Software Developer Recruitment Agency
Hire permanent software engineers, screened on the stack you actually run. We recruit backend, frontend, full-stack, mobile and data engineers for product companies, IT services firms and businesses building in-house teams. Tell us the stack, the seniority and where the role sits, and we return a shortlist.
From individual developer hires to scaling an entire engineering team, we assess candidates on hands-on technical experience, relevant projects, problem-solving ability, communication, salary expectations, and availability. Our recruitment process focuses on matching developers to your codebase, team structure, and business goals—so your hiring managers spend less time reviewing unsuitable profiles and more time interviewing relevant talent.
16+ Years Of Experience
550,000+ Placements Delivered
36+ Countries Served
350+ Expert Teams
50+ Top Level Positions
What Does a Software Developer Recruitment Agency Do?
A software developer recruitment agency sources and places engineers for employers, screening on technical stack and seniority rather than on job title.
The difficulty in this market is not volume. It is that “software developer” describes perhaps forty distinct hiring problems. A Java backend engineer in a payments team and a React developer building a marketing site share a job title and almost nothing else. A recruiter who screens both against the same brief will send you neither.
The second difficulty is verification. Most recruiters cannot tell a strong CV from a strong engineer, so they forward the strong CVs. Your engineering team then spends its time screening rather than building.
You may also see this described as IT recruitment, technology recruitment or software engineer hiring. Same work, different vocabulary, and “IT recruitment” is the term that dominates in our strongest markets.
We place permanent employees onto your payroll. We do not supply contract developers or act as employer of record.
For broader technology hiring, see our IT recruitment practice.
How We Recruit Software Engineers
The expensive failure in developer hiring is not a slow shortlist, it is a shortlist your engineering lead has to screen from scratch. So we establish the stack, the architecture and what the person will actually build before sourcing, and we screen against that rather than against keywords. It produces shorter lists and fewer wasted engineering hours.
Software Developer Recruitment Costs and Timelines
What It Costs:
Our fee is a percentage of the engineer’s first-year salary, agreed before the search and payable when they join. For team builds across several roles we agree a fixed per-placement fee in advance.
How Long It Takes:
Mid-level engineers in a common stack: shortlist in 10 to 15 working days, offer typically within 4 to 6 weeks including notice. Senior and specialist roles: 3 to 5 weeks to shortlist, because the qualified pool is genuinely narrow. Notice periods in India frequently run 60 to 90 days and should be planned for.
What Our Software Developer Recruitment Service Includes
Backend and API Engineering
Java, Python, Node, .NET and Go engineers, screened on the architecture they have actually worked in rather than on language keywords.
Frontend and Full-Stack
React, Angular, Vue and full-stack engineers, including the MEAN and MERN stacks that dominate Indian product hiring.
Mobile Development
Native iOS and Android, plus Flutter and React Native, where cross-platform experience does not transfer as cleanly as CVs suggest.
Data, Cloud and DevOps
Data engineers, cloud architects and DevOps engineers across AWS, Azure and GCP.
Engineering Leadership
Tech leads, engineering managers and architects, where the screening is as much about how they run a team as what they have built.
Permanent Placements Only
Every engineer joins your payroll as a permanent employee. We do not supply contract developers, staff augmentation or employer-of-record arrangements.
Our Software Developer Recruitment Process
Step 1: Stack and Role Scoping Call (45 minutes, within 2 working days)
We establish the stack, the seniority, what the engineer will build in their first six months, and who they will report to. We ask to speak to the engineering lead, not only HR, because the brief that matters usually lives with them.
Step 2: Market and Compensation Benchmarking (3 to 5 working days)
What your band attracts for that stack in that location. Developer compensation moves faster than most salary bands are reviewed, and a band set eighteen months ago is usually the real constraint.
Step 3: Sourcing and Technical Screening (10 working days to 5 weeks)
Direct sourcing, screened on stack depth, architecture exposure, notice period and genuine motivation to move. Three to five candidates per role.
Step 4: Client Technical Assessment (1 to 2 weeks)
Your technical interview or assessment. We coordinate scheduling and keep candidates engaged, because developer processes lose people to speed more than to outcome.
Step 5: Offer and Notice Period Management (2 to 12 weeks)
Indian notice periods commonly run 60 to 90 days and counter-offers are routine. We stay in contact through the entire notice period rather than disengaging at acceptance.
Step 6: Joining and Guarantee Period (first 90 days)
Developer attrition concentrates around onboarding quality and whether the work matches what was described. We check in at 30, 60 and 90 days, and if the placement does not hold inside the guarantee period we re-run the search at no additional fee.
Ready to Hire Skilled Software Developers?
Tell us your tech stack, seniority level, location, and hiring timeline. We’ll help you find qualified developers who fit your team.
Technologies and Markets We Recruit For
Java and JVM
Backend engineers across enterprise and product environments. See our Java hiring practice.
Python
Backend, data and automation engineering, including Python with AWS.
JavaScript, React and Node
Frontend and full-stack, including MEAN and MERN stack engineers.
.NET and Microsoft Stack
Enterprise backend engineering across .NET and Azure.
Mobile: iOS, Android, Flutter and React Native
Native and cross-platform mobile engineering.
Data Engineering and Cloud
Data pipelines, warehousing and cloud architecture across AWS, Azure and GCP.
India
Our deepest market. Bangalore, Pune, Hyderabad, Ahmedabad, Chennai and the NCR. See our Pune practice.
The Gulf
Software engineering roles across the UAE, Saudi Arabia, Qatar and Kuwait, predominantly staffed from India.
Southeast Asia and Africa
Engineering hiring across our regional offices.
Indian Engineers Placed Internationally
Where an employer outside India wants to recruit Indian engineering talent. See our Indian IT recruiters practice.
Who We Recruit Software Engineers For
You Are Building an In-House Engineering Team
First engineering hires, where the early appointments set the technical culture.
Your Engineering Leads Are Drowning in CV Screening
The most common complaint we hear. It is a screening-quality problem, not a volume problem.
You Need a Narrow Stack and Your Local Market Is Thin
Where the honest answer is often to widen geographically rather than wait.
Your Offers Keep Getting Counter-Offered
Endemic in Indian developer hiring, and usually a motive problem discovered too late.
You Are Replacing an Engineer Who Just Resigned
Where a 90-day notice period is both your problem and your window.
You Want Engineers on Your Payroll, Not a Vendor’s
A different model from staff augmentation, and often a deliberate decision.
The Alliance Advantage in Software Developer Recruitment
Screened on Stack, Not Keywords:
Architecture exposure and what the engineer actually built are established before the shortlist.
We Talk to Your Engineering Lead:
The brief that matters rarely survives translation through a job description.
Benchmarked Against a Fast-Moving Market:
Developer compensation moves faster than salary bands are reviewed. You will hear if yours is the constraint.
Notice Periods Managed, Not Assumed:
60- to 90-day notices are normal in India. We stay engaged through all of it.
16+ Years and 15,000+ Placements Across 36+ Countries:
Engineering hiring inside a network that covers both Indian domestic and international placements.
We Tell You When the Stack and Band Do Not Match:
Some combinations cannot be hired at the salary offered. That comes in week one.
Why Choose Alliance Recruitment Agency as Your Software Developer Recruitment Agency
Developer hiring has an unusual property: the client can usually tell within ten minutes whether a recruiter understands the role, and most do not. A shortlist arrives with five CVs that all mention React, and the engineering lead spends an afternoon discovering that one of them has actually shipped anything substantial with it. That afternoon repeats until the team stops trusting the process.
So we spend the first conversation on architecture rather than on headcount, and we ask to speak to whoever will manage the person. That is a slower start, and some clients find it unnecessary. It is also the difference between a shortlist your engineering lead reads and one they resent.
Our Client Reviews
“We were hiring several software developers and needed candidates who could match both our technical requirements and team environment. Alliance understood the roles quickly and shared relevant profiles instead of sending large numbers of unsuitable CVs. The process was smooth and communication was consistent.
Finding developers with the right combination of technical skills and industry experience was taking too much time internally. Alliance helped us build a focused shortlist and supported us throughout the interview process. The quality of candidates made the hiring process much easier for our team.
We partnered with Alliance for a few specialist software development positions and were impressed with how closely they followed our requirements. The recruiters were responsive, kept us updated on candidate progress, and understood the technical profiles we were looking for. It was a straightforward recruitment experience.
Awards
Meet Our Leadership Team
Molly Anderson
Franchise Lead | Recruitment Franchise
Alex George
General Manager | RPO & Enterprise Recruitment
Nikki Miller
Head of Recruitment | Recruitment & Staffing
Frequently Asked Questions
It sources and places software engineers for employers, screening on technical stack, architecture exposure and seniority rather than job title. Alliance places permanent employees onto the client’s payroll.
Java and JVM, Python, JavaScript including React and Node, .NET, mobile including iOS, Android, Flutter and React Native, plus data engineering, cloud and DevOps.
No. We place permanent employees only. We do not supply contract developers, staff augmentation or employer-of-record arrangements.
A percentage of the engineer’s first-year salary, payable on joining. For multi-role team builds we agree a fixed per-placement fee in advance.
Mid-level engineers in a common stack: shortlist in 10 to 15 working days, offer within 4 to 6 weeks. Senior and specialist roles: 3 to 5 weeks to shortlist. Indian notice periods often add 60 to 90 days.
Yes, including tech leads, engineering managers and architects.
Yes, across the Gulf, Southeast Asia and Africa, and we place Indian engineering talent with employers internationally.
By establishing genuine motivation to move before presenting a candidate, and by staying in contact through the full notice period rather than disengaging at acceptance.
No. We are a recruitment agency, not a software vendor. If you are looking for an applicant tracking system, that is a different product.
Nothing substantive. Software developer recruitment is a subset of IT recruitment, which also covers infrastructure, support, QA, and IT management roles.
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