On the third floor of 119-A, Commercial Lavandus Block, Bahria Town, Lahore, sits the head office of BDS Corp. From this one address the group runs its sales floors, its media production and its engineering practice — for every company it owns. The freight brokered for American shippers, the features placed in international publications, the software the whole group runs on: all of it passes through this office.
Three functions, one floor
The office is organised around functions rather than companies. Sales, media production and engineering each serve the whole group, which is what makes a group this shape economical to run.
| Function | What it does | Serving |
|---|---|---|
| Sales | Cold outreach, calls and account work on US hours | The freight brokerage and both media agencies |
| Media production | Feature writing, pitches, design and client campaigns | The group's PR and placement clients |
| Engineering | Builds and runs the group's platforms and AI agents | Every company in the group |
US hours, deliberately
The group's customers are overwhelmingly in the United States, so the client-facing teams work US hours. A shipper calling Badass Logistics about an oversize move reaches someone in the middle of their working day, not the middle of their night. A founder emailing Publisive Media about a feature, or a client of DNA PR preparing for a podcast appearance, gets the same. The time zone is treated as an operating decision, not an accident of geography.
The hiring bar: everyone takes the assessment
The office can only serve several businesses at once if the baseline of every hire is dependable, so hiring runs through one instrument: a timed assessment that every applicant takes, whatever the role. It has four parts — a typing test with paste disabled, an Excel data-entry task, a live sales email written on the clock, and two written answers. Each part is a proxy for the daily work: speed and accuracy at a keyboard, care with structured data, the ability to write to a stranger persuasively, and the ability to think in paragraphs.
The assessment does not care what a CV claims. Forty minutes on the clock says more than two pages of history.
Paste is disabled on the typing test for a reason: the test measures the candidate, not the candidate's clipboard. The written answers are read by the hiring manager, not scored by keyword. Candidates who clear the bar move into a structured pipeline — interviews, onboarding, and analytics on how each hiring round performed — run on the group's own hiring suite rather than a rented applicant tracker.
Why this matters to clients
A customer of any group company is drawing on the same pool: salespeople who passed the same bar, writers whose work is reviewed on the same floor, and engineers who sit within earshot of the people using what they build. When a dispatcher needs a change to the transport management system, the request does not enter a vendor's ticket queue — it crosses the room.
The office is hiring on all functions. The roles, and the assessment itself, are on the careers page.