Permanent hiring for engineering teams

    We recruit mid-level, senior and lead software, SRE, ML, data and security engineers, TPMs and engineering managers onto your payroll. A working engineer from our panel interviews every candidate and writes a one-page report before you meet them. First profiles usually reach you within days, and you pay a share of annual CTC only when the hire joins.

    Tell us the roleCompare all ways to hire

    A good fit if

    • Product companies and startups building a permanent engineering team
    • Hiring managers who want fewer, better-checked candidates rather than a pile of CVs
    • Teams hiring specialists such as SRE, data or security engineers alongside developers

    Not the right service for

    • Entry-level, campus or bulk hiring
    • CxO and VP searches
    • Roles outside engineering and engineering management

    How it works

    1. 1

      Brief and scorecard

      A 30-minute call on the role, the stack, the team and what good looks like. We turn it into the scorecard our interviewer will use, and you approve it.

    2. 2

      Sourcing and recruiter screen

      We start from people already in our pipeline and source fresh candidates. A recruiter checks motivation, notice period and salary expectations before anyone spends time on a technical round.

    3. 3

      Engineer-led technical interview

      An engineer from our panel runs a 60-minute interview against your scorecard: coding and design for software engineers, an incident scenario for SREs, problem framing for ML engineers, and the matching scorecard for every other role.

    4. 4

      Shortlist with reports

      You receive 3–5 candidates, each with a report covering what we tested, strengths, gaps, a recommended level and what to probe in your own round.

    5. 5

      Your rounds and the offer

      We schedule your interviews, collect feedback, and help shape an offer the candidate will accept. Selection usually takes about two weeks.

    6. 6

      Notice period and the first 90 days

      Most hires in India are lost during a 30–90 day notice period, so we stay in touch until the candidate joins and check in during the first months.

    What's included

    • Role scorecard agreed before sourcing
    • Recruiter screen on motivation, notice and salary
    • 60-minute technical interview by a working engineer
    • One-page interview report per shortlisted candidate
    • Interview scheduling and feedback collection
    • Offer support and notice-period follow-up
    • One free replacement within 90 days

    How pricing works

    A percentage of the hire's annual CTC, set by seniority and invoiced when the candidate joins. There is no retainer, and no fee if nobody joins. We confirm the rate in writing when we take on the role.

    Questions we get asked

    First profiles usually arrive within a few days of the brief. Selection through your own rounds typically takes about two weeks, and joining depends on the candidate's notice period.

    Engineers from the AlgoSmiths panel who build software for clients every day, matched as closely as we can to the role. For specialist roles we agree the interviewer at the brief, and turn the role down if nobody on the panel can judge it.

    Yes. A sample is on the AlgoSmiths Talent home page, and we share a blank template on the first call.

    If the hire leaves, or is let go for performance, within 90 days of joining, we find a replacement once at no extra charge.

    Tell us the role.

    Four details and we'll come back within a working day with how we'd approach it.

    No retainer. You pay only when someone joins. Or write to talent@algosmiths.com