Engineering Recruitment Agency in Delhi NCR
Engineers in Delhi, Gurugram and Noida work for SaaS, fintech and enterprise teams, and for capability centres of global companies. Talhive runs dedicated engineering searches that assess what a candidate has shipped and run, not the keywords on a CV.
- Assessed on production evidence
- Shortlist of five profiles at most
- 90-day replacement guarantee
The quality of a search is determined early. Start with the role, the context, and what a strong hire looks like at 12 months.
Your details are held in strict confidence and are not shared with third parties.
Received.
A senior team member will review your enquiry and respond directly.
Backend, platform and data engineers across the region
Seniority follows the problem to be solved.
Backend and platform engineers
Engineers who own services, reliability and the tooling other teams rely on. Our note on hiring platform engineers explains what the role really means.
Data engineers
People who build and run the pipelines that analytics and machine learning depend on, with the operational discipline that requires.
Engineering managers and heads
Leaders who grow a team without losing delivery. See engineering manager or tech lead before you open the role.
One engineering plan for three sub-markets
Context for how we run the search, not a claim about market size.
Candidates cross the boundaries.
An engineer in Noida may join a team in Gurugram, and one in Delhi may consider both. One plan for the region reaches the whole pool.
The trade-off is location.
A single plan does not remove the need to say where the team sits. If the answer narrows the field, we show you by how much before outreach.
SaaS, fintech and capability-centre teams hire differently
The same engineer is not right for every brief.
Breadth and ownership.
Smaller teams ask engineers to own a service end to end, from design to on-call. We look for that range.
Correctness and compliance.
Payments and lending systems reward care and an instinct for failure modes. We test how candidates have handled incidents.
A parent company's standards.
Centres of global companies add stakeholder and process demands. Read what the talent search for a GCC looks like.
Hiring a lead and a team in one mandate
Leadership first, then the engineers that lead will want to work with.
- Stage one01
Appoint the lead.
- A lead who sets the bar
- Agreement on stack and working pattern
- A proposition candidates can judge from outside
- Stage two02
Shape the team.
- Which engineers come first
- A balance of senior and early-career hires
- Where each role sits
- Stage three03
Assess and shortlist.
- A written synopsis for each profile
- Production evidence tested in depth
- An honest view of risk
- Stage four04
Close and protect.
- Offer and counter-offer planning
- Notice-period tracking to the start date
- 90-day replacement guarantee
Production evidence rather than keywords or titles
A title says little about what a person has built and operated.
What they shipped and ran.
We ask for systems the candidate built, how they behaved in production and what the candidate did when they failed.
What they decided.
Design choices, trade-offs and the reasoning behind them show more than a list of tools. Our view on technical assessment explains why.
How they work with a team.
Reviews, incidents and mentoring tell you whether a strong engineer will make the team stronger.
Agency CV lists against a dedicated engineering search
Where the two approaches diverge on an engineering mandate.
Weighing a recruitment agency against embedded hiring?
Common questions on engineering searches here
Plain answers to the questions we hear most often about this search.
Start with the stack and the team shape
Share the stack, the team you have and the people you need. A founder will respond and tell you honestly whether dedicated search is the right route.
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