Hire software developers in India — dedicated, pre-vetted, 7-day shortlists
5M+ software professionals. Top 3% pre-vetted. Dedicated and full-time at 30–35% of US cost.
India is the world's single largest source of English-speaking software engineering talent. With 5 million working software professionals and 1.5 million new engineering graduates each year, the depth and quality of India's developer pool rivals any market globally — at a fraction of the cost. Remvix builds dedicated, full-time software developer teams from India, pre-vetted on your exact stack and embedded in your engineering workflow.
Why companies hire dedicated Software Developers.
Product velocity without proportional cost
Adding senior software developers expands what your product team can ship. Doing it offshore at 30–35% of US cost changes the economics of product investment fundamentally.
Dedicated headcount, not vendor output
A dedicated software developer works in your stack, attends your standups, ships to your repo, and owns outcomes. This is structurally different from an agency engagement or contractor arrangement.
Every product company needs engineers
Software developers are the most universally hired role across all of Remvix's 17 industries — from SaaS and FinTech to Healthcare and E-commerce.
Why hire Software Developers from India.
World's largest engineering talent pipeline
India produces 1.5M+ engineering graduates annually across IITs, NITs, IIITs, and hundreds of accredited colleges — the deepest single-country technical talent pool globally.
English as the professional language
English is the default language of India's technology sector — code, documentation, architecture discussions, and business communication are all conducted in professional English.
4–8 hours of live US time-zone overlap
IST (UTC+5:30) provides genuine synchronous collaboration windows for standups, code reviews, and design sessions with US and EU teams.
GCC and startup ecosystem training
India's 1,800+ Global Capability Centres and unicorn ecosystem (Razorpay, Meesho, CRED, Swiggy) have trained engineers in product-grade software development at global scale.
65–72% cost savings vs US market
Fully-loaded offshore cost through Remvix runs 28–35% of US-equivalent compensation — without sacrificing seniority or code quality.
What to look for.
- Python, Go, Rust, Node.js, Java, C#/.NET, Ruby, PHP, Elixir
- React, Vue, Angular, Next.js, Svelte — frontend frameworks
- PostgreSQL, MySQL, MongoDB, DynamoDB, Redis — databases
- REST, GraphQL, gRPC — API design
- AWS, GCP, Azure — cloud deployment
- Docker, Kubernetes — containerisation basics
- TypeScript — type-safe development
- Git, CI/CD, code review — engineering hygiene
What they own.
- 01Design, build, and maintain production software features
- 02Write clean, tested, well-documented code across the stack
- 03Participate in sprint planning, standups, and retrospectives
- 04Review pull requests and contribute to engineering standards
- 05Debug production issues and contribute to incident response
- 06Collaborate with product managers and designers on requirements
- 07Contribute to architecture decisions on their product surface
What to know before you start.
Screening for production ownership vs task execution
Many developers execute tickets but don't own outcomes. Remvix screens for ownership mindset — engineers who design, implement, and operate their code, not just close Jira tickets.
Stack-specific depth vs keyword matching
CVs list every framework ever touched. Remvix's technical screening is calibrated to your specific stack — live coding, system design, and take-home assessments against your actual requirements.
Communication quality for distributed teams
Software developers working across time zones need strong written communication for async PR reviews and architecture docs. This is a primary screen, not an afterthought.
Retention at senior levels
Senior engineers have options. Remvix's retention infrastructure — competitive Indian-market comp, L&D, HR business partner, career paths — drives 18–36 month average tenures.
Work with us the way that fits.
Dedicated Team
A full-time developer or team working exclusively for your company — embedded in your sprints, tools, and culture.
Offshore Staffing
Individual dedicated hires at 65–72% lower cost than US equivalents. No minimum headcount.
Permanent Hiring
Full-time permanent hires with Indian-market competitive compensation and multi-year retention infrastructure.
Contract Staffing
Short-term or project-based engagements — surge capacity, pilots, or trial-before-permanent.
Employer of Record (EOR)
No Indian entity required. Remvix employs the team; you direct the work and pay one monthly invoice.
Which industries hire Software Developers from India.
How we hire and operate your team.
Pre-screened network, not cold sourcing
Remvix maintains a continuously updated pre-screened network of candidates per role category. Shortlists are delivered within 7 days because sourcing starts before you ask.
Technical screening calibrated to your bar
We don't use generic assessments. Live coding, system design walkthroughs, and written communication reviews are all calibrated to your specific stack, seniority, and team norms.
You make every hire decision
Remvix provides pre-qualified shortlists. Your team runs the technical interviews and makes every final hire decision. We remove noise; you set the bar.
Enterprise operating infrastructure from day one
Payroll, statutory compliance, health benefits, equipment, IP assignment, and HR business partner support are all included. Your hire is fully operational within 3 weeks of kickoff.
Retention as an operating commitment
Competitive Indian-market compensation, L&D access, career pathing, and HR support drive 18–36 month average tenures — not hiring-agency churn.
- Payroll & tax filing
- Statutory compliance
- Health benefits
- Laptop & secure device
- IP assignment & NDA
- HR business partner
- 7-day shortlists
- Replacement aligned to your needs
- Month-to-month — no lock-in
Common questions.
How many software developers can I hire from India?+
India has approximately 5 million working software professionals. Remvix's pre-screened network and active sourcing covers all major stacks and seniority levels. There is no practical ceiling on team size.
How quickly can I get a shortlist?+
For most roles, a shortlist of 3–5 pre-vetted candidates is delivered within 7 days of a discovery call. Niche stacks or very senior roles may take 10–14 days.
Can developers work in my sprint cadence?+
Yes. Most Remvix developers have 4–8 hours of live overlap with US Eastern time, enabling synchronous standups, code reviews, and design sessions.
Who owns the code and IP?+
You do. IP assignment and confidentiality clauses are signed by every developer before their first day. Code commits go directly to your repositories.
How are developers technically screened?+
Live coding exercises, system design walkthroughs, take-home assessments, and written communication review — all calibrated to your stack and seniority requirements.
Do I need to set up an Indian entity?+
No. Remvix is the Employer of Record. You pay one monthly invoice; we handle Indian payroll, benefits, statutory compliance, and equipment.
What's the cost of a senior developer through Remvix?+
A senior full-stack or backend engineer runs approximately $72–78K all-in annually — vs $220–260K US equivalent. This includes salary, benefits, payroll taxes, equipment, and Remvix management.
Can I hire both frontend and backend developers simultaneously?+
Yes. Parallel hiring tracks run independently, and a full product pod typically means running 3–5 tracks at once.
Can developers attend my daily standups?+
Yes. With 4–8 hours of daily overlap, synchronous participation in agile ceremonies is standard for US-time clients.
What happens if a hire doesn't work out?+
If a hire isn't the right fit, we align a replacement to your needs and backfill within the standard 7–14 day shortlist window. Engagements are month-to-month, so you stay in control.
Can developers work on security-sensitive codebases?+
Yes — under your controls. NDAs and IP assignment are standard on every hire, and engineers commit to your repos with access your team grants and revokes. We don't operate a separate device-security programme or hold SOC 2, so if your security review requires certified vendor controls, tell us before we start.
What is the minimum engagement?+
One developer, month-to-month. No minimum headcount, no long-term lock-in. We'd suggest starting with 2–3 and growing from there.
Also hiring for:
Build your team.
Why India is the world's primary offshore talent destination.
Your next great hire is in India.
We'll build the team around them.
Talk to a Remvix specialist about your roles, timeline, and budget. Get a tailored shortlist in 7 days — no commitment, no agency lock-in.