A Letter from Parmeet
Welcome to the very first edition of CPN Insights.
When I started CPN Solutions, I had one central observation: most companies — even smart, well-run companies — make fundamental mistakes in how they find, evaluate, and hire people. And most of those mistakes are completely preventable.
I started this newsletter because I believe the best way to build the business I want to run is to be genuinely useful — not just to our paying clients, but to the broader community of HR professionals, business owners, and job seekers navigating an increasingly complex world of work.
Every month, we’ll share what we’re seeing on the ground: what’s working, what isn’t, where talent is moving, and what the data tells us. No fluff. No filler. Just insights you can actually use.
— Parmeet Singh Tuteja, Founder, CPN Solutions
What CPN Solutions Does
CPN Solutions is a recruitment and HR consulting firm based in Ahmedabad, Gujarat. We work with businesses across 14+ industries to find the right talent — faster and more effectively than internal teams or generalist recruiters typically can.
Our core services:
- Talent Acquisition: End-to-end recruitment across permanent, contract, and executive search assignments
- HR Consulting: HR policy development, process design, and people strategy advisory
- Digital Marketing: Employer brand and talent marketing services for companies building their reputation as great places to work
Why Most Companies Hire Wrong
After a decade of placing talent and consulting on hundreds of hiring processes, I’ve identified three root causes that account for the vast majority of bad hires:
- The role isn’t clearly defined. “We need a Sales Manager” is not a role definition. What outcomes does this person need to deliver in 90 days? In 12 months? What competencies are genuinely required vs. trainable? What does the team and culture context look like? Without answers to these questions, the search starts in the wrong direction and ends in the wrong place.
- The process tests the wrong things. Most interviews are tests of interview skill. The candidate who presents most confidently isn’t necessarily the one who will perform best in the role. Structured interviews, work samples, and proper reference checks dramatically improve predictive accuracy.
- Hiring under pressure. Every bad hire I’ve been close to had the same origin: a hiring manager under pressure to fill a role quickly, deciding to lower the bar. The cure is a fast process with consistent standards — not a fast process that compromises them.
What We Believe
What to Expect
Each monthly edition will include: a deep-dive on one hiring or HR topic, salary benchmark data from our placements, one practical action item you can implement this week, and news from the CPN Solutions team.
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Thank you for reading. We hope this is the beginning of a long and useful conversation.