Our Talent Director, Vijay Kiran, built the engineering hiring operation at Flipkart.

If you’re outside India, here’s what that means. Flipkart is India’s largest e-commerce company. Valued at $35 billion. Processing millions of transactions daily. 10,000+ engineers building everything from recommendation algorithms to payment infrastructure to logistics optimization at a scale that rivals Amazon.

When Flipkart needed to scale from hundreds of engineers to thousands — while maintaining one of the highest engineering bars in Asia — Vijay was the person who built the machine that made it happen. The sourcing systems. The assessment frameworks. The quality gates that ensured every engineer hired could operate at Flipkart’s intensity.

Before Flipkart, he did the same at two other companies that became billion-dollar unicorns. Three unicorn-scale hiring operations across a decade. Tens of thousands of engineers evaluated. Thousands hired. A system for identifying the difference between an engineer who passes a test and an engineer who ships production software — refined across the most competitive engineering talent market on Earth.

I didn’t hire a recruiter. I hired the best hiring mind in Indian engineering.

My name is Mayank Pratap. I co-founded Supersourcing — an IT staffing company that serves global enterprises hiring engineering talent from India. I also co-founded EngineerBabu — a product engineering company that has shipped 500+ products across 20+ countries. I run both.

That dual perspective is our edge. From EngineerBabu, I understand what engineering talent needs to deliver — because the team builds production software daily. From Supersourcing, I understand what global hiring managers need to receive — because the team sources, assesses, and places engineers for enterprises across the US, UK, UAE, Singapore, and Australia.

The team has placed engineers at Paytm, Groww, KPMG, Adani, Porch Group (US), DataArt, Mishcon de Reya’s India GCC, SpotDraft, NeST Digital, Immersify Education (UK), and Urban Science (US). Direct vendor partnerships with Wipro, Virtusa, and Impetus — three of India’s most established IT services companies.

Google selected us for the AI Accelerator 2024. CMMI certified us at Level 5 — the highest process maturity level, independently audited against international standards. LinkedIn named us a Top Startup in India — twice. Not once. Twice. Vijay Shekhar Sharma — the founder of Paytm, India’s largest digital payments company worth $5+ billion — backs us personally.

This blog is for the global decision-maker who needs engineering talent from India and is tired of what the Indian staffing industry currently delivers.

The India Opportunity — And the India Problem

The business case for hiring engineers from India is settled. Nobody debates it anymore.

5.8 million software developers — the second largest talent pool on Earth. Engineering costs 60-70% lower than the US, UK, or Australia at equivalent skill levels. English as a business language. 1.5 million new engineering graduates every year. The IITs are globally ranked among the top 50 engineering institutions. India’s technology ecosystem has produced Infosys, Wipro, TCS, Flipkart, Razorpay, Freshworks, and Zoho — world-class engineering at world-class scale.

1,700+ Global Capability Centres now operate in India. $46 billion in GCC revenue. JPMorgan, Goldman Sachs, Google, Microsoft, Amazon, SAP, Walmart, Target — the world’s largest companies have engineering operations in Bangalore, Hyderabad, Pune, Chennai, and NCR.

The opportunity is real. The problem is also real.

Most global companies that hire through Indian staffing agencies have a terrible experience. The pattern is identical whether the client is in San Francisco, London, Dubai, or Sydney.

The agency keyword-searches against the job description. “Senior Java Developer” becomes a search for “Java” plus “7+ years.” Twenty resumes emerge. The agency forwards all twenty without meaningful evaluation. The client’s TA team spends 15 hours reviewing profiles.

Fifteen are irrelevant. Three can’t communicate effectively on a video call. One has inflated their experience. One is genuinely strong — but by the time four rounds of interviews complete, they’ve accepted another offer elsewhere.

Repeat monthly. The position stays open. The project falls behind. The VP Engineering tells procurement to never use Indian staffing agencies again.

I’ve heard this exact story from clients at Porch Group in the US. From Mishcon de Reya’s GCC team in the UK. From KPMG. From delivery heads at companies partnered with Wipro and Virtusa. From startup CTOs at SpotDraft and Immersify Education.

The problem was never India’s talent. India’s engineering talent is exceptional. The problem is the industry between the talent and the client — an industry that optimises for resumes sent, not engineers delivered.

Supersourcing exists to fix that.

What Global Enterprises Actually Need — The Five Non-Negotiables

Every global company evaluating an Indian staffing partner has five requirements. Most Indian agencies fail on at least three. Let me address each one directly.

Compliance and Legal Rigour

This is where global companies get most nervous. And rightfully so.

Indian employment law is layered. Provident Fund. Employee State Insurance. Gratuity. Professional tax. TDS. Shop and establishment registration — with variations across every Indian state. For contract staffing, the IT staffing agency is the legal employer. If compliance is handled poorly, the liability doesn’t stay with the agency. It cascades to the client.

For global companies operating under SOC 2, ISO 27001, GDPR, or industry-specific compliance frameworks — the staffing partner’s process maturity isn’t a preference. It’s a procurement gate. Your legal team won’t approve a vendor without it.

CMMI Level 5 answers this question definitively. It’s the highest maturity level in the Capability Maturity Model Integration framework. An independent, multi-month audit of an organisation’s processes, security practices, quality assurance, and operational controls.

Fewer than 1% of Indian companies achieve Level 5.

Supersourcing holds CMMI Level 5. When your procurement team evaluates staffing vendors, this certification ends the compliance conversation. Not a promise of good processes.

Independently audited proof.

The team handles PF, ESI, gratuity, professional tax, TDS, and shop and establishment compliance for every contract deployment. Monthly compliance reports are standard — because at the GCC and Fortune 500 level, every client requires them.

When Mishcon de Reya — a leading UK-headquartered law firm — needed contract staffing for their India GCC, compliance rigour was the first evaluation criterion. Law firms don’t take compliance risks. The team passed. When KPMG — Big 4 — needed India hiring support, the compliance bar was equally unforgiving. The team met it.

Assessment Quality That Matches Your Engineering Bar

The single biggest complaint global companies have about Indian staffing: too many unqualified resumes, not enough qualified engineers.

This happens because agencies optimise for volume sent. The client measures hires made. The metrics are misaligned. The experience is terrible.

Supersourcing optimises for a different metric: how many profiles we send actually get hired.

The in-house assessment is specific to the exact technology the role requires. The team has delivered placements across 80+ technology specialisations — not generic developer roles. Specific, niche, hard-to-find skills.

When a client needs a Salesforce developer, the assessment evaluates Salesforce-specific architecture, Lightning components, and Experience Cloud configuration. When they need a Snowflake Data Engineer, the assessment covers Snowflake-specific optimisation, SnowPipe, data sharing, and warehouse management. When they need an SAP SuccessFactors consultant, the assessment goes deep into module-specific expertise — not “do you know SAP?”

The technology depth spans the full enterprise spectrum: Python, Java, C++, Go, React, Angular, Vue.js, Flutter, React Native on the development side. AWS, Azure, GCP, Kubernetes, Pulumi on the infrastructure side. Snowflake, Databricks, Ab Initio, Apache Scala, Power BI, QlikSense on the data side. Salesforce (Commerce Cloud, Experience Cloud, Community Cloud), SAP (SuccessFactors, HANA, e-HANA, XSA), Oracle EPM, ServiceNow, MuleSoft on the enterprise side. SailPoint IAM, ForgeRock IAM on the security side. Gen AI, ML Engineering, AI Engineering on the intelligence side.

Each assessment is designed for the specific technology. Not a generic coding test that checks whether someone can reverse a linked list.

Communication assessment for global readiness — because an engineer who can’t articulate technical decisions on a video call with a team in London or San Francisco creates friction that no amount of technical skill compensates for. The team evaluates English fluency, structured thinking, and the ability to explain trade-offs to non-technical stakeholders.

Vijay Kiran’s assessment framework governs all of it. Built across Flipkart ($35B, 10,000+ engineers) and two other unicorn hiring operations. Not a junior recruiter with a checklist. A hiring leader who’s evaluated tens of thousands of engineers and knows the difference between someone who interviews well and someone who performs well.

The result: the client receives 3-5 assessed, interview-ready profiles. Not 20 keyword-matched resumes. The client interviews the best. Not the entire list.

Speed That Doesn’t Sacrifice Quality

Open engineering positions cost money. A senior engineering role unfilled for 60 days costs

$30,000-$60,000 in delayed project delivery. Every week of vacancy is a sprint missed, a deadline pushed, a competitor shipping while your team waits.

The Supersourcing team delivers assessed shortlisted profiles within 48-72 hours of receiving a requirement. Full deployment — from requirement to engineer onboarded and working — averages 12-14 days.

Industry benchmarks for comparison. Internal TA in India averages 45-60 days for senior engineering roles. Traditional staffing agencies deliver first profiles in 21-30 days — mostly unscreened. Supersourcing: 48-72 hours to assessed shortlist. 12-14 days to deployed engineer.

Google AI Accelerator 2024 is part of how this speed works. The AI-powered matching layer identifies the right candidates from sourcing channels faster than human screening alone. Vijay Kiran’s assessment framework then validates quality before any profile reaches the client. AI handles breadth. Human expertise handles depth.

Anyone can send 20 resumes in 24 hours. Sending 5 assessed, interview-ready profiles in 48-72 hours requires a fundamentally different operation.

Security and Data Protection

When a global company shares job descriptions, salary bands, team structures, and hiring plans with a staffing partner — they’re sharing competitive intelligence. If that data is mishandled, the consequences go beyond compliance fines. They include competitive damage.

CMMI Level 5 processes include information security controls. Access management. Data classification. Confidentiality protocols. Audit trails on who accessed what data and when.

For clients with specific security standards — SOC 2, ISO 27001, GDPR, proprietary frameworks— the team adapts compliance processes to meet the specific requirement. The CMMI Level 5 foundation means the security infrastructure already exists. Meeting a client’s specific standard is configuration, not construction.

Every engagement starts with an NDA. Candidate data and client data are treated as confidential by default. In an industry where agencies routinely share candidate information across clients without consent — basic data discipline is a genuine differentiator.

Scale Without Quality Degradation

This is where most staffing relationships die. Not at placement 1. At placement 15.

The senior recruiter handles the first 5 roles personally. The client is impressed. Volume increases. Junior recruiters take over. Quality drops. The client notices after 3 months — by which time underperforming engineers are embedded in teams and difficult to remove.

Vijay Kiran’s assessment framework is a system, not a person. Quality standards are defined for each role type, each seniority level, each technology stack. When volume doubles, the system scales. Quality parameters don’t change because workload changed.

The AI-powered sourcing layer handles volume without degradation — doubling requisitions doesn’t halve match quality. The human assessment team applies Vijay’s framework consistently regardless of volume. The combination scales.

The team currently supports multi-role, concurrent hiring for clients including large IT services companies like Wipro and Virtusa. These are enterprises that send 10-20 requisitions simultaneously and expect consistent quality across all of them. The system handles it because it was designed for it.

Every Engagement Model — Because One Size Doesn’t Fit

Different situations need different structures. A staffing partner that forces every requirement into one model is solving their operational problem, not the client’s hiring problem.

Remote Contract. The engineer works remotely, on Supersourcing’s payroll, deployed to the client’s team. Monthly billing. No long-term commitment. Scale up or down monthly. Best for: project-based needs, backfill, capacity augmentation, roles where you need speed and flexibility.

Remote Full-Time. The engineer joins the client’s payroll permanently but works remotely. Supersourcing handles sourcing, assessment, and placement. One-time placement fee. Best for: long-term roles where remote work is the norm and the client wants permanent team members without geographic limitation.

Onsite. The engineer is local to or relocates to the client’s office. Supersourcing handles the full sourcing and assessment process. Best for: roles requiring physical presence — hardware integration, lab environments, client-facing positions, roles where collaboration density matters.

Hybrid. Remote and onsite combined — the dominant model for most enterprises in 2026. The team assesses candidates specifically for hybrid readiness — self-management discipline for remote days, collaboration effectiveness for office days, the ability to maintain productivity across both contexts.

Leadership Hiring. CTO. VP Engineering. Engineering Director. Head of Data. Head of AI. Head of Cloud. These searches require a fundamentally different approach — executive assessment, stakeholder alignment, compensation benchmarking, cultural fit at the leadership level. Vijay Kiran’s experience building engineering leadership at Flipkart and two other unicorns is directly applicable. He’s not just placing leaders. He’s filled the exact roles the client is hiring for — at companies of similar scale and complexity.

The right model depends on the role, the duration, the team structure, and the client’s organisational context. Supersourcing recommends the appropriate model after understanding the specific situation. Not before.

The Technology Depth — 80+ Specialisations, Not Generic “Developers”

Global enterprises don’t need “developers.” They need specific expertise in specific technologies at specific seniority levels. The Supersourcing team has successfully placed engineers across 80+ technology specialisations.

Core Development: Python, Java, C++, Go Lang, VB.Net, React, Angular, Vue.js, Node.js, Full Stack (MERN), Frontend, Backend, UI/UX Design.

Mobile: Android, iOS, Flutter, React Native, Android TV App Development.

Cloud and Infrastructure: AWS Lambda, AWS Glue, Azure DevOps, Azure VDI, Cloud Engineering (Azure), Pulumi, DevOps, Kubernetes, CI/CD pipeline engineering.

Data and Analytics: Big Data Engineering, Data Modelling, Power BI, QlikSense, SAS, Apache Scala, Databricks, Snowflake, Ab Initio, SQL Code Review, Airflow.

AI and Machine Learning: AI Engineer, ML Engineer, Generative AI, AI/ML specialists — assessed by a team backed by Google AI Accelerator 2024 selection.

Enterprise Platforms: Salesforce (Experience Cloud, Community Cloud, Commerce Cloud, QA, UX), SAP (SuccessFactors, HANA, e-HANA, XSA), Oracle EPM (Hyperion, PBCS, ARCS), ServiceNow (Tanium), Incorta, MicroStrategy, MDM Profisee.

Integration and Middleware: MuleSoft, GraphQL, API Integration, OIC Developer, System Integration, IBM MQ, Layer 7.

Low-Code and Automation: PowerApps, Power Automate, HCL Commerce. Identity and Security: SailPoint IAM, ForgeRock IAM, Citrix Administration. Commerce: Sitecore, Shopify, SF Commerce Cloud.

Communication Platforms: Twilio, IVR, Kore.ai.

QA: Manual QA, Automation QA (Selenium, Cypress, Playwright).

Leadership and Management: Technical Program Managers, Project Managers, Scrum Masters, System Analysts, Product Designers, UX Consultants.

Every specialisation has its own assessment criteria. A Salesforce Experience Cloud evaluation looks nothing like a Snowflake Data Engineering evaluation. A SailPoint IAM assessment is completely different from a Flutter mobile assessment. Generic coding tests don’t work for niche enterprise technologies. The team builds specific assessments for specific technologies — because Vijay Kiran’s framework demands it.

This is why internal TA teams and generic agencies fail at niche enterprise hiring. They don’t have the technical depth to assess a SAP HANA/XSA specialist or a ForgeRock IAM architect. The Supersourcing team does — because the EngineerBabu sister company builds with these technologies daily, and that engineering knowledge directly informs the assessment process.

How the Engagement Actually Works — From Requirement to Deployed Engineer

Hour 0-2: Requirement deep dive. Mayank or a senior team member gets on a call. Not a junior recruiter reading from a script. The conversation covers the technology stack, the team context, the project urgency, the work model, the budget parameters, and — critically — what “great” looks like for this specific role. Vijay Kiran’s framework guides this conversation with questions designed to surface the specific technical and cultural requirements that determine success.

Hours 2-48: Sourcing and in-house assessment. The team sources through multiple channels — active outreach, referral networks, community channels, and AI-powered matching. Each candidate goes through the full in-house assessment: technology-specific technical evaluation, communication screening, work-style fit analysis. Unqualified candidates are filtered before the client sees anything.

Hours 48-72: Assessed shortlist delivery. Three to five profiles. Each includes assessment notes — what was evaluated, where the candidate is strong, any areas to probe further. The client doesn’t receive resumes. The client receives evaluated recommendations with context.

Days 3-10: Client interviews. The Supersourcing team coordinates scheduling, handles candidate communication, manages expectations on both sides, and provides interview debrief support.

Days 10-14: Offer and onboarding. Offer management. Negotiation support where needed. Onboarding coordination. For contract roles, Supersourcing handles payroll, compliance documentation, and employment processing. For permanent roles, the client handles onboarding with the team’s support.

Day 14 onwards: Ongoing partnership. For contract roles, monthly performance check-ins and compliance reporting. For permanent roles, the 90-day replacement guarantee. The relationship doesn’t end at placement. It continues because the team’s business model depends on repeat engagements — not one-time fees.

CMMI Level 5 processes mean every step is documented and auditable. When a client asks “why did you recommend this candidate?” — the assessment record shows exactly what was evaluated and why. When procurement asks “what’s your compliance status?” — monthly reports are already prepared.

Why Most Staffing Relationships Fail — Three Patterns We See Constantly

The resume flood. Agency sends 20 unscreened profiles per role. Client wastes 15 hours reviewing. Eighty percent are irrelevant. The good candidates take other offers during the client’s review process. The agency blames the talent market. The real problem: nobody assessed before sending.

Supersourcing sends 3-5 assessed candidates. The client’s time is spent interviewing qualified engineers, not filtering unqualified resumes. Assessment happened before the client saw a single profile.

The quality cliff at scale. First 5 placements are strong. The senior person handled them. Roles 6-20 are handled by juniors. Quality degrades. The client doesn’t notice until month 3 — by which time underperforming engineers are embedded in teams, projects are delayed, and unwinding is painful.

Vijay Kiran’s framework is a system. It scales because quality parameters are defined per role type, per technology, per seniority level. Volume increases don’t change the parameters. The system ensures consistency whether the team is filling 3 roles or 30.

Zero accountability after placement. The engineer underperforms. The client raises the issue. The agency says “we’ll find a replacement” and takes 6 weeks. The client pays for an underperforming resource AND waits for a replacement. Double cost. Zero urgency from the agency.

Supersourcing offers a 90-day replacement guarantee on permanent placements. For contract roles, the replacement process starts within days. The commercial model creates accountability — the team’s revenue depends on repeat business from satisfied clients, not one-time placement fees. Repeat engagements from Paytm, KPMG, Wipro, and Porch Group prove the model works.

What Global Companies Get With Supersourcing

Mayank Pratap leads the company personally. The client talks to the founder from first conversation through ongoing partnership. Not a sales executive who disappears after signing.

Vijay Kiran — who built engineering hiring at Flipkart ($35B, 10,000+ engineers) and two other unicorn companies — runs talent assessment. The quality bar is set by someone who’s built India’s most competitive engineering teams.

In-house assessment on every candidate across 80+ technology specialisations. Technical evaluation, communication screening, work-style assessment — completed before the client sees a single profile.

48-72 hours to assessed shortlist. 12-14 days to full deployment. 90-day replacement guarantee on permanent placements.

Every engagement model — remote contract, remote full-time, onsite, hybrid, leadership hiring. The right structure for the right situation.

CMMI Level 5 — independently audited process maturity that satisfies global procurement requirements. Google AI Accelerator 2024 — AI-powered sourcing and matching validated by Google. LinkedIn Top Startup India — twice. Wipro, Virtusa, Impetus as direct vendor partners. Vijay Shekhar Sharma’s personal backing.

Transparent pricing. No hidden margins. No surprise escalation clauses. The right price for the right quality.

Clients across the US, UK, UAE, Singapore, Australia. Paytm, Groww, KPMG, Adani, Porch Group, DataArt, Mishcon de Reya GCC, SpotDraft, NeST Digital, Immersify Education, Urban Science.

Every engagement earned through delivery. Every repeat engagement earned through results.

Let’s Talk

If you have engineering positions that your internal TA team can’t fill — or if your current staffing vendors are sending unscreened resumes and calling it service — email me.

[email protected]. The founder. Not a form.

Tell me the role, the technology, the timeline. The team will have 3-5 assessed,

interview-ready profiles in your inbox within 48-72 hours. No commitment. No contract to sign first. Just profiles.

If they’re strong, we talk next steps. If they’re not, you’ve lost nothing.

That’s how every enterprise client started. Profiles first. Trust earned through quality. Repeat business earned through results.

Mayank Pratap Co-founder, Supersourcing [email protected] | supersourcing.com

Google AI Accelerator 2024 · CMMI Level 5 · LinkedIn Top Startup India (Twice) · Talent Director: Ex-Flipkart, 3 Unicorn Hiring Ops · Wipro / Virtusa / Impetus Vendor Partner · Backed by Vijay Shekhar Sharma

Frequently Asked Questions

1.How fast can Supersourcing fill engineering positions?

Supersourcing delivers 3-5 assessed, interview-ready profiles within 48-72 hours. Full deployment averages 12-14 days. Compare to internal TA at 45-60 days and traditional agencies at 21-30 days. Speed is achieved through Google AI Accelerator-powered sourcing combined with Vijay Kiran’s in-house assessment framework — built across Flipkart ($35B e-commerce, 10,000+ engineers) and two other unicorn hiring operations.

2.What makes Supersourcing different from other Indian staffing companies?

Three things no competitor can replicate. First, Vijay Kiran as Talent Director — ex-Flipkart, three unicorn hiring operations, tens of thousands of engineers evaluated. Second, in-house technical assessment across 80+ technology specialisations — not resume forwarding. Third, CMMI Level 5 + Google AI Accelerator — independently audited process maturity combined with

AI-powered sourcing that no traditional agency offers. LinkedIn recognised us as a Top Startup in India twice.

3.What technology roles can Supersourcing fill?

80+ specialisations across core development (Python, Java, Go, React, Angular, Flutter), cloud and DevOps (AWS, Azure, GCP, Kubernetes), data engineering (Snowflake, Databricks, Ab Initio, Power BI), AI/ML (Gen AI, ML Engineering, Computer Vision), enterprise platforms (Salesforce, SAP, Oracle EPM, ServiceNow, MuleSoft), identity and security (SailPoint IAM, ForgeRock IAM), and leadership (CTO, VP Engineering, Engineering Director, Head of AI/Data/Cloud).

4.Does Supersourcing handle compliance for contract staffing?

Yes. Full Indian employment compliance — Provident Fund, Employee State Insurance, gratuity, professional tax, TDS, shop and establishment registration. Monthly compliance reports provided as standard. CMMI Level 5 processes ensure compliance operations are systematic, auditable, and meet global procurement standards including SOC 2 and ISO 27001 alignment.

5.What engagement models does Supersourcing offer?

Five models: Remote Contract (engineer on Supersourcing payroll, monthly billing, flexible scale), Remote Full-Time (permanent hire working remotely, one-time placement fee), Onsite (local or relocated to client office), Hybrid (remote + office combination), and Leadership Hiring (CTO, VP Engineering, Directors — executive-level assessment and placement). The team recommends the right model after understanding the specific role and organisational context.

6.Does Supersourcing offer a replacement guarantee?

Yes. All permanent placements carry a 30-day replacement guarantee. If a hire doesn’t perform within 30 days, Supersourcing initiates a replacement at no additional cost. For contract roles, replacement profiles are delivered within days. The guarantee reflects the business model — revenue depends on repeat engagements from satisfied clients, not one-time placement fees.