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Hire Backend Developers
A backend hire is the one role where a wrong decision keeps costing you after the person leaves. Their schema choices, their API contracts and their error handling outlive them, and the next engineer inherits all of it. So the screen that matters is not years of experience in a language — it is whether they have owned a service in production and been woken up by it.
How We Fill It
We recruit backend engineers across Java and Spring Boot, Node.js and TypeScript, Python, Golang and .NET, for product companies, GCCs, IT services firms and funded startups. The same candidate is a good hire at one and a poor hire at another: a services background gives breadth and client handling, a product background gives depth and ownership, and we screen for whichever one your team actually needs.
Every profile arrives with a screening note covering the stack they have genuinely shipped in versus what the CV claims, the request volume and data size they have worked at, their database and query depth, current and expected CTC, notice period and buyout position, and whether they are live in other processes.
Timelines & Market
Salary Benchmark
Indicative metro ranges for 2026 — Delhi NCR, Mumbai, Bengaluru, Hyderabad, Pune and Chennai. Tier-2 cities typically run 20–30% lower for the same scope.
| Experience | Indicative CTC | What that buys |
|---|---|---|
| 0–2 years | ₹4.5–8 LPA | Fresher to junior; expect to invest in mentoring |
| 3–5 years | ₹9–18 LPA | The deepest and most competitive part of the market |
| 6–9 years | ₹18–32 LPA | Senior and lead; design ownership expected |
| 10+ years | ₹32–55 LPA+ | Principal and architect; premium for high-scale product experience |
These are negotiating frames drawn from the mandates we run, not a quote. Bands move with sector, funding stage, city and how scarce the specific skill is in that market — ask us for a benchmark against your exact role and location.
Our Screen
Production ownership of at least one service, working knowledge of one relational database beyond basic CRUD, REST or gRPC API design, Git workflow discipline, and the ability to explain a bug they fixed end to end
Caching (Redis), a message queue (Kafka, RabbitMQ, SQS), containerised deployment, one cloud provider hands-on, and unit plus integration testing as a habit rather than an afterthought
System design at the level claimed, concurrency and transaction handling, what they did when a release went wrong, and whether the scale on the CV was theirs or their employer's
JD Outline
Use this as the starting point for your job description — it is the scope we brief candidates on.
Interview Structure
Four rounds, each testing something different. Rounds that repeat each other cost you candidates without improving the decision.
Stack depth, a recent project walked through end to end, scale handled, notice period and compensation reality. Profiles that cannot survive this never reach you.
A practical task close to your domain, not a puzzle. Reading and extending existing code predicts on-the-job performance far better than an algorithm sprint.
Design a service they would plausibly build on your team, with the trade-offs made explicit. Scaled to the level you are hiring at.
Ownership, how they handle disagreement on technical decisions, incident behaviour, and what they want next. This is where most mis-hires are caught.
Why It Stays Open
We raise these at the briefing rather than after a month of silence.
Strong backend candidates are in three processes at once and hold a counter-offer within a day of resigning. Compressing your rounds into one week does more for your hit rate than widening the salary band.
A JD asking for Java, Node, Python, Kafka, Kubernetes and React filters out the specialists and attracts the generalists who have touched all six and mastered none. We will push back at briefing on which three actually matter.
A strong Spring engineer picks up NestJS in a fortnight. Rejecting on framework keyword match shrinks a shortlist for no gain, and it is the commonest reason a backend role stays open for a quarter.
Service-company engineers carry 90-day notice and many employers refuse buyouts. If joining date matters, decide the buyout position before the search starts, not after you have selected someone.
Sector Context
FAQs
For mainstream stacks — Java, Node.js, Python, .NET — a screened shortlist reaches you within 48 working hours of the brief being agreed. Niche stacks such as Golang, Rust, Elixir or Scala are headhunted from a known pool and take four to six days for a first set of three to four genuinely qualified people.
Both, and in that order. We run a structured conversation on stack depth, system design at the stated level, database ability and testing discipline, and send a written note with each CV. Where you want a coding assessment, we schedule yours or run one on your platform before submission so your engineers only interview people worth their time.
A percentage of the candidate's annual CTC, invoiced on joining, with no upfront or retainer fee for standard permanent mandates, and a 90-day replacement guarantee. The percentage depends on the band and the volume of roles; send us the requisition and we will put a number against it before any search starts.
Yes, and remote widens the pool to tier-2 cities where the same skill costs 20–30% less. The trade-off is a higher counter-offer risk, because a remote candidate keeps interviewing. We manage that by keeping the process tight and staying in contact through the notice period.
Send the requisition to info@recruitmentconsultant.co.in and we will come back with a realistic band and timeline before any search starts.
Send us the job description and get a screened shortlist within 48 working hours. No obligation, no upfront fee, and a 90-day replacement guarantee on every permanent placement.
