Discuss one planned India role
Bring the role, manager, timing, current recruiting or employment setup, and the biggest unresolved question.
PRE-LAUNCH · FOR US COMPANIES HIRING TECHNICAL TALENT IN INDIA
Build your India technical team while your company keeps the hiring decisions.
Sekai is building a coordinated hiring and workforce-operations service for US companies. Your team defines the role, interviews candidates, chooses who to hire, approves compensation, and leads the day-to-day work. The service is being designed to coordinate the surrounding process—from role planning and candidate search through employment readiness, onboarding, payroll coordination, benefits, equipment, and ongoing support.
Bring the role, expected timing, current setup, and biggest concern. The conversation will explore responsibilities, cost categories, readiness questions, and the next decision.
Sekai is pre-launch and speaking with prospective design partners. Live hiring and employment services, final pricing, and additional country paths are not yet available.
WHAT SEKAI IS BUILDING
From one planned role to ongoing support
01
Plan the role
Define the work, manager, timing, compensation assumptions, and decision process.
Available for discussion02
Find and evaluate
Coordinate candidate discovery, role context, consent, interviews, evidence, and employer decisions.
Being validated03
Prepare employment and start
Coordinate offers, checks, documents, funding questions, onboarding, equipment, access, payroll readiness, and benefits.
Being validated04
Keep support visible
Coordinate payroll questions, worker support, changes, exceptions, and offboarding responsibilities.
PlannedThis is the intended service model. Live delivery and final responsibilities are not yet approved.
EMPLOYER DECIDESRole, interviews, selection, compensation, and day-to-day work
SEKAI COORDINATESThe surrounding hiring and workforce-operations processPLANNED
CANDIDATE CHOOSESWhether to pursue a role and what role-specific information is shared
What is available now
What can an employer do with Sekai today?
Sekai is not yet offering a live hiring or employment service. The current conversation is a way to examine one planned role and identify what would need to be true before the hire can move forward.
The coordinated service model
Candidate discovery, evaluation support, employment readiness, onboarding, payroll coordination, benefits, equipment, and worker support.
Live delivery and self-service
Live candidate applications, employment services, payroll, final pricing, guaranteed timelines, additional country paths, and a customer login.
What Sekai is building
The full journey matters—not only the candidate search.
Sekai is being designed around six plain-language stages. Each stage should make the responsible person, visible information, next decision, and unresolved questions easier to understand.
Plan
Define the work, location, manager, timing, compensation assumptions, hiring requirements, and decision process.
Question answeredWhat exactly are we trying to hire, and what would make this hire successful?
Available for discussionFind
Connect the employer with relevant candidates and clear opportunity context. Candidate choice and consent matter before information is shared.
Question answeredWho is being considered, why, and what do they understand about the role?
Being validatedEvaluate
Organize screening, interviews, relevant assessments, and feedback while the employer remains in control of the decision.
Question answeredWhat evidence do we have, and who made the decision?
Being validatedEmploy
Coordinate the offer, checks, documents, local employment requirements, funding, and readiness questions.
Question answeredWhat must be ready before this person can legally and practically start?
Being validatedStart
Prepare the worker and manager for the first day: onboarding, equipment, access, benefits, payroll readiness, and first-week expectations.
Question answeredWill the employee and the team be ready on day one?
Being validatedSupport
Keep local employment questions, payroll issues, support cases, exceptions, changes, and offboarding responsibilities visible after the hire.
Question answeredWho helps when something happens after the hire?
PlannedPlan the role. Find the person. Make the decision. Prepare the employment. Start well. Keep support visible.
Employer control and Sekai scope
Your company keeps the decisions that shape the team.
The intended model separates the employer’s management authority from the surrounding recruiting and local operating work.
Employer keeps control of
- role definition
- success criteria
- team structure
- interview process
- candidate selection
- compensation approval
- daily management
- feedback
- performance expectations
- whether the employment relationship should continue
Sekai is being designed to coordinate
- role and country planning
- candidate discovery
- role context
- candidate consent
- evidence and interview administration
- offer and employment-readiness questions
- onboarding
- payroll readiness
- benefits
- equipment
- worker support
- changes
- offboarding coordination
The final legal, partner, and delivery responsibilities remain under validation.
Candidate should retain
- clear opportunity context
- choice before role-specific sharing
- understandable status
- correction and withdrawal paths
- access to support after joining
The concrete customer problem
Cross-border hiring breaks when responsibility moves but context does not.
A handoff is the point where responsibility moves from one person, team, or provider to another. When recruiting, employment, onboarding, payroll, and worker support are separated, important information and accountability can disappear between them.
Role context gets lost
The recruiter may understand the role, but employment and onboarding teams may receive only the final candidate details.
Who owns the next step after the candidate is selected?Costs become difficult to compare
A single invoice may combine compensation, employer obligations, benefits, operations, recruiting, and provider margin.
Which costs support the worker, and which support the service?Support ownership becomes unclear
After the person starts, the employer and worker may not know who owns a payroll question, document change, benefit issue, or offboarding step.
Who answers when a local employment question appears?Why start with US companies hiring in India
Start with one country pair. Learn it deeply.
Sekai’s long-term direction is global, but a credible cross-border experience requires local depth. Employment requirements, payroll, benefits, documents, currencies, time zones, worker expectations, and support practices cannot be treated as identical from country to country.
EMPLOYER SIDEUnited States
TALENT AND WORKER SIDEIndia
INITIAL ROLE FOCUSTechnical roles, especially engineering
CURRENT STATUSPlanned and being validated—not broadly live
Global in ambition. Focused in the first step.
Economics
Understand the full employer cost before you commit.
A monthly provider fee is not the same as the full cost of hiring and supporting a person. Sekai intends to show the important cost categories separately so an employer can understand what it is comparing.
Cost layerWhat it includesCurrent public status
Worker compensationSalary and agreed variable compensationRole input required
Employer obligationsTaxes, statutory contributions, and required employer costsRequires current qualified review
Benefits and insuranceRole- and arrangement-specific benefits or insuranceBeing validated
Local operating costsChecks, equipment, onboarding, payroll operations, foreign exchange, deposits, and exceptional itemsRole and operating model dependent
Sekai feeAny recruiting or recurring operating fee shown separatelyNot finalized
Total expected employer costThe sum of approved compensation, obligations, benefits, operating costs, and feesNot calculated
Assumptions and confidenceSource, effective date, owner, confidence, and expirationRequired before publication
The point is not to promise that Sekai is cheaper. The point is to help the customer understand what they are paying for and what reaches the worker.
Candidate dignity and human responsibility
Candidates should understand the opportunity before their information moves.
A connected hiring experience should work for the person as well as the employer.
Purpose before collection
Explain why information is requested and how it will be used.
Choice before sharing
Show the employer and role context before role-specific information is presented.
Status with an owner
Show the current step, what happens next, and who is responsible for communication.
Support after joining
Keep employment documents, pay and benefit questions, corrections, and support accessible after the candidate becomes a worker.
AI may help organize information, summarize evidence, identify missing details, prepare drafts, and surface reminders.
People remain responsible for decisions that affect candidates, workers, and customers.AI can help people work through the process. It does not quietly decide a person’s future.
Understand the talent experience → Read the human-decision principles →
FAQ
Questions to answer before a conversation
Is Sekai live?
Sekai is pre-launch. It is speaking with prospective design partners and validating the first US-to-India hiring and workforce-operations model.
Which countries does Sekai support?
The first planned focus is US employers hiring India-based technical talent. Other country paths are future possibilities until their legal, operating, support, and commercial requirements are ready.
Does Sekai choose the employee for the company?
No. The intended model is employer-controlled. The company defines the role, interviews candidates, and makes the final hiring decision. Sekai coordinates the surrounding process.
Is Sekai a consultancy or outsourcing firm?
Sekai is not being positioned as a project-outsourcing company that assigns and manages delivery teams. The intended relationship is that the employer chooses the person and leads the day-to-day work.
Is Sekai an employer-of-record platform?
The final legal-employer and delivery structure is still being validated. The site should not apply a legal category that has not been approved.
How does Sekai use AI?
AI may help organize information, summarize evidence, prepare drafts, and surface missing details. Humans remain responsible for consequential decisions.
How much does it cost?
Pricing is still being validated. Sekai intends to show worker compensation, employer obligations, operating costs, assumptions, and Sekai’s fee separately rather than hide everything in one number.
What happens after someone is hired?
The intended journey continues through employment readiness, onboarding, payroll, benefits, worker support, exceptions, changes, and offboarding—not only the moment of selection.
START A CONVERSATION
Bring one India role. Map what it would take to hire and support it.
Share the role, expected timing, current recruiting or employment setup, and the biggest unresolved question. The conversation will explore responsibilities, cost categories, employment and start-readiness questions, candidate and worker concerns, and the next decision.
Map one India roleExplore the US-to-India focusA conversation is not a service agreement, hiring commitment, employment relationship, or promise that live delivery is currently available.