Employee Handbook
Welcome to
Seven N Half
Your complete guide to The SNH Way — our values, culture, processes, and the principles that drive everything we do. Built with love for every colleague who is part of this extraordinary journey.
SNH
2014
Founded
10+
Years of Excellence
14
Handbook Chapters
Handbook Chapters
Jump to any chapter from this overview or use the sidebar navigation.
Welcome & About
Chapter 1
From Our Founder
Chapter 2
Company Values
Chapter 3
The Incredible Journey
Chapter 4
Our Team
Chapter 5
Hiring Process
Chapter 6
Onboarding
Chapter 7
Leave Benefits
Chapter 8
Benefits & Perks
Chapter 9
Training & Development
Chapter 10
Policies & Procedures
Chapter 11
POSH Program
Chapter 12
IJP — Internal Moves
Chapter 13
KRAs & Performance
Chapter 14
This handbook represents everything that makes Seven N Half special. Read it, refer to it often, and let it guide you as you grow with us. If you have questions about any policy or process, reach out to your manager or the CoE team at CoE@sevennhalf.com.
Chapter 1
We Are Glad You Are Here
Welcome to the Seven N Half family. You have just joined one of the most exciting journeys in recruitment.
01
About Seven N Half
Seven N Half is a dedicated and progressive talent-hunt solution provider that helps organizations innovate, transform, and lead. We endeavor to be a catalyst towards your growth by delivering the right-fit talent with speed and accuracy through valuable insights, research, and thoughtful consulting.
Founded in 2014 by Pinkal Soni and Jimmy Soni, SNH's journey to success has been inspirational — starting from humble beginnings, it has become one of the most reputable manpower providers in the market.
What Makes Us Different
🏛
Culture First
We believe culture is the foundation of everything. A great culture creates great work.
⚡
Responsiveness
Speed and accuracy in every interaction — with candidates, clients, and each other.
💌
Engagement Quality
Superior engagement with every candidate — we treat people as people, not profiles.
This handbook is your reference guide to everything at Seven N Half. From leave policies to training programs, it covers what you need to thrive here. Welcome aboard — we are genuinely glad you are part of this story.
Chapter 2
From Our Founder
A personal message from Pinkal Soni, Co-Founder & CEO of Seven N Half.
02
“
"We aim to achieve the perfect blend of creativity and accuracy. While we encourage creativity in all your dealings, it is essential to recognize the value of laid-down procedures. You are the face, mind, and voice of SNH. Therefore, you decide where you must be creative while being accurate, where you must be purely creative and where you follow only procedures. And we stand right behind you."
The Founding Philosophy
At SNH, we believe that creativity and structure are not opposites — they are partners. The best recruiters know when to follow the process precisely and when to bring something uniquely human to an interaction.
This balance — creative when it serves the candidate and client, precise when the process demands it — is what separates good recruiters from great ones. And it is what we aim to build in every person who joins our team.
You Are The Brand
Every interaction you have represents Seven N Half. Your professionalism, empathy, and excellence shape how the world sees us.
We Back You
Leadership stands behind every decision made with good intent. Make bold choices, learn from them, and keep growing.
Chapter 3
Company Values
The principles that guide every decision, interaction, and milestone at Seven N Half.
03
Our Mission
Connect. Empower. Thrive.
At Seven N Half, we connect talent with opportunity, empowering individuals and organizations to thrive. Through integrity and personalized solutions, we build exceptional teams that drive success.
Our Vision
Transcend Talent Acquisition
Transcending talent acquisition means going beyond traditional recruiting methods. It involves leveraging technology and data analytics to identify and engage with the best candidates — before anyone else does.
Core Values
🤗
Integrity
We do the right thing, always. Honesty and transparency with clients, candidates, and each other.
⚡
Excellence
Good enough is not good enough. We pursue the highest standards in every piece of work we deliver.
👥
People First
Every candidate is a person with a story. Every client trusts us with their future. We never forget that.
🚀
Innovation
We embrace technology, data, and new ideas to stay ahead in a fast-evolving industry.
🏛
Culture
Our culture is our competitive advantage. We protect and nurture it every single day.
💌
Commitment
We show up, follow through, and deliver. Our word is our bond — to clients and colleagues alike.
Chapter 4
The Incredible Journey
From a dream to one of the most respected recruitment firms in India — the story of Seven N Half.
04
2014
The Beginning
Humble as a Dove
In the heart of an industry where credentials often outweigh passion, two individuals embarked on a daring journey with nothing but their dreams and a wealth of determination. Armed with a deep-seated passion for recruitment and an unwavering belief in their mission, they poured every ounce of their resources and energy into their venture. This bold endeavor was not just a business; it was their calling, their dream — a dream they named "Seven N Half."
2015 — 2019
Growth
First Client: Amazon. First Credibility: Tata.
Securing their first client was a pivotal moment. They landed a role with Amazon and poured their heart and soul into the project. Despite initial challenges, they embraced feedback, refined strategies, and hit reset with renewed vigor. They consolidated learnings with Amazon for the next couple of years while building knowledge and industry connections.
Word of mouth began to spread. The real game-changer: empanelment with TSMG, which led to building the Tata Neu team from the ground up — earning the trust of the Tata Group. This culminated in the prestigious LinkedIn Talent Award for 2022.
2019 — Present
Sustenance
Culture of Growth
Started with six-figure revenues in 2015–2016, advancing to late six figures by 2019–2020, then soaring into seven figures. A culture of growth and leadership was fostered, guiding colleagues into pivotal leadership roles.
RnR Program
Monthly, quarterly, and annual recognition and reward awards celebrating outstanding performance.
Fitsy Program
Employee wellness initiative. Because a healthy team is a high-performing team.
Fully Virtual
SNH went virtual before COVID. Cutting-edge WFH tech and full flexibility from day one.
Group Health Insurance
Comprehensive coverage for colleagues and their immediate families.
The Road Ahead
Future
The Bold Vision
Building coaches (not managers) who work with the CoE team to develop cutting-edge systems and policies, transitioning SNH to a full-scale corporate operation.
🎯
Top 3 Goal
Position SNH among top three recruitment firms in the country.
👥
Referral Engine
Employee referral program driving the best talent to join our team.
📈
Business Dev
Pursuing expansive opportunities across industries and sectors.
Chapter 5
Our Team
The extraordinary people who built Seven N Half and continue to drive its growth every day.
05
Founders
PS
Pinkal Soni
Co-Founder & CEO
Two decades of entrepreneurial and professional experience. Experience with recruitment agencies in London catalyzed founding SNH, where he champions a strategic and data-driven approach. Driven by a vision of delivering unparalleled experiences to Clients and Candidates.
JS
Jimmy Soni
Co-Founder
The creative genius and fundamental reason for SNH's tremendous success. A fashion designer by qualification, her unplanned foray into human resources served as the foundation for her one-of-a-kind business venture. A combination of entrepreneurial genes and desire to create something of her own gave her broader wings.
AS
Ankit Soni
Co-Founder & COO
With over a decade of outstanding expertise in the banking sector, Ankit has adeptly managed operations and delivered exemplary customer care services. Consistently recognized as a top performer nationwide, his commitment to going the extra mile and attention to detail make him an invaluable team player.
Leadership Team
The people who lead, inspire, and drive excellence across every function at SNH.
RD
Ronak DasPD
Punita DeshmukhVJ
Viral JainGD
Gurpreet DesaiHM
Harshad MakwanaSR
Shaan RaphaelSS
Shreeja ShettyKS
Kaushalendra ShrivastavaRJ
Rejo JobAG
Ankita GuptaChapter 6
SNH Hiring Process
How we find, evaluate, and welcome the best people into the SNH family.
06
Our hiring process is designed to find the right fit — not just the most qualified candidate. We evaluate for skills, cultural alignment, and long-term potential in every search.
1
Sourcing
Where we find great people
Job Posting — active listings on job boards, the company website, and social media channels
Job Portals — proactive sourcing through Naukri and LinkedIn Recruiter
Networking & Referrals — leveraging our network and the SNH Employee Referral Program
2
Screening
How we evaluate candidates
Resume Review — evaluating qualifications, experience, and skills against the job description
Initial Screening Call — checking interest level, cultural fit, and basic qualifications before moving forward
3
Fitment
Ensuring the right match
Cultural Fit — assessing alignment with SNH values, work environment, and team dynamics
Skills Testing — role-specific tests or case studies to verify technical competence
Soft Skills Assessment — evaluating communication, problem-solving, and interpersonal skills
Chapter 7
Onboarding Process
Your first 90 days at SNH — a structured journey to help you become your best, fastest.
07
Welcome to the SNH Experience
Joining SNH is not just starting a new job — it is stepping into a culture built with intention. Our onboarding process is designed to immerse you in our values, equip you with the tools you need, and connect you with the people who will be your partners in growth. Every milestone is supported, every question is welcome.
Your 90-Day Journey
D1
Day 1
Welcome Call & Team Introduction
Your first day begins with a personal welcome call from your manager and the People team. You will be introduced to your team, given a walkthrough of the SNH culture, and connected with your onboarding buddy — a senior colleague who will support you through your first weeks.
W1
Week 1
Platform Access & Orientation
During your first week, you will be set up on all SNH platforms — LinkedIn Recruiter, Naukri, communication tools, and internal systems. Orientation sessions cover our processes, tools, and ways of working. You will start to understand how SNH delivers excellence and where you fit in.
M1
Month 1
Training & First Mandate
Your first month is structured learning. You will go through SNH's full training curriculum — from sourcing techniques to compensation alignment. By the end of month one, you will be assigned your first mandate, with close support from your team lead and the CoE team.
90D
90 Days
Full Integration Review
At the 90-day mark, you and your manager will sit down for a structured review. This is a two-way conversation — we assess your progress, celebrate your wins, address any challenges, and chart a clear path forward for your next phase at SNH. This is not a performance review; it is a growth check-in.
Throughout your onboarding, reach out to your manager or the CoE team at any time. No question is too small, and no challenge is faced alone at SNH.
Chapter 8
Leave Benefits
Rest, recharge, and take care of what matters. SNH's leave policy is designed around real life.
08
PLs
Privilege Leaves
Earned leaves for personal reasons — vacation, rest, and personal obligations. Plan ahead and enjoy well-deserved time off.
CLs
Casual Leaves
Short-term leave for unexpected or urgent personal reasons — family emergencies, personal illness, or sudden needs.
NHs
National Holidays
Government-recognized holidays commemorating historical milestones and national significance.
ML
Maternity Leave
Time off following the birth of a child for the mother to care for herself and her newborn. SNH fully supports new mothers.
PaL
Paternity Leave
For fathers and partners following the birth or adoption of a child. Because parenting is a shared adventure.
HDL
Half Day Leaves
PLs or CLs taken in two halves, giving more flexibility to manage personal commitments without taking a full day.
GH
Government Holidays
Festival and cultural holidays observed by state and central government — in addition to National Holidays.
SAB
Sabbatical
Extended leave for personal development, education, travel, or recovery. A well-earned pause in a long career.
For specific leave counts, eligibility, and application process, refer to your offer letter and the Leave Policy document. Reach out to your manager or HR for any questions.
Chapter 9
Benefits & Perks
Everything SNH does to ensure you are valued, supported, and set up to thrive.
09
💵 Monetary Benefits
Salary: Credited on the 1st of every month — no exceptions, never deducted for any reason.
Incentive: Competitive Incentive Plan detailed in your offer or increment letter.
Advance Salary & Interest-Free Loan: Available under special circumstances. Yearly bonus can be advanced when needed.
PF (Provident Fund): Government-mandated retirement savings contribution.
Gratuity: Long-term employment benefit as per applicable regulations.
🏛 Work Model
SNH has been a fully virtual company from the very start — predating COVID by years.
Now adapting to a hybrid model — full flexibility and autonomy to collaborate remotely and in person.
Cutting-edge WFH technology and tools provided to every team member.
📆 Leave Benefits
Privilege Leaves: Vacation and rest
Casual Leaves: Emergency and urgent situations
Maternity & Paternity Leaves: Fully supported parental leave
Government & National Holidays: Per government calendar
Sabbatical: For extended personal development
🎁 Discretionary Benefits
Medical Insurance: Comprehensive health coverage for you and your family.
Employee Recognition Programs: Employee of the Month, Quarter, and Year — plus bonus awards.
Maternity Benefits: Paid leave and additional support for expecting mothers.
Chapter 10
Training & Development
SNH is committed to wholesome career and skill development for every colleague.
10
Technical & Domain Skills
End-to-end recruitment process mastery
Advanced sourcing techniques
LinkedIn Recruiter — deep expertise
Naukri Resdex and Monster platforms
Compensation alignment and document collection
ESOPs and RSU understanding
Professional email writing
Leadership Training Program
Communication skills at all levels
Cultural sensitivity and inclusion
Team collaboration frameworks
Time management and prioritization
Negotiation skills
Thriving under pressure
Handling difficult situations
Client Communication
Client communication techniques and best practices
End-to-end client and management relationship building
Team management for budding leaders
Critical thinking and problem-solving
Conflict management and resolution
Life Skills & Well-Being
Work-life balance strategies
Work from home essentials and etiquette
Emotional intelligence development
Building confidence and self-belief
Mental well-being practices
Healthy body and healthy mind
Positivity and its proven benefits
For all training and development requirements — whether you are requesting an existing program or proposing new skill development — write to the CoE team at CoE@sevennhalf.com.
Chapter 11
Policies & Procedures
The guidelines that shape our culture, protect our people, and ensure we operate with excellence.
11
1
Conduct
Code of Conduct
A set of guidelines and rules outlining expected behaviors and ethical standards for all SNH employees. Shapes culture, values, and operational standards across the organization.
2
Ethics
Ethics Policy
Covers teamwork, inter-team synergy, team engagement, and customer commitment — to both clients and candidates. Establishes the ground rules for ethical collaboration at every level.
3
Assets
Company Asset Policy
Definition of company assets, allocation and distribution, correct usage, maintenance and care, asset tracking and auditing, return of assets, and consequences of non-compliance.
4
Training
Training Request Policy
Ground rules for requesting training — whether existing programs (compensation alignment, sourcing searches) or new skill enhancement initiatives. All requests go through the CoE team.
5
Discipline
Discipline Policy
Policies for maintaining a productive, respectful, and professional work environment. Sets clear expectations and disciplinary procedures for addressing violations.
6
Grievance
Grievance Policy
Definition of grievance, reporting procedures, investigation process, resolution actions, and protection against retaliation. Every voice deserves to be heard fairly.
7
Diversity
Anti-Discrimination Policy
Ensuring all employees, regardless of work location, are treated fairly and equitably. Provides clear processes to address instances of discrimination effectively.
8
Inclusion
Anti-Harassment Policy
Ensuring a respectful, inclusive, and professional work environment for all employees regardless of work location, background, or identity.
9
HR
Separation Policy
Covers all stages from resignation through notice period, knowledge handover, and full and final settlement. A smooth transition for all parties.
10
HR
Re-hire Policy
Rules and criteria for re-hiring an employee who was previously associated with Seven N Half. Outlines eligibility and the re-onboarding process.
11
Finance
Incentive Policy
Schedule of incentive eligibility, payment structure, calculation cut-offs, and payment dates. Refer to your offer or increment letter for your specific plan.
12
Finance
Credit Sharing Policy
Guidelines for scenarios where credit needs to be shared or adjusted due to partial contribution or lack of end-to-end ownership of a process by an individual.
Chapter 12
POSH Program
Prevention of Sexual Harassment — because safety and dignity are non-negotiable at SNH.
12
🛡 SNH's Commitment to Safety
SNH takes great pride in being an organization that employs a higher percentage of women than men. To ensure their safety, well-being, and empowerment, we have implemented a comprehensive POSH program.
What Is the POSH Program?
The POSH (Prevention of Sexual Harassment) program is designed to create a safe, respectful, and inclusive work environment. It is both a legal and ethical necessity, as well as a key component of maintaining organizational health and integrity.
Every employee — regardless of role, seniority, or location — is covered by and responsible for upholding the POSH policy.
What the Policy Covers
📜
Definition
A clear definition of what constitutes sexual harassment — verbal, physical, visual, or digital — in any work-related context.
💬
Reporting Process
Clear, confidential channels for reporting incidents. Multiple pathways to ensure every person feels safe to come forward.
⚖
Investigation Process
A fair, time-bound, and confidential investigation process. Outcomes are communicated to all parties, with zero tolerance for retaliation.
If you ever experience or witness any form of harassment, please report it immediately. SNH leadership will respond swiftly, confidentially, and without retaliation. Your safety and dignity are our highest priority.
Chapter 13
SNH Grows — IJP Policy
Internal Job Posting — how SNH invests in you first when opportunities arise.
13
The Internal Job Posting (IJP) policy reflects SNH's belief that the best candidates for any role often already work here. Internal mobility is actively encouraged and structured to be fair, transparent, and growth-focused.
1
Job Posting
Email NotificationInternal opportunities communicated to all eligible colleagues via email
Job DescriptionFull JD shared including role, requirements, and reporting structure
Application ProcessStructured application — no informal discussions replace the official process
Equal OpportunityEvery eligible applicant receives fair and unbiased consideration
2
Eligibility
TenureMinimum time with SNH required before applying for an internal role
Performance StandardMust meet or exceed current performance benchmarks
Skills & QualificationsMust meet the stated requirements of the posted role
Cultural FitAlignment with SNH values and the team's ways of working
3
Selection Process
EvaluationApplications reviewed by HR and the hiring manager objectively
Standard InterviewSame interview process as external candidates — no shortcuts
Background CheckInternal performance history reviewed alongside the interview
Single ApplicationApply for one role at a time through the IJP process
4
Internal Movement
Promotion vs LateralRole clearly categorized and communicated with compensation implications
Handover ProcessStructured knowledge transfer to your current team before transitioning
OnboardingA fresh onboarding experience tailored to your new role and team
Training & OJTOn-the-job training and development support to succeed in the new role
Chapter 14
SNH KRAs
Key Result Areas — the eight pillars of performance and growth at Seven N Half.
14
What Are KRAs?
Key Result Areas define what matters most in your role at SNH. They are not a rigid evaluation checklist — they are a compass. Use them to set priorities, have meaningful conversations with your manager, and track your own growth over time.
01
🤝 Relationships
Clients (growth and sustenance), team dynamics, and leadership partnership. Great relationships are the foundation of great work.
02
⌛ Time Management
Planning, prioritizing, and focusing on what moves the needle. Protect your time and use it with intention.
03
💬 Communication
At all levels — client-facing, internal, and with leadership. Clear, timely, and thoughtful communication is a superpower.
04
🏫 Learning & Development
New skills, reinforcement of existing expertise, and continuous improvement. SNH grows when its people grow.
05
📈 Business Acumen
Understanding the business and the impact of your actions on it. Think commercially, act with ownership.
06
🎯 Result Orientation
Goal clarity, focused execution, and the discipline to monitor and adapt. Results are what count — and how you get them matters too.
07
💡 Leadership
Thought leadership — not limited to those with the title of coach or manager. Every person at SNH can lead from where they stand.
08
👥 Team Management
Communication, collaboration, and motivation. Whether you lead a team or are part of one, these skills define your impact.
KRAs are reviewed regularly in your performance conversations. Use them as a self-check tool — not just a once-a-year exercise. If you need clarity on any KRA or want to align on expectations, reach out to your manager or the CoE team.