Six critical technology hires. 100% offer acceptance.
Loopio was expanding its technology organisation in India across engineering, data, IT and product. Talhive closed six roles with a 35-day average time to hire and a 2:1 interview to hire ratio.
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Loopio was expanding its India team across software engineering, quality engineering, business intelligence, IT systems and product. The challenge was not simply finding more candidates. The search had to widen the available talent pool while holding a consistent hiring bar, coordinating decisions across two geographies, and protecting candidate and client confidentiality throughout the process.
Six roles, five disciplines, one hiring standard.
One India build.
Five very different talent markets.
A software developer, an SDET, a BI architect, an IT systems specialist and a product manager cannot be sourced through the same market map. Each role needed a different talent pool, different assessment signals, and a different reason for a passive candidate to take the call. Run as one generic hiring campaign, the mandate would have produced volume. It would not have produced a consistent hiring bar.
Automation depth sits in a narrow band. Most quality profiles are manual first, and the engineers who write real test infrastructure usually sit inside product teams rather than a QA function.
The largest pool and the noisiest. Selection here is about product ownership and engineering judgement, not years of experience or a stack keyword match.
A data role that is often mislabelled. Warehouse and modelling ownership had to be separated from reporting and dashboard work carrying the same title.
Internal systems talent rarely applies to product company roles. This was an approach market, not an advertising market, and it maps to a different set of companies entirely.
Adjacent to engineering and assessed on entirely different evidence. Discovery, prioritisation and customer reasoning, read from what the person shipped and why.
We treated each role as its own search.
Instead of running one broad India pipeline, the mandate was separated by talent market and the shortlists were kept deliberately short.
Role specific market mapping
Each role was mapped against the companies, backgrounds and adjacent profiles most likely to produce the required experience, rather than against a single list of target employers for the whole team.
Wider candidate pools
The search moved beyond obvious titles and direct competitors. Adjacent experience was assessed on evidence, which widened the pool without lowering the hiring bar.
Calibration across geographies
Candidate feedback and market signals were returned to the client quickly, so the brief did not drift as hiring decisions moved between teams and time zones.
Fewer interviews, stronger signal
Candidates were screened against the actual role before they reached Loopio. Across the engagement the interview to hire ratio held at 2:1, so client time went into depth rather than into basic qualification.
“Talhive has been a cornerstone in our efforts to expand our team in the Indian market. Their deep understanding of the tech industry and a team of experienced recruiters have allowed us to accelerate some of our searches. What truly sets our experience with Talhive apart is their responsiveness and high-touch customer service, making every aspect of collaboration smooth. I recommend Talhive as an agency partner, especially if you are looking to build out your tech talent in the tech/SaaS space.”
Six hires. Thirty five days on average. Every offer accepted.
Talhive closed six roles across Loopio’s India technology organisation, covering engineering, data, IT and product.
The more important result was efficiency. Loopio did not need a large volume of interviews to reach each hire. The search widened the market while keeping the shortlist narrow.
More candidates were not the answer.
A better market map was.
India has enormous depth in technology talent. The useful market is whatever survives the role, the company stage, the product context and the hiring bar, and it is a different market for every seat on the team.
For multi role builds, the answer is not to push every requirement through the same sourcing engine. Each role needs its own market thesis while the team as a whole keeps one quality bar. That is the principle Talhive uses across India team builds and specialist technology hiring.
If you are planning an India build
Building a technology team in India?
Start with the roles, the market and the hiring sequence. We will tell you where the search is straightforward, where it is not, and how we would run it.