Question 1

How fast can a pre-vetted IT recruitment agency in India fill a technical role?

Accepted Answer

Talentixir typically delivers a shortlist of pre-vetted candidates within 72 hours and fills most mid-level technical roles in under 14 days from brief. Leadership and niche roles take 3–6 weeks. Our internal SLA commits to a 4-hour feedback turnaround on every submission, and we require the same 4-hour feedback window from clients to keep the process moving. Speed depends on interview availability on your side, but our front-end screening removes the biggest bottleneck in traditional hiring.

Question 2

Can Talentixir help UK, US or European startups hire developers in India?

Accepted Answer

Yes. Talentixir works with startups and scale-ups in the UK, United States, Canada and European Union that want to build offshore engineering teams in India without setting up their own HR. We handle sourcing, technical screening, offer negotiation and notice-period engagement. You interview and choose the final hire. We schedule interviews in your time zone, typically with a 3–5 hour overlap window between Indian working hours and UK, EU or US East Coast hours.

Question 3

How much does contingency IT recruitment cost in India?

Accepted Answer

Talentixir's contingency recruitment fee is 8–10% of the candidate's annual CTC, paid only when the hire joins. There is no upfront retainer, no exclusivity requirement, and no charge for shortlists that don't convert. Retained search for senior and leadership roles starts at 12–15% of CTC with a phased engagement fee. Exact pricing is confirmed on our first call based on role complexity and volume.

Question 4

What is the difference between contingency and retained IT recruitment?

Accepted Answer

Contingency recruitment is success-based — you pay only when a candidate joins. It works well for mid-level engineering roles where multiple agencies may be engaged in parallel. Retained search involves a phased engagement fee and gives you a dedicated, exclusive recruiter who works as an extension of your team. Retained models are best for senior, confidential or hard-to-fill roles where depth of search matters more than speed. Talentixir offers both and helps you pick the right model on the first call.

Question 5

Do you offer a replacement guarantee for IT hires?

Accepted Answer

Yes. Every Talentixir placement comes with a 90-day replacement guarantee. If a candidate resigns by choice within the first 90 days of joining, we replace them at no additional fee. This aligns our incentives with long-term fit rather than just closing a requisition. The guarantee applies to contingency and retained engagements across India and offshore placements for UK, US, European and Canadian clients.

Question 6

Do you help with GCC ramp-up hiring in India?

Accepted Answer

Yes. GCC (Global Capability Centre) ramp-up is one of our core services. For new GCCs entering India, we help with location benchmarking across Bangalore, Hyderabad, Pune and Chennai, salary intelligence, leadership hiring for country managers and functional heads, and bulk hiring for initial engineering and operations teams. For established GCCs scaling up, we provide dedicated recruiters embedded in your sprint cadence.

Question 7

How do you prevent candidates from reneging on offers during the notice period?

Accepted Answer

Offer-shopping and reneging are the biggest hidden costs in Indian IT hiring. Talentixir stays engaged with every candidate through their entire notice period — weekly check-ins, counter-offer coaching, and a structured pre-onboarding plan in coordination with your HR team. We also keep one pre-vetted backup warm for every accepted offer in critical roles. This reduces reneges materially compared to the industry average of 25–35% in Indian tech hiring.

Question 8

Can I hire pre-vetted full-stack or backend developers in India for my UK SaaS startup?

Accepted Answer

Yes. Talentixir specialises in pre-vetting full-stack, backend, frontend, DevOps, data and cloud engineers for UK SaaS startups, US-based product companies and European scale-ups. Every candidate we submit has cleared a technical screen calibrated to your stack — whether that's React and Node, Python and Django, Java and Spring, or Go and Kubernetes. You interview only the strongest 10–20% and make the final call. Our fastest-time-to-hire model is designed for lean teams that can't afford a four-month hiring cycle.

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