HR consulting × AI agents

HR systems built by practitioners.
Run day-to-day by AI agents.

360 Metrics Business Consulting LLP builds HR systems for employers, supports employees and job seekers, mentors HR aspirants, and partners with colleges — one practice, four vantage points, one full circle. Our AI agents handle the screening, scheduling and reporting; our consultants handle the judgment calls.

6
sectors we've led HR in
4
audiences on one circle
24/7
AI agent coverage
360 Metrics — Count What Counts
Who we serve

One circle, four vantage points

Every engagement sits somewhere on this circle — a company building its HR backbone, a professional planning their next move, an aspirant breaking into the field, or a campus preparing students for it.

360
01 — Employers

Build HR that scales

Org design, recruitment, payroll, compliance, performance systems and IPO-readiness — end-to-end or as focused projects.

02 — Job seekers

Move your career forward

Resume and LinkedIn support, interview prep, career transition counselling, salary negotiation coaching and job assistance.

03 — HR aspirants

Break into HR the right way

Career roadmap mentoring, certification guidance, mock HR interviews, HR tech and analytics training.

04 — Colleges

Get students placement-ready

Campus-to-corporate bridge programs, placement drive facilitation, HR guest lectures, career counselling.

How we work

One turn of the dial, every engagement

The same four moves, whether we're redesigning a payroll structure or coaching someone through a career pivot.

01

Diagnose

Understand the real gap. Audit current process, data and documentation before recommending anything.

02

Design

Build the specific fix. Policies, structures or plans built for your sector and stage, not a generic template.

03

Deploy

Put it into practice. Roll-out support, training and documentation so the change actually sticks.

04

Measure

Track what changed. Dashboards and KPIs so progress is visible, not assumed.

Why 360 metrics

HR built by people who've actually run it — across sectors that don't behave the same way.

360 Metrics is led by practitioners with hands-on HR leadership across manufacturing, e-commerce, education services, NGOs, IT and consulting. That range shows up in the work: hiring for fit over headcount, policies that survive an audit, and dashboards leadership actually reads.

We work as an extension of your HR team, not a detached advisory layer — which is why deliverables come ready to use: drafted, branded, and handed over in the format your team already works in.

Sectors we've led HR in
Manufacturing E-commerce Education services NGOs IT Consulting
AI-forward practice

Every engagement is backed by AI agents, supervised by consultants.

Resume screening, interview scheduling, dashboard refreshes and first-draft policy language run through our AI agents — freeing our practitioners to spend their hours on judgment calls, not data entry.

Screening Agent

Shortlists resumes against the JD in minutes.

Scheduling Agent

Coordinates panels across calendars automatically.

Dashboard Agent

Refreshes HR MIS and flags outliers daily.

Policy-Draft Agent

Produces first drafts for consultant review.

Wherever you sit on the circle, there's a next step.

For Employers

Build HR that scales with the business.

Org design, recruitment, payroll, compliance, performance systems and IPO-readiness documentation — run end-to-end or as focused projects. Eight practice pillars, each backed by an AI agent that handles the repetitive work.

The full scope

Eight pillars, one HR function

Open any pillar for the detailed breakdown. Engage on one, several, or all eight.

PILLAR 01HR Transformation · Org Structure & Manpower Planning · HR Policy Design & Handbook+

Making a company's HR function strategic, scalable, and future-ready.

HR Transformation
  • Current HR Process Assessment — Deep-dive audit of existing HR practices to identify gaps and inefficiencies
  • HR Operating Model Redesign — Redesigning the HR function's structure to align with business goals (centralized vs. decentralized models)
  • Digital HR Transformation — Migrating manual processes to HRMS/digital tools with full implementation support
  • Change Management & Culture Consulting — Effectively communicating and driving adoption of new processes among employees
  • HR Shared Services Model Design — Building a scalable service delivery model for multi-location or growing organizations
Org Structure & Manpower Planning
  • Org Chart Design — Creating clear, visual, department-wise and function-wise reporting structures
  • Manpower Budgeting & Headcount Planning — Planning department-wise headcount and cost budgets
  • Role & Designation Mapping — Clearly defining responsibilities, levels, and grades for every position
  • Span of Control Analysis — Ensuring managers have an optimal number of direct reports
  • Succession Planning — Identifying and grooming backup talent for key positions to ensure business continuity
HR Policy Design & Handbook
  • Policy Drafting — Writing legally sound core policies (Leave, WFH, Travel, Code of Conduct)
  • Employee Handbook Creation — Compiling all policies into one professional, branded document
  • Policy Benchmarking — Comparing policies against industry standards to close gaps
  • State-wise Policy Localization — Ensuring compliance with location-specific labour laws for multi-state companies
  • Policy Communication & Rollout — Structured strategy for rolling out and explaining new policies to employees
PILLAR 02End to End Recruitment · Offer/Appointment Letter Drafting · Onboarding & Induction+

Managing the complete hiring lifecycle from requisition to a fully settled employee.

End to End Recruitment
  • Manpower Requisition & JD Creation — Capturing hiring manager requirements and building clear, attractive job descriptions
  • Sourcing Strategy — Selecting the right channels (job portals, LinkedIn, referrals, campus) to reach candidates
  • Screening & Shortlisting — Filtering resumes based on role fit to save hiring time
  • Interview Coordination — Managing panel scheduling, feedback collection, and candidate communication
  • Assessment/Test Administration — Running skill or aptitude tests as part of the selection process
  • Bulk/Volume Hiring — Executing large-scale hiring projects (factory staff, sales teams) efficiently
  • Leadership/Executive Search — Specialized, confidential headhunting approach for senior-level roles
  • Recruitment Dashboard & TAT Tracking — Monitoring hiring funnel and turnaround time in real time
Offer/Appointment Letter Drafting
  • Offer Letter Drafting — Creating role-specific, legally compliant offer letters
  • Appointment Letter Creation — Formal joining documents that clearly define terms and conditions
  • Probation & Termination Clause Drafting — Writing clear, fair clauses to avoid future disputes
  • NDA & Non-Compete Agreements — Legal protection for sensitive roles around confidentiality and competition
  • Employment Contract Drafting — Covering fixed-term, retainer, and consultant arrangements
Onboarding & Induction
  • Pre-boarding Checklist — Keeping documentation and communication ready before joining
  • Induction Program Design — Structured Day 1 to Week 1 plan for a comfortable transition
  • Buddy/Mentor Program — Pairing new hires with experienced colleagues for faster adaptation
  • Department Orientation Sessions — Introducing new hires to their specific team and function
  • 30-60-90 Day Feedback — Regular check-ins to catch early attrition risk and address concerns
  • Onboarding Kit Design — Welcome kit, ID, and access setup for a professional first impression
PILLAR 03Payroll · Salary Benchmarking & Compensation Structuring+

Accurate, compliant, and competitive compensation management.

Payroll
  • Payroll Processing — Error-free monthly salary calculation and disbursement
  • Statutory Deductions Management — Correctly calculating and depositing PF, ESI, Professional Tax, TDS
  • Full & Final Settlement Processing — Accurate, timely final payment processing for exiting employees
  • Payslip Generation & Distribution — Timely, accurate payslips for all employees
  • Reimbursement & Expense Management — Processing employee expense claims smoothly
  • Payroll Audit & Reconciliation — Periodic checks to catch discrepancies
  • Payroll Software Setup/Migration — Transitioning to new payroll systems with minimal disruption
Salary Benchmarking & Compensation Structuring
  • Market Salary Benchmarking — Researching competitive salary ranges by industry and role
  • CTC Structuring — Designing tax-efficient, employee-friendly salary breakups
  • Pay Band & Grade Design — Setting clear salary ranges by level to ensure fairness
  • Variable Pay & Incentive Structuring — Building performance-linked bonus structures that motivate
  • Compensation Philosophy Design — Defining the “why” behind how the company pays people
  • Compensation Survey Participation — Benchmarking pay against real market data
PILLAR 04Compliance & Labour Law · POSH · Background Verification+

Minimizing legal risk and building a safe, compliant workplace.

Compliance & Labour Law Advisory
  • Statutory Registration Support — Assistance with PF, ESI, Shops & Establishment, Labour License registrations
  • Compliance Audit — Verifying existing practices against labour laws
  • Contract Labour Compliance (CLRA) — Ensuring legal requirements are met for contract workers
  • Standing Orders Certification — Formal certification of workplace conduct rules
  • Compliance Calendar & Risk Tracker — Tracking deadlines and filings so nothing is missed
  • Labour Inspection Handling Support — Guidance and documentation support during inspections
POSH (Prevention of Sexual Harassment)
  • POSH Policy Drafting — Creating a legally mandated anti-harassment policy
  • Internal Committee (IC) Formation & Training — Training committee members on their roles and responsibilities
  • Awareness Training — Sensitizing employees and managers on appropriate workplace conduct
  • Complaint Handling & Investigation Process — Designing a fair, confidential investigation mechanism
  • Annual POSH Compliance Report Filing — Ensuring mandatory annual reporting is completed
  • External IC Member Facilitation — Providing the mandatory external committee member
Background Verification
  • Employment History Verification — Confirming a candidate's experience with past employers
  • Education & Certificate Verification — Checking authenticity of degrees and certificates
  • Criminal Record & Court Check — Verifying a candidate's legal background
  • Address Verification — Confirming current and permanent address details
  • Reference Check — Gathering feedback from previous managers or colleagues
  • Database Check (RBI Defaulter List, PEP Check) — Screening against financial/regulatory watchlists
  • BGV Report Compilation & Risk Flagging — Consolidated report with clear risk indicators
PILLAR 05Performance Management · Training Need Analysis & L&D+

Measuring employee productivity and continuously developing their skills.

Performance Management
  • KRA/KPI Framework Design — Defining measurable goals for every role
  • Goal Setting & Cascading — Breaking company goals down into individual targets (OKR approach)
  • Appraisal Cycle Design — Building a fair, transparent annual/half-yearly review process
  • 360-Degree Feedback System — Multi-source feedback for a well-rounded performance view
  • PIP Design & Execution — Structured improvement plans for underperformers
  • Performance-linked Compensation Structuring — Tying pay decisions directly to appraisal outcomes
  • Manager Training on Appraisal Conversations — Equipping managers to deliver feedback effectively
Training Need Analysis & L&D
  • Skill Gap Assessment — Identifying missing skills by role and department
  • Training Calendar Design — Building a year-round learning schedule
  • Competency Framework Development — Defining the skills and behaviors needed at each level
  • Leadership Development Programs — Specialized programs to groom future leaders
  • Soft Skills & Behavioral Training Design — Building communication, teamwork, and conduct skills
  • Training Effectiveness Evaluation — Measuring actual training impact (Kirkpatrick Model)
  • Training Vendor/Trainer Management — Sourcing and managing external training partners
PILLAR 06Employee Termination & Exit Process+

Managing employee separation legally, safely, and respectfully.

  • Termination Documentation — Legally sound show-cause notices and termination letters
  • Exit Interview Design & Conduct — Gathering honest feedback from departing employees
  • Full & Final Settlement Coordination — Accurate, timely settlement of exit dues
  • Notice Period & Garden Leave Advisory — Guidance on handling notice period exceptions
  • Legal Risk Assessment for Terminations — Checking for potential legal issues before acting
  • Layoff/Retrenchment Process — Compliance-driven handling of workforce reductions
  • Relieving Letter & Experience Certificate Drafting — Professional, standard exit documentation
  • Exit Data Analytics — Analyzing attrition trends to identify root causes
PILLAR 07HR Audit · HR Tech/AI Adoption Consulting · HR Dashboard & MIS Reporting+

Enabling data-driven HR decisions through audits, technology, and reporting.

HR Audit
  • Policy & Process Compliance Audit — Checking policies against actual practice
  • Statutory Compliance Audit — Verifying legal compliance across the board
  • Payroll Audit — Independent check of payroll accuracy and compliance
  • Recruitment Process Audit — Reviewing hiring process efficiency and fairness
  • Documentation Audit — Checking personnel files and contracts for completeness
  • HR Risk Assessment Report — Consolidated view of HR-related organizational risk
  • Benchmarking against Industry Standards — Comparing HR maturity with peers
HR Tech/AI Adoption Consulting
  • HRMS/ATS Selection & Implementation — Choosing and setting up the right HR technology
  • AI-based Resume Screening Setup — Automating initial candidate shortlisting
  • HR Chatbot for Employee Queries — Setting up self-service support for routine questions
  • Automation of Routine HR Processes — Attendance, leave, and payroll automation
  • AI-driven Performance Insights — Using data to spot performance trends early
  • Digital Employee Self-Service Portal — Enabling employees to manage their own HR requests
  • Data Privacy & AI Ethics Advisory — Ensuring responsible use of AI in HR decisions
HR Dashboard & MIS Reporting
  • Recruitment Dashboard — Funnel, TAT, and source-wise hiring visibility
  • Attrition & Retention Dashboard — Tracking who's leaving and why
  • Payroll & Cost-to-Company Dashboard — Real-time visibility into HR costs
  • Headcount & Manpower MIS — Live tracking of workforce numbers
  • Leave & Attendance Reporting — Consolidated attendance insights
  • Training Effectiveness Dashboard — Visualizing L&D ROI
  • Custom Excel/Power BI Dashboard Design — Tailored reporting built to client needs
PILLAR 08IPO-readiness HR Documentation+

Preparing HR systems and documentation for the scrutiny of an IPO process.

  • HR Policy Standardization & Documentation — Ensuring all policies are consistent, complete, and audit-ready
  • Employment Contract Review & Compliance Check — Verifying all contracts meet legal and governance standards
  • Organizational Structure & Reporting Line Documentation — Formal documentation for regulatory review
  • ESOP Policy Design & Documentation — Structuring and documenting employee stock option plans
  • HR Due Diligence Support — Assisting auditors and legal teams with HR-related due diligence
  • Statutory Compliance Documentation Consolidation — Bringing together all compliance records in one place
  • Related Party Transaction Disclosures (HR angle) — Documentation involving key managerial personnel
  • Board-level HR Reporting Templates — Standardized reports for board and investor visibility
  • Corporate Governance-aligned HR Policy Framework — Ensuring HR policies meet governance expectations
For Job Seekers

Move your career forward, deliberately.

Resume and LinkedIn support, interview preparation, career transition counselling, salary negotiation coaching and job assistance — seventeen ways to get unstuck.

Full service list

17 ways we support your move

SERVICE 01Resume/CV Writing & LinkedIn Profile Optimization+
  • ATS-friendly resume drafting tailored to target role/industry
  • LinkedIn headline, summary, and experience section optimization
  • Keyword optimization for recruiter searchability
  • Cover letter drafting
  • Resume design/formatting (visual + content polish)
SERVICE 02Interview Preparation & Mock Interviews+
  • Role-specific mock interview sessions with feedback
  • Common HR/behavioral question preparation (STAR method coaching)
  • Technical/functional round preparation guidance
  • Body language, tone, and confidence coaching
  • Post-interview feedback analysis and improvement tips
SERVICE 03Career Transition Counselling+
  • Sector-switch guidance (moving between industries)
  • Role upgrade strategy (IC to managerial, etc.)
  • Skill gap identification for the target career path
  • Transferable skills mapping and positioning
  • Career roadmap planning (short-term and long-term)
SERVICE 04Salary Negotiation Coaching+
  • Market salary research and benchmarking for the individual
  • Negotiation script/talking points preparation
  • Handling counter-offers and multiple offers
  • Confidence-building for compensation discussions
SERVICE 05Job Assistance+
  • Job search strategy (portals, referrals, networking)
  • Curated job opportunities matching profile
  • Application tracking and follow-up support
  • Direct referrals through consultancy's employer network
SERVICE 06Personal Branding Consulting+
  • Building a consistent professional identity across resume, LinkedIn, and interviews
SERVICE 07Career Assessment & Aptitude Mapping+
  • Helping candidates confused about direction identify the right-fit career
SERVICE 08Freshers' Career Launchpad+
  • Resume + LinkedIn + interview prep bundled specifically for first-time job seekers
SERVICE 09Portfolio/Work Sample Guidance+
  • For roles where a portfolio matters (design, content, marketing)
SERVICE 10Cold Outreach & Networking Coaching+
  • How to reach recruiters/hiring managers directly on LinkedIn
SERVICE 11Reference Letter/Recommendation Drafting Support+
  • Guiding candidates on how to request and structure references
SERVICE 12Career Break Returner Support+
  • Job search strategy for candidates with career gaps (especially women returning post-maternity break)
SERVICE 13Video Resume/Elevator Pitch Coaching+
  • Helping candidates create a strong 30-60 second self-introduction
SERVICE 14Offer Evaluation & Comparison Consulting+
  • Helping candidates evaluate multiple offers holistically (not just salary)
SERVICE 15Background Verification Readiness Check+
  • Ensuring candidate documentation is BGV-clean before joining
SERVICE 16HR Interview Question Bank Access+
  • Subscription/resource-based access to curated interview questions (differentiator using insider HR knowledge)
SERVICE 171:1 Career Coaching Retainer+
  • Ongoing monthly mentorship rather than a one-time service
Free Tool

Build a clean, recruiter-ready resume in minutes.

Fill in the panel on the left — your resume builds itself on the right. When it looks right, print it or save it as a PDF.

Contact details

Professional summary

Work experience

Education

Skills

Tip: in the print dialog, choose "Save as PDF" as the destination.

For HR Aspirants

Break into HR the right way.

Career roadmap mentoring, certification guidance, mock HR interviews, HR tech and analytics training, and a clear path to your first HR role.

Full program list

20 programs to get you HR-ready

PROGRAM 01HR Career Roadmap Mentoring+
  • Fresher-to-HRBP career path planning
  • Role clarity across HR functions (Recruitment, L&D, Compensation, IR, Business Partnering)
  • Skill-building roadmap aligned with career goals
  • Industry selection guidance (manufacturing, IT, e-commerce, etc.)
PROGRAM 02HR Certification Guidance+
  • Guidance on relevant certifications (SHRM-CP/SCP, CIPD, HRCI, Naukri Learning, etc.)
  • Course selection based on career stage and budget
  • ROI analysis of certifications vs. career goals
PROGRAM 03HR Resume & LinkedIn Building (HR-specific)+
  • Resume drafting tailored specifically for HR roles (Recruitment, HRBP, L&D, etc.)
  • LinkedIn profile optimization to attract HR recruiters
  • Showcasing HR project work/internships effectively
PROGRAM 04Mock HR Interviews+
  • Functional HR interview simulation (recruitment scenarios, policy questions, HRBP case studies)
  • Behavioral and situational question practice
  • Feedback on HR-specific competencies (confidentiality handling, stakeholder management)
PROGRAM 05HR Internship & Entry-Level Job Assistance+
  • Curated HR internship/fresher job opportunities
  • Application strategy for HR roles
  • Direct referrals through consultancy's employer network
PROGRAM 06HR Domain Skill-Building Workshops+
  • Practical training on recruitment tools (ATS, Boolean search, sourcing)
  • Payroll and compliance basics workshop
  • Performance management framework training
  • HR documentation and letter drafting practice (offer letters, policies, etc.)
PROGRAM 07HR Tech & AI Skills Training+
  • Hands-on exposure to HRMS/ATS tools
  • AI-assisted recruitment and screening tools training
  • HR analytics and dashboard building basics (Excel/Power BI)
PROGRAM 08HR Case Study & Project-Based Learning+
  • Real-world HR case studies (termination scenarios, POSH cases, org restructuring)
  • Live/simulated project assignments to build a practical portfolio
  • Guidance on presenting projects in interviews
PROGRAM 09Personal Branding for HR Professionals+
  • Building thought leadership (LinkedIn posts, HR community participation)
  • Positioning as a specialist (e.g., "Manufacturing HR" or "Startup HR" niche)
PROGRAM 101:1 HR Career Mentorship Retainer+
  • Ongoing monthly mentoring from an experienced HR practitioner
  • Continuous feedback on real workplace situations aspirants face
  • Networking introductions within the HR community
PROGRAM 11Labour Law & Compliance Fundamentals Training+
  • Basics of PF, ESI, Shops & Establishment Act for HR beginners
  • Practical exposure to compliance documentation
  • Understanding statutory filing timelines
PROGRAM 12HR Analytics & Excel/Power BI Bootcamp+
  • Building recruitment, attrition, and payroll dashboards from scratch
  • HR metrics and KPI calculation practice (cost-per-hire, TAT, attrition rate)
  • Data storytelling for HR presentations
PROGRAM 13Salary Negotiation Coaching for HR Roles+
  • How to negotiate compensation specifically in HR job offers
  • Understanding HR-specific pay bands across industries
PROGRAM 14Communication & Stakeholder Management Skills+
  • Handling difficult employee conversations (termination, warnings, grievances)
  • Cross-functional communication with business leaders
  • Email and policy-writing etiquette for HR professionals
PROGRAM 15HRBP Transition Coaching+
  • Guidance for experienced HR professionals moving from generalist/executor roles to strategic HRBP roles
  • ROI-driven and business-aligned HR thinking framework
PROGRAM 16Mock HR Audits & Practical Exposure+
  • Simulated HR audit exercises (documentation, compliance checks)
  • Hands-on practice identifying HR process gaps
PROGRAM 17Recruitment Consultancy Startup Guidance+
  • For HR aspirants wanting to start their own recruitment/HR consulting practice
  • Niche selection, pricing models, client acquisition basics
PROGRAM 18HR Community & Networking Access+
  • Access to HR professional groups/forums for peer learning
  • Invitations to HR webinars, panel discussions, and events
PROGRAM 19Resume Portfolio for HR Projects+
  • Building a project portfolio showcasing dashboards, policies, org charts created during training
  • Guidance on presenting this portfolio to employers
PROGRAM 20Continuous Learning Subscription+
  • Access to updated HR templates, letter formats, and policy samples
  • Monthly HR trends and best-practices newsletter/resource
For Colleges

Get students placement-ready.

Campus-to-corporate bridge programs, placement drive facilitation, HR guest lectures, and career counselling for final-year students.

Full program list

20 ways we partner with institutions

PROGRAM 01Campus-to-Corporate Bridge Programs+
  • Workplace readiness training (professional etiquette, communication, email writing)
  • Corporate culture orientation for final-year students
  • Soft skills bootcamp (teamwork, time management, presentation skills)
PROGRAM 02Placement Drive Facilitation+
  • End-to-end campus recruitment drive coordination
  • Connecting colleges with hiring companies across sectors
  • On-campus interview logistics management
PROGRAM 03Guest Lectures/Workshops on HR & Recruitment Trends+
  • Sessions on current hiring trends, AI in recruitment, industry expectations
  • Interactive workshops with real HR case studies
  • Sector-specific hiring insights (manufacturing, IT, e-commerce)
PROGRAM 04Career Counselling Sessions for Final Year Students+
  • One-on-one career guidance based on interests and aptitude
  • Industry/role selection support
  • Higher-education vs. job decision counselling
PROGRAM 05Resume & LinkedIn Building Workshops+
  • Batch training sessions on resume writing for students
  • LinkedIn profile setup and optimization for freshers
PROGRAM 06Mock Interview Drives+
  • Bulk mock interview sessions before placement season
  • Structured feedback reports for each student
  • Group discussion (GD) practice sessions
PROGRAM 07Industry-Academia Collaboration Programs+
  • Curriculum input sessions to align courses with industry needs
  • Live project/internship tie-ups with companies
  • Advisory board participation for HR/business courses
PROGRAM 08Internship Placement Support+
  • Sourcing internship opportunities for students
  • Internship-to-full-time conversion guidance
  • Internship performance evaluation frameworks for colleges
PROGRAM 09Employability Skills Assessment+
  • Pre-placement aptitude and skills testing
  • Gap analysis reports for training departments
  • Batch-wise employability benchmarking
PROGRAM 10Personal Branding & Digital Presence Workshops+
  • Building a professional online presence for students
  • Portfolio-building guidance (for design, content, tech roles)
PROGRAM 11Communication & Personality Development Training+
  • Spoken English and business communication training
  • Confidence-building and public speaking sessions
  • Body language and grooming workshops
PROGRAM 12Entrepreneurship & Startup Readiness Sessions+
  • Sessions for students interested in entrepreneurship instead of jobs
  • Basics of business planning, HR, and hiring for founders
PROGRAM 13HR Club/Society Mentorship+
  • Mentoring student-run HR clubs or committees
  • Guest mentorship for HR-related student events/fests
PROGRAM 14Industrial Visits & Corporate Immersion Programs+
  • Organizing student visits to partner companies
  • Exposure to real workplace environments and operations
PROGRAM 15Alumni-Student Networking Programs+
  • Facilitating alumni panels and mentorship connects
  • Building structured alumni-student engagement programs
PROGRAM 16Career Fair Organization+
  • Planning and executing multi-company career fairs on campus
  • Employer engagement and booth coordination
PROGRAM 17Faculty Development Programs (HR/Placement Cell Training)+
  • Training placement cell staff on modern recruitment practices
  • Upskilling faculty on industry-relevant HR trends
PROGRAM 18Pre-Placement Talks (PPT) Coordination+
  • Organizing and structuring company pre-placement presentations
  • Preparing students with company-specific research briefs
PROGRAM 19Student Aptitude & Psychometric Testing+
  • Administering career-fit psychometric assessments
  • Personalized career path reports based on test results
PROGRAM 20Placement Report & Analytics for Institutions+
  • Placement season data tracking (offers, packages, sectors)
  • Year-on-year placement performance dashboards for accreditation/NAAC/NBA purposes
AI Agents

Meet the AI agents behind every engagement.

360 Metrics runs as an AI-forward HR practice: agents handle the repeatable, high-volume work, and practitioners handle everything that needs judgment, context, or a difficult conversation. Every agent reports to a named consultant — none of them act unsupervised.

The agent workforce

Six agents, one HR practice

Each agent maps to a specific piece of our HR Tech/AI Adoption Consulting practice — built for clients, then used in our own delivery.

Agent 01

Screening Agent

Automates initial candidate shortlisting against the job description, so consultants start their review at a curated shortlist, not a raw inbox.

Agent 02

Scheduling & Coordination Agent

Coordinates panel interviews, feedback collection, and candidate communication across calendars without manual back-and-forth.

Agent 03

HR Chatbot Agent

Handles routine employee queries as self-service, freeing HR teams for the questions that actually need a person.

Agent 04

Dashboard & MIS Agent

Refreshes recruitment, attrition, payroll and training dashboards automatically and flags outliers for consultant attention.

Agent 05

Policy & Documentation Draft Agent

Produces first drafts of policies, offer letters and handbook sections in your format, ready for consultant review and sign-off.

Agent 06

Performance Insights Agent

Surfaces performance and attrition trends early from appraisal and engagement data, so managers act before it's a resignation.

Human in the loop

Agents draft and monitor. Consultants decide.

Every agent output — a shortlist, a dashboard flag, a policy draft — passes through a named consultant before it reaches you. Data privacy and AI ethics advisory is part of every HR Tech adoption engagement we run, for our own agents and for the ones we help you deploy.

Diagnose & Design

Consultants scope the engagement; agents pull the baseline data.

Deploy

Agents execute the repeatable steps; consultants handle rollout and training.

Measure

Agents keep dashboards current; consultants interpret and act on them.

Want this stack running inside your own HR function?

HR Tech/AI Adoption Consulting is one of our eight employer pillars — HRMS/ATS selection, automation, chatbots, and the governance to go with it.

Careers at 360 Metrics

Do HR work that actually moves metrics.

Join a practitioner-led company where you'll work across manufacturing, IT, e-commerce, education and NGO clients — not one narrow vertical.

Why join us

Work that builds real HR range

Real Cross-Sector Exposure

Work with clients across more than one industry, not one vertical on repeat.

Practitioner-Led Mentorship

Learn directly from consultants who've run HR functions, not just advised on them.

Ownership From Day One

Own deliverables end-to-end, from first draft to client hand-off.

AI-Forward HR Practice

Work with modern HR tech, dashboards, and AI-assisted recruitment tools.

Flexible, Outcome-Driven Work

We measure output, not hours logged at a desk.

A Clear Growth Path

Structured progression from associate to consultant to practice lead.

Open roles

Current openings

HR Consultant

Full-time · Delhi NCR / Hybrid · HR Consulting

Own client engagements across recruitment, compliance, and performance management projects.

Recruitment Associate

Full-time · Delhi NCR · Talent Acquisition

Manage end-to-end hiring mandates for client accounts across sectors.

Business Development Associate

Full-time · Delhi NCR / Remote · Growth

Build the client pipeline across employers, colleges, and institutional partnerships.

Free E-Book

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A short, practitioner-written read for anyone standing somewhere on the 360 Metrics circle.

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