Build your India team
without building your
hiring mistakes first.
Talhive works with US companies hiring in India across the full stack: US startups, Series A–D companies, and global operators hiring into India across engineering, AI, product, leadership, and GCC-style team builds. The real work starts before the search, in the brief, the market map, and the hiring sequence.
The India opportunity is clear to most US companies by the time they call Talhive. What is less clear is why their previous attempt did not produce the outcome they expected, and what to change before starting again. That diagnostic conversation is where Talhive typically begins.
The India opportunity is clear.
The early hiring sequence usually is not.
American companies hiring Indian engineers often come to Talhive after one of four things has already happened: a previous agency search produced CVs but no hires; the compensation assumptions were wrong and the offers did not land; the company has no employer pull in India; or a GCC build launched before the first leadership hire was confirmed.
EST overlap is real.
The process is built around it.
EST-compatible working hours
Talhive operates from Pune and Ho Chi Minh City. For US-based clients, calibration calls, shortlist reviews, and interview debriefs are planned around EST business hours as standard, not pushed into awkward early-morning slots.
Everything in writing before any call
Market thesis, candidate synopses, reference summaries, and pipeline reports are all written documents. Async review is the default. You are never waiting for a call to understand where a candidate stands.
Inside your process, not alongside it
For RPO engagements, the Talhive recruiter operates inside your ATS, your standups, and your hiring manager calibration loops. The process does not require a separate vendor management layer.
From first India hire
to scaled hiring rhythm.
The mandate type determines the model. Most US companies start with a single critical leadership hire and expand from there.
First India leader
Head of Engineering India, Senior Product Leader, or other credibility hire who defines the quality ceiling for every subsequent hire. Delivered as retained executive search.
India team build or GCC
City selection, compensation benchmarking, leadership-first sequence, employer brand design, and hiring execution for US companies building a permanent India capability.
Specialist AI and engineering
When the title is misleading, the market is narrow, and the real candidate pool sits inside teams your first agency search did not reach. Rebuilt sourcing thesis, new pool.
Scale hiring via embedded RPO
When India headcount is approved across 8–20+ roles and internal TA cannot absorb the demand without losing quality. Full pipeline ownership with EST-compatible reporting rhythm.
Where US companies
typically build.
City selection depends on your stack, seniority level, cost sensitivity, and whether you are prioritising engineering depth or market access. There is no universal right answer.
Tell us what you are building and where you are in the process.
Strictly confidential. Reviewed by a senior Talhive team member.
Received.
A senior team member will be in touch directly.
US company. India hiring.
Sharper start.
If the mandate is live, start with a 20-minute review. If you are still shaping the build, the India Build Readiness guide covers city selection, sequencing, and compensation anchoring.