resumes: understand the business first. Then judge the person against what it actually needs.

18 years of professional experience MBA · ISB Computer Engineer · NSIT Director · Cisco SaaS Founder Value Creation Director · European Growth Fund India Head · SEA-based Executive Search Firm India · Europe · Middle East · US

Founder-led by design

The operator who takes your brief stays close to the search, reads every serious candidate and owns the judgment. No artificial handoff between selling the work and understanding it.

[email protected] · LinkedIn ↗

If this is your DNA

We work where the wrong hire is expensive — and judgment matters.

If you're carrying a difficult mandate where the right person can change the trajectory, we should talk.

You do not need a polished job description. Share the mandate as it stands today. We'll begin with the business problem behind it.

Send the brief as it stands → [email protected]

Held in confidence — in both directions.

If you're a leader thinking about your next chapter, that conversation is confidential too.

Start a conversation → [email protected]