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IT & Software Practice
IT hiring in India is not short of candidates — it is short of candidates who clear a technical screen and then actually join. A single backend opening will draw 300 applications on a job portal, of which perhaps six have written production code in the stack you need, and two of those are already holding a counter-offer. Our technology practice exists to collapse that funnel before it reaches your engineering managers.
How We Work This Sector
We recruit across product companies, GCCs, IT services firms and funded startups, and the screen changes with each. A product company wants depth in one stack and system design ability; an IT services account wants breadth, client-facing communication and billability from week one; a GCC wants stability and the ability to work across time zones. Submitting the same profile to all three is why most agency shortlists get rejected.
Every technology profile we submit carries a written screening note: the stack the candidate has genuinely shipped in versus what the CV claims, the scale they have operated at, their current and expected CTC, notice period, buyout position, and whether they are interviewing elsewhere. Your engineers should spend their interview slots on candidates worth hiring, not on CV verification.
Hiring Reality Check
Roles We Fill
Permanent, contract, executive search and bulk hiring are all available within this practice.
Java, Spring Boot, Node.js, Python, Golang, .NET, microservices architects, API and platform engineers
React, Angular, Vue, TypeScript, React Native, Flutter, native Android (Kotlin) and iOS (Swift)
Data engineers, analytics engineers, data scientists, ML and MLOps engineers, BI and Power BI developers
AWS, Azure and GCP engineers, Kubernetes and Terraform specialists, DevOps leads, SREs, cloud architects
Automation QA (Selenium, Cypress, Playwright), SDETs, performance testers, release and build engineers
Product managers, product owners, business analysts, Scrum masters, delivery and engineering managers
Application security, SOC and VAPT analysts, IAM engineers, network and systems administrators
Engineering directors, VP Engineering, CTOs, heads of data and heads of platform (via executive search)
How We Screen
Depth in the primary language, system design at the stated level, database and query ability, cloud exposure that is hands-on rather than certification-only, and testing discipline
AWS Solutions Architect and DevOps Engineer, Azure Administrator and Solutions Architect Expert, GCP Professional Cloud Architect, CKA/CKAD, OSCP and CEH for security, PSM/CSM and SAFe for delivery
Stack listed but never shipped, three employers in four years without a reason, a buyout expectation nobody has budgeted for, and a CTC jump of more than 60% with no change in scope
The Hard Parts
We would rather tell you where a mandate is genuinely difficult than run a search that quietly stalls.
Good engineers in India routinely receive a counter-offer within 24 hours of resigning. If your process takes four weeks from first interview to offer letter, you will lose candidates you already selected. We compress interview scheduling and tell you up front where a role's timeline is the real problem.
Service companies enforce 90-day notice and many refuse buyouts. That makes the real cost of an IT hire a quarter of lost delivery, so we always surface notice period and buyout position in the shortlist, not after selection.
Stack keyword stuffing is normal in the Indian IT market because portal search rewards it. We screen against what the candidate actually built, with a project-level conversation, before you see the profile.
A band you set in January is often 15% light by July for in-demand skills like Golang, data engineering and platform SRE. We tell you where your budget sits against the live market rather than running a search that cannot close.
Talent Geography
We recruit pan-India, but we tell you up front which market a role is realistically filled from.
Deepest product and platform engineering pool in the country, and the most competitive — expect multiple offers in play on any strong profile.
Hiring in this marketGlobal capability centres and large product engineering teams; strong for cloud, data and enterprise platform skills.
Hiring in this marketServices plus product mix with better salary economics than Bengaluru, and strong Java, .NET and embedded talent.
Hiring in this marketStartup and D2C engineering, SaaS sales engineering, and a large analytics and consulting-tech pool across Gurugram and Noida.
Hiring in this marketServices delivery at scale, BFSI technology and embedded engineering; typically the most stable tenure of the major hubs.
Hiring in this marketRole Briefs
Indicative salary bands, realistic timelines and the checklist we screen on, role by role.
3–5 years: ₹9–18 LPA
Salary bands & checklist3–5 years: ₹8–16 LPA
Salary bands & checklist3–5 years: ₹10–20 LPA
Salary bands & checklist3–5 years: ₹12–22 LPA
Salary bands & checklist3–5 years: ₹12–24 LPA
Salary bands & checklist3–5 years: ₹7–14 LPA
Salary bands & checklist6–9 years: ₹12–22 LPA fixed
Salary bands & checklist5–8 years: ₹12–24 LPA
Salary bands & checklist3–5 years: ₹9–18 LPA
Salary bands & checklist2–5 years: ₹14–26 LPA
Salary bands & checklistEngagement Models
Permanent staffing services for employers across India.
How it worksContract and temporary staffing across India with payroll, PF, ESIC and statutory compliance held by us.
How it worksRetained executive search for CXO, VP and functional-head roles across India.
How it worksRecruitment process outsourcing in India.
How it worksVolume hiring and campus recruitment across India — 50 to 500+ positions with walk-in drives, assessments, venue and logistics coordination, offer roll-out and joining follow-up.
How it worksThird-party payroll outsourcing and statutory compliance in India — PF, ESIC, professional tax, monthly challans, wage registers and audit-ready records for your contractual workforce.
How it worksFAQs
Every profile goes through a structured conversation with a consultant who recruits only for technology, covering the primary stack, a recent project end to end, scale handled and testing practice. You receive a written screening note with each CV. Where you want a coding assessment, we coordinate your test or run one on your platform before submission.
Yes, but the search runs differently. Niche stacks are headhunted from a known set of companies rather than sourced from portals, so expect a 3–5 week timeline and a shortlist of 3–4 genuinely qualified people rather than ten. We tell you at briefing stage how deep the pool actually is in your city and budget band.
Notice period and buyout expectation are captured before submission and printed on the shortlist, so you can select on availability as well as skill. Where you are willing to fund a buyout we filter for candidates whose employers permit it, and we stay in structured contact with the candidate through the whole notice period to prevent a late counter-offer.
Yes. A large share of our technology work is contract and contract-to-hire for project ramp-ups, with the engineer on our payroll and full statutory compliance handled by us. This is the usual route for a six-to-twelve month delivery push or when headcount approval is pending.
Something not covered here? Email info@recruitmentconsultant.co.in with the role and we will come back with a realistic timeline.
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Visit the practiceSend 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.
