Hire Pre-vetted Software Developers in India
Hire software developers in India at 60-70% less than US rates. Stack-specific vetting, full compliance, and onboarding handled. From first call to first commit in 3 weeks.
5 CVs
Average profiles sent per hire
20 days
Median time-to-offer
< 10%
Unwanted attrition
4.8/5
G2 Rating
Trusted by 300+ global companies for building teams in India
Pick a role and get vetted profiles in under 2 weeks
Site Reliability Engineer
About Role
Core responsibilities
- Build and maintain monitoring, alerting, and incident response pipelines for production systems
- Write automation scripts to eliminate manual toil: deployments, scaling, and recovery
- Define and enforce SLOs, SLIs, and error budgets with engineering teams
- Conduct postmortems after incidents and ensure follow-through on action items
- Manage infrastructure-as-code for cloud environments using Terraform or Pulumi
Top performers have
- Experience running systems at 99.95%+ uptime for user-facing products
- Ability to write production-grade code, not just glue scripts and bash one-liners
What to expect
- B.Tech from NITs, BITS Pilani, DTU, or IIIT Hyderabad. Some come from non-CS backgrounds with strong systems self-learning
- Have been on-call for high-traffic systems and can describe real incident war stories clearly
- Can point to specific reliability wins: "reduced MTTR from 45 minutes to under 8 minutes"
Essential Skills
Kubernetes and Docker
Terraform or Pulumi
Prometheus/Grafana
Python or Go
AWS or GCP
CTO
15+ years
About Role
Core responsibilities
- Set technical vision and multi-year technology roadmap aligned with business strategy
- Make final calls on architecture, infrastructure, and build-vs-buy across the entire stack
- Hire and manage VPs and Directors of Engineering, shape the leadership bench
- Own engineering budget, vendor contracts, and technology investment decisions
Top performers have
- Founded or co-founded a product company before, even if it didn't scale
- Can shift between investor-facing storytelling and deep technical debugging in the same week
- Track record of building engineering culture
What to expect
- Many come from ISI Kolkata, IIT Kharagpur, IIIT Bangalore, or Jadavpur University. Non-pedigree candidates with strong builder track records are increasingly common at this level
- Have built and scaled an engineering org from founding team to 100+ across multiple product lines
- Can reference a company-defining technical decision: "migrated from monolith to event-driven architecture, enabling 10x transaction throughput during Series B growth
Essential Skills
Technology strategy
Executive leadership
Fundraising fluency
Director of Engineering
15 to 18 years
About Role
Core responsibilities
- Own delivery and reliability across 3-6 engineering squads reporting through multiple EMs
- Define quarterly engineering OKRs and align them with company-level business targets
- Make build-vs-buy and vendor selection decisions for major platform investments
- Run hiring pipelines for EM and senior IC roles: approve JDs, calibrate panels, close offers
Top performers have
- Experience running a mixed org of ICs and managers without defaulting to pure delegation
- Have navigated at least one major reorg or RIF while retaining top-quartile talent
- Ability to context-switch between a system design review and a board-ready eng update in the same day
What to expect
- B.Tech from IITs, NITs, or BITS Pilani. Some hold executive education from ISB or IIM Ahmedabad
- Have owned an engineering org of 25-60 engineers and managed a budget of $1M-$5M annually
- Can reference a specific org-building story: "inherited 8 engineers, built to 45 in 18 months with under 10% attrition"
Essential Skills
Org leadership
Technical strategy
Budget ownership
Stakeholder management
VP of Engineering
10 to 15 years
About Role
Core responsibilities
- Own engineering org performance: delivery velocity, system uptime, and team health metrics
- Set hiring plan, approve headcount, and personally close senior and leadership hires
- Align engineering roadmap with business goals in partnership with CEO and product leadership
- Run monthly org reviews: promotion calibrations, retention risk assessments, and reorg decisions
Top performers have
- Experience scaling an engineering org from 20 to 100+ while maintaining delivery speed
- Ability to communicate engineering tradeoffs to non-technical board members in plain language
- Have shut down a failing initiative or sunset a product without losing key engineers
What to expect
- IC at Google/Amazon India, EM at Flipkart or PhonePe, Director at a Series C+ startup, then VP at a late-stage or public company
- B.Tech from IIT Bombay/Delhi/Madras, often with MS from CMU, Stanford, or Georgia Tech
- Have managed 50-150+ engineers across multiple EMs and tech leads with P&L awareness
Essential Skills
Org design
Executive communication
Engineering strategy
Software Intern
0 to 1 year
About Role
Core responsibilities
- Write and test small features or bug fixes assigned by senior developers
- Attend daily standups and update task progress on Jira or Linear
- Document code changes and update internal wikis
- Write basic unit tests for modules they touch
Top performers have
- A personal project portfolio beyond mandatory college assignments
- Curiosity to read production codebases without waiting to be onboarded
What to expect
- Pre-final or final year B.Tech/BCA from VIT, SRM, Manipal, DTU, or BITS Pilani
- Completed at least one prior internship at an early-stage startup or dev shop
- Built 1-2 working projects with a live deployment, not just localhost demos
Essential Skills
Python or JavaScript
Git/GitHub
Basic SQL
REST API basics
Engineering Manager
8 to 12 years
About Role
Core responsibilities
- Own delivery outcomes for 2-4 squads
- Run weekly 1:1s, quarterly performance reviews, and manage promotions and PIPs
- Hire and build the team: define JDs, run interviews, calibrate offers, and close candidates
- Partner with product and design leads
Top performers have
- Ability to context-switch between architecture discussions and HR escalations
- Experience running RIFs or restructuring teams without losing top performers
- Habit of tracking team health metrics (cycle time, PR turnaround, attrition risk) proactively
What to expect
- Have managed 10-25 engineers across multiple squads and shipped at least one 0-to-1 product or led a major platform migration
- Can show retention numbers: strong EMs in India typically hold attrition under 12% in a market where 18-20% is the industry norm
Essential Skills
Agile/Scrum
Hiring and talent calibration
Jira/Linear
Strong technical foundation
People management
Software Development Engineer III / Tech Lead
5 to 8 years
About Role
Core responsibilities
- Define technical architecture and make build-vs-buy decisions
- Break down ambiguous product requirements into concrete engineering plans and task assignments
- Run sprint planning, unblock developers, and ensure on-time delivery across the squad
- Own system reliability: set SLOs, review incident postmortems, and prioritize tech debt reduction
Top performers have
- Ability to translate business context into technical trade-offs
- Experience managing distributed teams across time zones with async-first communication habits
- Track record of growing SDE-Is into SDE-IIs through structured mentorship
What to expect
- B.Tech/M.Tech from IITs, BITS Pilani, IIIT Hyderabad, NITs, or strong international MS programs
- 5-9 years experience, typically progressed SDE-I to SDE-II at a strong product company (Flipkart, Swiggy, PhonePe, Atlassian India, Microsoft IDC, Google Bangalore)
- Have owned a team of 3-8 engineers and shipped at least one major system
- Can articulate architectural decisions with business impact
Essential Skills
System design
AWS or GCP
CI/CD
People management
Software Development Engineer II
2 to 5 years
About Role
Core responsibilities
- Own and deliver end-to-end backend features across multiple services independently
- Design database schemas, API contracts, and service interfaces for new modules
- Conduct thorough code reviews and enforce coding standards across the team
- Investigate and resolve production incidents using observability and alerting tools
- Mentor junior developers and interns through pairing and structured code reviews
Top performers have
- Hands-on experience breaking a monolith into microservices in production
- Ability to design for scale: caching layers, async processing, event-driven patterns
- Track record of reducing API latency or improving system reliability
- Ownership mindset
What to expect
- B.Tech/M.Tech in CS from IITs, NITs, BITS Pilani, IIIT Hyderabad, DA-IICT, or top-tier state colleges like COEP, PEC, or NSIT
- Ttypically started as SDE-I at a product company like Razorpay, Flipkart, Freshworks, Zoho, or Postman, or joined a well-funded Series A/B startup
- Have owned at least one critical service or module end-to-end
Essential Skills
Java / Pthon / Node.js
PostgreSQL / MySQL
Docker and Kubernetes
CI/CD pipelines
AWS or GCP
Software Development Engineer I
0 to 2 years
About Role
Core responsibilities
- Build and ship API endpoints for product features in active sprints
- Write and maintain unit and integration tests for backend services
- Debug production issues using logs, error tracking, and monitoring tools
- Review pull requests from peers and respond to code review feedback
Top performers have
- Experience with message queues like RabbitMQ or Kafka beyond just tutorials
- Ability to write optimized SQL queries and spot N+1 problems independently
- Habit of writing tests before being asked, not just when enforced by CI
- Exposure to system design basics: caching, rate limiting, load balancing
What to expect
- B.Tech/B.E. in CS or IT from NITs, BITS Pilani, DTU, VIT, IIIT Hyderabad, or top state engineering colleges like COEP or NSIT
- 6-12 months at a product startup, SaaS company, or service firm like TCS/Infosys
- Have shipped at least one production feature end-to-end
- Carry a GitHub profile with 2-3 non-trivial projects showing clean code structure and commit discipline
Essential Skills
Python / Node.js / Java
PostgreSQL
GitHub/GitLab
REST API design
Basic Docker and CI/CD awareness
Hiring outcomes we've delivered
2 days
median time-to-first shortlist
20 days
median time-to-offer
95%
offer-to-join rate
99%
3-month retention
1 hire per 5 CVs
presented (signal over volume)
20 hours
hiring-manager time saved per role
How we hire software developers in India
We handle everything—sourcing, screening, compliance, and payroll. You just interview and hire.
Share Your Requirements
1
Tell us your backend stack (Spring Boot, Django, Node.js), architecture needs (microservices, monolith, API-first), and seniority level. Building something new or scaling what exists? No JD? We'll draft one from your product context.
Time: Day 1
1
2
Discovery Call
2
We dig into your system architecture, database layer, deployment pipeline, and team workflows. We clarify domain context: fintech, SaaS, healthcare, or e-commerce. This ensures we source developers who've actually built what you're building.
Time: Day 1-2
We Build Your Salary Benchmark
3
Developer salaries in India vary by stack (Spring Boot vs. Node.js), cloud proficiency, and city (Bangalore commands 15-20% more than Pune or Chennai). We map competitive ranges for your exact role.
Time: Day 2-3
3
4
We Source Top Talent
4
We tap into Bangalore, Hyderabad, and Pune's developer communities. We target engineers from product companies like Razorpay, Freshworks, and Zoho, plus high-growth startups. We look for shipped production systems, not just tutorial projects.
Time: Day 3-10
Rigorous Screening
5
Every candidate completes a coding assessment (data structures + API design), system design walkthrough, and code review exercise. We verify GitHub contributions, production deployment experience, and testing discipline.
Time: Day 10-15
5
6
You Review 4-5 Vetted Profiles
6
We send shortlisted profiles with assessment scores, architecture walkthroughs, stack-specific skill breakdowns, and our evaluation notes. Only candidates who've cleared our developer-specific technical bar and communication check make your shortlist.
Time: Day 15-18
Interview & Offer
7
You run final technical rounds focusing on system design depth, code quality standards, and team communication fit. We handle offer negotiation, benefits explanation, and compliant contract drafting once you've picked your developer.
Time: Day 18-25
7
8
Candidate Joins Your Team
8
We set up repo access, development environment, CI/CD pipeline permissions, and communication tools (Slack, Jira, GitHub). Your developer is onboarded, oriented, and ready to start deploying codes.
Typical start: 4-8 weeks post-offer
Ready to hire software developers in India?
Share your requirements and we'll send you salary benchmarks + candidate profiles within 2 weeks.
Trusted by US and UK companies for India hiring since 2020
Case Study
How OneReach.ai Built a High-Impact Marketing & Growth Team with Wisemonk
Onereach.ai, a US-based tech company
2 days
Time-to-first shortlist
15 days
Time-to-offer
8/10
Offers accepted
100%
3-month retention
Roles - Director, Product Marketing & GTM | Content Marketing Manager | Digital Marketing Sr. Manager | Motion Graphics Designer | Sr. BDR | SEO Manager
The Wisemonk team played a key role in helping us hire for specialized B2B SaaS marketing skills. We were able to build the team within four months, and hire experienced professionals from Tier 1/major B2B SaaS brands. This includes SEO, digital marketing, business development, product marketing, content marketing, and GTM roles. They are a great partner providing integrated services for EOR and recruitment/hiring and I’d recommend them to any B2B SaaS vendor.
Saurabh Sharma
Chief Marketing Officer at Onereach
Frequently asked questions about hiring software developers in India
Are Indian software developers actually production-ready, or will I spend months ramping them up?
A mid-level developer (2-5 years) with Spring Boot or Node.js and cloud experience costs $8,500 to $17,000 per year in India. Bangalore and Hyderabad sit at the top of that range, while cities like Pune, Chennai, or Jaipur come in 10-15% lower. Add $99/month for EOR fees and you're still at roughly 85% savings compared to a US hire at the same level. We build exact salary benchmarks for your stack before sourcing begins.
What's the real salary range I should budget for a mid-level developer in India?
A mid-level developer (2-5 years) with Spring Boot or Node.js and cloud experience costs $8,500 to $17,000 per year in India. Bangalore and Hyderabad sit at the top of that range, while cities like Pune, Chennai, or Jaipur come in 10-15% lower.
I keep hearing about 90-day notice periods. Is that actually real?
Very real. Developers at large Indian companies (TCS, Wipro, Cognizant, even Flipkart) commonly have 90-day notice periods written into their contracts. Startups typically run 30-60 days. This means your hire might not start for three months after accepting your offer. We front-load this into our sourcing strategy by prioritizing candidates already serving notice or on shorter periods, so you're not surprised at the finish line.
Should I hire a full-stack developer or separate frontend and backend roles in India?
For early teams (1-3 engineers), a full-stack developer who leans backend is usually the better bet. They can own your API layer and handle basic frontend work without needing a second hire immediately. Once you cross 4-5 engineers, split the roles. Full-stack developers in India cost 10-20% more than specialists, but you save on coordination overhead. We see this decision in nearly every discovery call and can advise based on your product stage.
How do I know if a candidate's GitHub profile is real work or just tutorial projects?
This is one of the most common traps. Look for commit consistency over months (not a weekend burst), meaningful PR descriptions, and projects with actual users or production deployments. Tutorial repos with names like "todo-app" or "weather-api" are red flags at the mid-level and above. Our screening process reviews GitHub activity, checks for copied repositories, and asks candidates to walk through their own code live. Only candidates who pass this make your shortlist.