To hire developers in India you can set up a local entity, use a staffing or staff-augmentation partner, or engage an Employer of Record (EOR). The EOR and staff-augmentation route is fastest: a partner sources and vets engineers, then handles payroll, taxes, and compliance, so the developers work as your team without you registering a company in India.
There are four common paths. Incorporate a local entity for full control but with months of setup and ongoing overhead. Hire independent contractors for short engagements, accepting misclassification risk. Use staff augmentation to add vetted developers to your team under your direction. Or use an Employer of Record to employ them compliantly with no local entity. Most foreign companies hiring a small India team choose staff augmentation or an EOR for speed and lower risk.
Total cost depends on seniority, specialisation, and city — talent in Bengaluru, Pune, Hyderabad, Noida, and Delhi can command different rates. Beyond base salary, budget for employer taxes, statutory benefits like provident fund, and compliance, which an EOR bundles into one predictable fee. India is widely chosen because it offers strong, English-proficient technical talent at a lower total cost than the US or Western Europe. Always confirm current ranges for the specific role rather than assuming a single number.
Screen for the specific stack and seniority you need with structured technical assessments and interviews, check communication and time-zone overlap, and verify background and references. Once hired, onboard them into your tools, rituals, and documentation as you would any team member. A partner that combines sourcing, assessment, and Employer of Record — like Pitch N Hire — can run screening and handle the employment and compliance side together.
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