Building a team in India from abroad

We work with international companies building teams in India. When you cannot sit across the table from a candidate, someone has to look closer on your behalf.

Why hiring from a distance needs more care

A CV and a video call tell you little about how a person will work with a team in another country and another time zone. A weak hire is harder to spot from far away, and slower to put right.

We screen every candidate for technical skill, problem-solving and cultural alignment before you see a profile. Each person we recommend comes with a written note that explains why they suit the role and your team.

Our method was built hiring for IT services and SaaS companies, and we now work across several sectors.

What we ask you in the first call

Hiring across borders has a few extra questions. Agreeing them at the start saves weeks.

Working hours

How many hours should overlap with your team, and in which time zone?

How the person will be employed

Do you have a company in India, or will you engage people another way?

Pay and currency

What is the pay band, and will it be set in rupees or in your own currency?

Who they report to

Who manages the person day to day, and how does your team like to work?

Four steps from first call to first day

1
Consultation
We get to know the role, the team and your culture, and agree the skills that matter most.
You get a written brief with the must-haves and the pay band.
2
Talent sourcing
We search our own pool and the wider market, and speak to candidates who are not actively looking.
You get regular updates on who we have approached and what the market is saying.
3
Screening and interviews
Skills assessments and structured interviews, scored the same way for every candidate.
You get a shortlist, each profile with its fitment note.
4
Placement and onboarding
We handle the offer, the notice period and the joining formalities, then check in after the hire has started.
You get a smooth joining, and a check-in after the first weeks.