IT recruitment agency for India's technology companies

GoodSpace is an IT recruitment agency for IT services, ITeS and technology companies that need business development teams, software engineers and AI specialists. Recruiters run each search, AI helps assess applications against your brief, and the only charge is a success fee, paid when your hire joins.

How a search runs

Our IT and technology work so far

34+ roles briefed by 17+ IT services and ITeS companies
65% of these roles are budgeted at Rs 10 L or more

Hire360 mandates approved since October 2025, as of 27 October 2026.

Software recruitment agency for IT and technology firms

For permanent hires at IT services and technology firms, tell us whether the engineer will build your own product or deliver work for clients. That distinction shapes the experience you need and the search brief.

Separate the essential stack and production responsibilities from skills the hire can learn.
For client delivery, include client geography, working hours and the notice period you can accommodate.

IT and technology roles we recruit for

Business development is the largest group of IT roles we are briefed on, so as an IT hiring agency we are not a developer-only desk. The titles below are drawn from briefs we have run for technology companies.

Sales and business development

Sales Executive
Business Development Manager
Senior Business Development Manager
Sales Engineer

We look for people who have opened new accounts for an IT services or technology firm, at a deal size and in a market close to yours.

Software engineering

Software Engineer
Frontend Engineer
Senior Backend Engineer

We match on the must-have stack and on delivery setting, since an engineer used to client deadlines fits a services firm differently from someone who has only built a single product.

AI, data and SEO

AI Engineer
Python Developer
SEO Executive

For AI and Python roles we look for models or data pipelines that reached production, and for SEO roles, rankings won for service pages that bring in business enquiries rather than consumer blog traffic.

What makes IT hiring hard

Notice periods decide the joining date

Experienced engineers at IT services firms usually serve long notice periods, and many collect several offers while they serve them. Employers counter-offer hard when the person sits on a billable client account. So an accepted offer is only a starting point. The real risk sits between acceptance and joining.

How we handle it: Your brief states the latest joining date you can accept and whether you will pay a notice buyout. Recruiters check notice terms and competing offers at screening, and we stay in touch with your selected candidate until joining day.

Selling services is a different sale

Business development for an IT services firm means selling a team and a delivery record, often to buyers in another time zone. Deals start small, take months to close and grow account by account. Sellers from packaged products or staffing desks can look right on paper and stall here.

How we handle it: The brief records what you sell, such as fixed-price projects, managed services or dedicated teams, plus the markets and buyers you target. AI helps assess applications against those points, and recruiters ask candidates which accounts they opened themselves.

CVs that list every framework

IT CVs tend to name every language, cloud service and framework the person has touched, so keyword searches return long lists of near matches. Titles help little, since a senior engineer at a services firm and at a product company do different work. What matters is what they built, what they owned and whether it ran in production.

How we handle it: Your brief separates must-have skills from nice-to-haves and says whether the work is client delivery or your own product. AI helps assess applications against it, then recruiters review profiles and hand-pick the shortlist you see in your dashboard.

What we ask for in an IT brief

A precise brief keeps an IT search narrow. Your client success manager confirms these points with you before the role goes live.

Stack and seniorityMust-have languages, frameworks and cloud platforms, kept apart from the nice-to-haves, and how much ownership the role carries.
Services, ITeS or product workClient projects, process work for clients or your own platform. Each draws on a different pool of people.
Client geography and working hoursWhere your clients sit, and the overlap hours or travel the role needs.
Notice period you can wait forThe latest joining date that works, and whether a notice buyout is possible.
Deal size for sales rolesFor business development hires, the typical contract size, the buyer you sell to and whether the role opens new accounts or grows existing ones.

How a Hire360 search runs

Recruiters run the search with AI-assisted assessment. One client success manager owns your role from brief to joining day.

Step 1 · You and your client success manager
Brief
A call about the role, then a short questionnaire on budget, notice period, location, target companies and urgency.
Step 2 · GoodSpace
Review and go-live
We review every brief before we accept it, and we say so when a role is not a fit for us.
Step 3 · Recruiters
Sourcing
Your role opens to candidates on GoodSpace, and our recruiters search for people who match the brief.
Step 4 · AI and recruiters
Scoring and shortlisting
AI-assisted assessment supports recruiter review. Recruiters evaluate applications against your brief and hand-pick the shortlist.
Step 5 · You
Interviews
Your client success manager shares each shortlist, collects your feedback and coordinates interview slots.
Step 6 · Your client success manager
Offer and joining
We help you close the offer and stay in touch with your candidate until their first day.

One fee, paid when your hire joins

Success fee onlyYou pay when your hire joins. Nothing is payable while the search runs.
No platform fee, no retainerThere is no upfront fee. The success fee is payable when your hire joins.
Replacement termsAny replacement terms are set out in your agreement before the search starts.

See how pricing works

Where we recruit for IT roles

Delhi NCR holds the largest group of our IT services briefs, followed by Pune, Mumbai and Bengaluru. We also take remote and pan-India roles when the brief allows it.

Delhi NCR
Pune
Mumbai
Bengaluru

IT and technology hiring: common questions

How do you charge for IT and tech hires?

We charge a success fee, paid when your hire joins. There is no platform fee and no retainer, so you are not paying for sourcing, screening or the CVs you turn down. Any replacement terms are set out in your agreement. The same model applies to engineering, AI and sales roles.

Which roles do you fill as IT recruitment consultants in India?

Business development is the largest group: sales executives, business development managers, senior business development managers and sales engineers. On the technical side we recruit software engineers, frontend and backend engineers, Python developers and AI engineers, plus SEO executives for firms that win work through search. We work as a technology recruitment agency for permanent roles only.

Which cities do you cover for IT hiring?

Most of our IT briefs are in Delhi NCR, Pune, Mumbai and Bengaluru, and we also take remote and pan-India roles. In IT, the working pattern often filters harder than the city: hybrid rules, client-site travel and overlap with overseas clients decide who accepts. Recruiters screen for the pattern your brief sets before a profile reaches you.

How soon will I see IT profiles after I brief you?

Your brief is reviewed with you before the role goes live. Recruiters then source candidates, AI helps assess applications against your brief, and recruiters review profiles and hand-pick the shortlist in your GoodSpace dashboard. Shortlist timing depends on the brief and the available talent pool. For IT roles, notice periods can also affect the joining date.

Do you handle senior IT hiring at head and director level?

Yes. About 1 in 8 of the roles we take on are Head, Director, VP or CXO level. For a senior IT search we go deeper on the brief: the size of the practice or delivery team, the revenue or utilisation targets the person will own, and who they report to. Recruiters also approach senior candidates directly, since many are not actively looking.

Are you an IT staffing company for contract developers?

No. We do permanent recruitment only, the way IT placement consultants work rather than staffing vendors. The people we shortlist join your payroll, and the success fee is paid when your hire joins. We do not supply contract developers, bill monthly for contractors or run staff augmentation. If you need people for a fixed-term project, an IT staffing services firm will suit you better.

SaaS and software productsRoles we recruit for in SaaS BFSI and fintechRoles we recruit for in BFSI and fintech E-commerce, D2C and retailRoles we recruit for in e-commerce, D2C and retail

All industriesEvery sector Hire360 recruits for How it worksFrom brief to joining day PricingSuccess fee, paid on joining Hirer FAQContracts, timelines and process

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