11 Software Developers You Should Have In Your Startup Tech Team Now

If you’re a tech startup and are looking to succeed in the business, you must have a team stronger than your competitors. And considering the fact that almost every startup has hired their core team members, you do not want to lag behind. It’s time to contact a software developer recruitment agency in India. Here are the 11 people you should’ve had in your tech team yesterday:
software developer recruitment agency

1. iOS Developer

iOS developers build applications for Apple’s iOS operating system powered devices. Their responsibilities include integrating the application to its back-end services. Before this, they’re also in charge of the development process from the very beginning. From designing the application to actually developing it and everything in between. The basic skill any iOS developer must have is knowing Swift or Objective-C. You need be a pro at Swift to land a junior-level position. But it is important to know the basic syntax, error handling, networking, JSON, classes and a bit more.
Another thing they should know is git for version control. Git enables multiple people to work on the same document at the same time without disturbing each other. This is an important thing to know if you’re working with a team or on an old project. These are just a couple of the skills required, but these differ from company to company and what they’re looking for. Even after developing the application, a developer needs to make sure the performance is smooth and the app is responsive. Furthermore, maintaining the code quality, fixing bugs, and developing new features are also some responsibilities of an iOS developer.

2. Android Developer

Android developers are also in huge demand these days. They’re the ones who make applications for devices friendly with Android operating systems. With millions of Android users over the world, it’s important for any startup to have an Android developer along with an iOS one. This ensures your availability on both Android and iOS platforms.
An Android developer must know how to design and execute the development of an application. They should be able to coordinate well with other teams for their requirements. Moreover, they should also be able to keep up with the latest technologies and handle advancement of the app accordingly.
The basic skill required is to know how to develop an app using Android (SDK). It also helps if they know how to use third-party development tools. Some third-party tools are Corona SDK, App Inventor for Android, Kivy, Delphi, Qt for Android, etc. Recruiting software developers can get really hard, so it’s better to approach a tech recruitment agency in India.

3. PhoneGap Developer

PhoneGap is an open source framework that lets users develop mobile applications. Their aim is to eliminate the need to write an app in multiple languages and build cross-platform apps easily. Having your app available on different platforms means reaching a larger audience. This further increases your chances of succeeding by tapping different crowds and testing out your app.
Even though they only offer HTML, CSS, and Javascript, it doesn’t limit you to making your app anti-native. By native, we mean location based. PhoneGap offers access to GPS, camera, accelerometer, etc to make the app you developed feel like a native app.
The PhoneGap team also released a PhoneGap Developer App in 2014. This app enables users to make iOS apps on Windows and also see previews of their app without registering their device. Once you create the app, pair the CLI with the developer app. Once connected, view real-time results of the changes made in the project on your device. A PhoneGap Developer is a great asset to you. One who knows how to connect the CLI and developer app and building the app can benefit you largely.
tech recruitment agency in india

4. Java Developer

Java, having the look and feel of C++ but easier to use, is a programming language. Java developers create websites and applications, interface designs, and also work behind-the-scenes. They usually have a Bachelor’s or Master’s degree. Employers are advised to specify what field they’re looking to hire from – engineering, computer science, etc. Practice makes perfect, and Java developers need to do that in order to advance. Knowing more than just coding and being capable of handling different stages of the life cycle of their project is a plus.
A senior level developer will do more than just the basic requirements of a developer. They may evaluate the development process, document and analyze problems too complex for a junior developer, and much more. There are multiple java systems – Java Card, Java ME (Micro Edition), Java SE (Standard Edition), and Java EE (Enterprise Edition). Different Java developers specialize in different systems.

5. PHP Developer

PHP and Python are two different programming languages coded on the same syntax. Hence, a PHP developer can get hands-on with little research and practice in Python Development as the syntax remains the same but the coding pattern differs. PHP developers work on 3 tiers of architecture – the first tier is known as Client or Browser and the second tier are the Servers. The third tier is the Database. A PHP developer basically looks after the entire platform development from managing the server to its Database Management Systems.
PHP Developers also work on tools like HTML, CSS, Javascript. A rockstar PHP developer works on various web development tools where s/he gains expertise on Javascript Libraries like Express.js, Angular.js, Node.js, React.js, Vanilla.js, Redux.js, Moment.js, & so on. This breed of candidates working on web-development and Javascript libraries are rare to find but can be a real add-on to any PHP development team.

6. Full Stack Developer

Full Stack developers are basically the ones who also work on LAMP Stack (Linux, Apache, MySQL and PHP/Python/Perl. Full stack developers are basically the bunch of techies who can code and develop a platform using two different programming languages along with their respective frameworks and libraries.
An ideal full stack developer emphasizes working on the infrastructure systems by knowing the hardware and the operating systems of a platform. An excellent full stack developer is one who can efficiently work on Mobile Stack, Web Stack & Native Apps.
A startup with limited resources should definitely have a full stack developer onboard. These candidates can function on various programming fields to gain maximum result with reduced use of resource. There are quite a number of software developer jobs in Mumbai and finding such heroes can get difficult. But with a software developer recruitment agency, it’s never impossible (Obviously with a good budget).

7. UI/UX Designer

UI and UX designers are different. UI (User Interface) designers are into providing the design of a particular page or application using Photoshop, Illustrator, Corel Draw, Sketch, Fireworks. The UI designers are the ones who create the outline of a particular platform/application with regards to the subject given to them. An ideal UI Designer is the one with a very strong and creative portfolio.
UX (User Experience) designers are solely responsible for the experience of a particular platform or application. UX designers are more concerned about how the product feels. An application or platform with a lot of errors doesn’t fancy the users to use it for the next time. The UX designers work to provide the best experience to you using a particular application or platform.
UI/UX designer is a combination of creative designers who ensure the designing of a particular Platform/Application. At the same time, someone who also knows to deliver the best possible experience to its users to retain their attention/preference. The perfect UI/UX designers are ones who are very creative in their individual projects. If you want to hire the best UI/UX Designer, do have a look at their portfolios to understand the level of creativeness they possess.

8. Frontend Developer

Frontend developers are the ones who prepare the platforms for the UI/UX Designers to glam-up the platform with their creative work. Frontend developers are generally termed by a common man as “Web Designers”. But they’re actually the ones who code and not design. Frontend developers are the ones to set up the platform for the designers. The optimal frontend engineers ideally work on the new JavaScript Libraries such as Vanilla.js, Ember.js, Knockout.js etc. Such candidates can be a very good addition to the team and organisation. These candidates are rare to find. But when a software developer recruitment agency does spot them, they are on the top ladder of compensation.
hiring developer for startups

9. Machine Learning Expert / Data Scientist

Machine Learning experts usually have experience with Python, MySQL etc.The Machine Learning/Data Science experts have commendable experience and understanding on Computational Statistics, Mathematical Optimization, and Data Mining. These tools of Machine Learning help the Engineer/ Data Science experts to analyze the data existing on the platform.
The recent introduction of Artificial Intelligence transformed the functions of a particular platform/application. Machine Learning experts with good understanding and workable knowledge on Artificial Intelligence are the need of the technology market today. Artificial Intelligence enables the computer systems to perform tasks which normally require Human Intelligence.
Senior Machine Learning/Data Scientists with a Masters/PhD Degree carry a huge ocean of research knowledge on various Machine Learning Components. In the recent trend in the technology field, Machine Learning or Data Scientist Experts have a very booming demand to sort various functionalities of a product. A good Machine learning or Data Science Expert can actually make your Computer or Mobile Application work as per Human Intelligence.

10. DevOps Engineer

DevOps (DEVelopment + OPerationS) is a mixture of development on PHP, Python, Linux, Perl, Shell Scripting and Operations through managing high-frequency traffic of a particular platform using AWS and various automation tools.
The ideal DevOps Engineer would easily deploy various codes efficiently and would be someone who can manage the High-Frequency traffic servers conveniently. DevOps experts can lead to faster market releases, a lower failure rate of new releases, shortened lead time between fixes, and faster recovery in the event of a new release crashing or otherwise disabling the current system. Simple processes become increasingly programmable and dynamic using a DevOps approach.
If you have a successful and high traffic platform then do look for a DevOps Engineer who can manage your traffic load, because you may be able to attract many but would end up losing plenty.

11. Python Developer

A programming language in operations since 1989 and has kept on upgrading for enhanced features is known as Python. Python developers usually make it fun and have a playful approach to use in tutorials and reference materials, such as using examples that refer to Spams & Eggs instead of traditional Foo & Bar.
An ideal python developer must have excellent experience on its frameworks like Django. Django takes an application from concept to completion quickly. Good understanding of the RestFul API’s. Having experience with GIT & SQL is a plus. An ability to deal with highly scalable products effectively is an ideal fit for your organization’s needs. A premium institute B.E/B.Tech graduate in Computer Science will be a cherry on top of the icing.
This article has major contributions from one of SutraHR’s tech recruitment experts, Karanveer Shetty. You can always contact him for tech hiring queries or recruiting software developers.

If you’re looking to build a strong core tech team and hire from the best tech recruitment agency in India, give us a call on +91 87 67 427 427 or drop an email at buzz {@] sutrahr.com anytime.


How To Hire For A Startup: 10 Sure Shot Ways To Get It Right

The biggest plight faced by a hiring manager is picking an employee who’s the perfect fit for their organization. Now, this isn’t simply a question of hiring the person with the highest qualification and most experience for your startup. There are a lot of different ways to approach startup hiring.
how to hire for startup sutrahr
Being the loud-mouthed, opinionated human that I am, I’m going to list out the things you should look out for during an interview while recruiting for startups. So grab a book, read on, and take some notes!

1. Practical knowledge over grades

practical knowledge over grades
While it’s important for a potential employee to have the basic knowledge needed to get the job done, it’s not necessary he might have the perfect grades to show for it. Some people are better at doing things practically. But they might not be great at writing down a few sentences on how it should be done. You could have an MBA and still know zilch about what you’re supposed to be doing. Depending completely on these numbers is a huge risk for startup recruiters that probably (most definitely) won’t work out in your favour.

2. Look for passion

look for passion - how to hire for a startup
Keep an eye out for someone who is passionate about their work and the responsibilities that come along with it. They’re more likely to do a much better job than someone who’s working for the sake of it. When you, startup Hiring experts, talk about the job role, hear how passionate they are about actually doing it every single day and are already driven to give their best. Job recruiters hiring for a tech position, get someone who lives and breathes gadgets, technology, the geekier the better! A candidate’s excitement for the job says a lot more than you think it does.

3. Avoid pretentious people

avoid pretentious people - how to hire
Yes, they’re super super qualified. Yes, they’re so well dressed for the interview. But are they really the kind of person you would want to interact with every day? Being well-educated does not necessarily make you stuck-up, it’s just the way some people are. Watch out for them, someone who feeds on mocking other people, or someone who’s backbiting about their previous bosses is a big no! They’re not to be trusted. If they can’t even come up with two nice things to say about a place that made them who they are, you can be assured they’re not going to sing any praises about the startup opportunities you’re offering.

4. Jack of all trades – not necessarily a bad thing

jack of all trades - hire for a startup
Even if you’re looking for a person to take care of one particular role, don’t hesitate to hire someone who’s ready to dip their toes in a bunch of different fields. Sure, an all-rounder would be up for handling your PR as their job role, but they’d also be more than excited to handle social media as well. These people aren’t looking to be restrained by their designation, they’re looking to explore and learn on-the-go. And anyway, the basic motto of every startup is “Jugaad”. So, hiring someone who can juggle with ease can be a gift from the Gods themselves to startup recruiters.

5. Internship days are over – clarity of purpose is required

clarity of purpose - how to hire for a startup
Having a positive attitude towards trying new things is good for a potential employee. What’s not okay is being completely clueless about what they’re looking for when they decide to join a startup. If he/she is unaware of what they’re interested in, there’s absolutely no point in wasting time recruiting them for a startup company. The last thing a startup needs is someone who has no idea about what they want to do.

6. Body language & communication style

body language and communication
A candidate sitting with his arms folded across his chest and a pouty face does not scream, “I want this job so bad!” for sure. Fidgeting with the folds of their sleeve, eyeing the room around to avoid making eye-contact with the interviewer are signs that they could be nervous or uninterested. If they reach out for their phone in the middle of the interview, that’s an immediate bye-bye! Don’t kick ‘em to the curb, but don’t waste time with the rest of the interview either. You’ve got time constraints and much better candidates waiting to join a startup. Body language and communication go hand-in-hand. When you’re observing their body language you also need to notice the way they talk. Their tone, pitch, whether they’re speaking coherently or not. This can also give away what might be going on in their mind but not coming out of their mouth.

7. Punctuality & flexibility

punctuality and flexibility
Arriving late to the interview is a big no! Not only is it completely unacceptable to show up 30 minutes late, it also shows just how much they care about the job. While startups are usually chilled out, a level of professionalism is expected from every employee. A rising startup company cannot afford to have someone with a carefree attitude about showing up to work. Along with this, another thing to look out for would be the readiness of the candidate about being flexible with work timings. Working on a clock is for robots, and that’s not what you want. Walking away when your time is up whether your work is finished or not is exactly the kind of attitude a potential employee shouldn’t have. And it’s up to you as startup recruiters to filter them out during the interview.

8. Understanding of the job title

understanding of the job title
During the interview, asking the right questions is a must. This will assist you in figuring out whether the candidate really knows what they’re applying for. No job is easy and they might just be taking it too lightly. A candidate who is inquisitive about his role and is eager to know more is easily remembered by job recruiters compared to those who seem to be baffled listening to questions about what they plan on bringing to the table.

9. Preparedness & work culture

preparedness and work culture
Apart from what they understand about their job role, as job recruiters, you also need to inquire about their knowledge of your startup company. Do they know who the Founder is? Do they know what your company does? Do they know the basic details about your startup company? Are they perplexed when probed about the simplest thing to know about your startup? It might feel like you’re grilling them, but the perception behind this is to see if they’re honest. Truthfulness is an important quality to possess. Lying about knowing something or talking nonsense to pretend like they do can be caught when asked about these things.
Candidates are more likely to be unaware of the work culture inside the office. Which is why it’s in your hands to recognize if they would easily fit into the work culture or if they would have a hard time adjusting to it. Your insights as startup recruiters play a huge role in this.

10. Personality & resourcefulness

personality and resourcefulness
Being a startup, you would have problems arising now and then. For situations like these, new startup companies anticipate hiring employees with proficiency. Having problem-solving abilities in a startup is always a benefit. A person who is ready to switch things up, take a risk, rock the boat and try something totally new is a person worth working with. A great personality would work wonders down the road when it’s time for him/her to step up and be a team leader. This is also something to keep in mind when hiring for startups. A person with the ability to carefully assess the risks in his job and jot down how he could contribute to the progress of the startup company is like a bucket of gold at the end of the rainbow.
Startup recruitment isn’t easy anymore. Times have changed and more and more people are looking out to join a startup that they’re passionate about. People are exploring, experimenting, handling more than one thing at a time. No one is looking to work because they have to, they’re working because they want to. That’s the big difference these days and keeping this in mind is imperative if you’re a startup company. Filtering out people that aim for excellence from the uninterested, mediocre ones can be a tough task for a recruiter. Basically, what I’m trying to say is, hire only the practical and passionate ones who can get things done.
Hope these tips on how to hire employees work out well for you. These startup hiring best practices could help you in the long run as you’re certainly looking to hire someone full-time.
Now that you’ve got these incredible startup hiring tips down, let us help you in finding the right candidates for you to interview! Give us a call at +91 87 67 427 427 or drop a mail to buzz {at] sutrahr.com and we’ll help you out! 🙂


Startup Hiring: Insider’s View Of SutraHR’s 7-Step Work Process


A lot of you might be wondering how we managed to get ourselves amongst Asia’s top talent acquisition firms for startup hiring, and we’re nothing if not mind readers. So, we went ahead and did what we do best – made an infographic about hiring for startups in India!

SutraHR has always taken pride in the efficiency and result-driven mindsets of all of its employees, and this has played a major role in our success for startup hiring. Another reason behind our success is our loophole-free work process.

SutraHR Startup Hiring Process

At SutraHR, we always aim to achieve the best results, because there’s nothing we hold closer to our hearts than startup companies – our beloved clients. It can be a difficult task to juggle between running your startup and overlooking the entire hiring process. Here’s where SutraHR has your back! Knowing you might be apprehensive about working with us, being completely unaware of what goes on on the inside, we tried to make it as simple as possible for you to understand exactly how we help you hire the best employees for your startup.

With this simple 7-step process, we assure you will end up with nothing less than the best possible workforce for a startup company. SutraHR’s incredible workflow is designed to cater to your specific needs, no matter what the hiring requirement may be. Getting rid of any hesitations you might have about associating with us for your startup hiring needs is important to us. And to do this, we could think of no better way than to put our hiring process for startup companies out in the open.

We hope this eliminated any doubts about SutraHR’s hiring process for startups in your mind and gave a clear cut view of our workings. We aim to set the bar for startup hiring in India higher than it already is and are always taking things up a notch. With SutraHR, you always get exactly what you were promised and the promises we make to startup companies hiring in India have proved to ease hiring struggles that startups face these days.

Are you looking to expand your business, got some doubts, or just want to talk about startup hiring? Give us a call at +91 87 67 427 427 or drop us a mail at buzz {at] sutrahr.com and we’ll help you out! 🙂


SutraHR: Unveiling The Badass HR Company With A Heart ❤


A while back we decided to give ourselves a little makeover, so to say. This was something we had to do for a couple of reasons at SutraHR.
1. Space of startups is changing fast and thick in India and hence the hiring is becoming more new-age.
2. Perception about HR needs a change when the surroundings are changing.
3. We are anything but the ostrich that refuses to accept the reality.

SutraHR has been a pioneer in the startup talent acquisition space for a little less than a decade and if a leader doesn’t evolve with the changing times and lead, who will? So we decided to make a start with some things that inherently define us. Shaking up the things a little never did anyone any harm, right?

SutraHR Badass HR company

If you’re a go-getter and believe in getting shit done, #ComeToSutra

We wanted to be seen as what we exactly are. When we sat down to define ourselves in one word, the unanimous choice was “SutraHR is badass”. We thought long and hard and the more we thought about it, the more it made sense. The more it clicked.

In common parlance, badass is someone who is true to himself, who doesn’t give up, who is brutally efficient, tough and a no nonsense person.

If you know us, you probably know a few things about us. SutraHR is a company that:
– Takes risks.
– Is a tough taskmaster.
– Is brash when it comes to not settling for mediocrity.
– Always strives to set highest performance standards.
– Unabashedly rewards top performers.
– Worships doers and achievers.
– Believes in ‘get shit done’.
– Is bootstrapped because it wants to work on its own terms.
– Unwinds like life’s one big party.
– Has its heart in the right place.

And hence, calling ourselves as ‘the Badass HR Company with a Heart’ makes us extremely proud. This is what we are. Now came the next part. The manifestation of this little makeover came in the form of our website transformation because that is our face to the world.

After months of hard work, after pulling off many a late-nighters at a stretch, after additions-deletion-some more additions and after a collective team effort, we are delighted to announce the new and revamped version of SutraHR’s new website.

What’s the new place like? To start with, it is equipped with all the necessary information needed to resolve all sorts of talent acquisition query that an organization may have. We have dedicated pages on your specific hiring requirements like Bulk Hiring, CXO Hiring, Dedicated Resource model, hiring Hotshots and you can straight away sign up for these services by a click of a button. Yes, we have simplified it to give you the best customer experience.

There are also dedicated pages on the domains of clients SutraHR works with, some handy information about why we are so awesome (no, really) and why working with us is the best career move you’ll ever make. And obviously, it loads quickly and looks beautiful even when you open it on your smartphone. Try it, go ahead!

Click here to visit SutraHR’s new dotcom home and get yourself acquainted with what a new-age HR company looks like and what it brings for your organization.

A new website is just the beginning. Being badass is the new cool and we are very happy to lead the way. And like someone wise in Bollywood once said, “picture abhi baaki hai mere dost”.

Think you can survive at the most badass workplace in Mumbai? Visit our career page.

Walk-in for an interview anytime between 10:30am7:30pm, Monday to Friday or call +91 92222 13194.

To new beginnings!


Waqar Azmi to Speak on Startup Hiring in India at Indian Angel Network Workshop


Startup Hiring in India Hiring for startups in India could be a challenge for new entrepreneurs since big industrial houses attract all the good talent. That’s about to change as you can catch Sutra Services CEO Waqar Azmi, who will speak about startup hiring in India at a workshop organized by the Indian Angel Network in Bandra, Mumbai.


Startup Hiring in India

Waqar Azmi established SutraHR in India after he realized the lack of talent for startups in India. A few years ago, start hiring in India was at a very nascent stage but as the number of startups grow in India, it has shown development. SutraHR has enabled hundreds of startups and new-age companies in India to hire great talent.


Indian Angel Network

Indian Angel Network

Aptly titled Startup Hiring Simplified, the Indian Angel Network workshop will enable entrepreneurs in India to learn more about startup hiring in India. It will offer answers to questions such as ‘how to determine what kind of people you need’ or ‘what are the best practices in hiring talent for startups in India’. Along with Waqar, IAN Member Jiten Apte will also speak at the workshop. Here are the details about the hiring seminar:

Venue: Bandra Campus: Centre For Management Thadomal Shahani Engineering College Seminar Hall, 5th Floor, TSEC Old Campus, Off Linking Road Bandra (W), Mumbai 400050, India. Date: Thursday, March 21, 2013.

If you are an entrepreneur, founder, or a recruiter for a startup who wants to know more about startup hiring in India, you should attend this Indian Angel Network (IAN) workshop in Mumbai. Click here for more details on the registration for the startup hiring workshop.

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