We employ the person in India. You direct the work.
Bring us someone you have already chosen, or have us find them first. Either way the engineer becomes a Virdapt employee on our Indian entity, and payroll, benefits, equipment and onboarding stop being your problem.
How it works: two routes in
Hiring in India is really two separate problems. Finding the right person is one. Employing them lawfully, paying them and keeping them is the other.
EOR is the employment layer. It solves the second problem, and it is the same service whichever route you take. What changes is whether you bring us the person or we go and find them.
We are Toronto-headquartered, and we run this for clients across Canada, the United States and Europe. The talent sits in India; your contract sits with our Canadian entity.
You have already found and selected them.
Our staff augmentation practice runs the search engineer or FDE.
Contract, payroll, benefits, equipment, onboarding, ongoing care, offboarding.
You bring your engineer, we put them on the role
You have already found the person through your own network, your own search, or a referral. You have interviewed them and you want them. What you do not have is an Indian entity to employ them through.
We take it from there. We make the offer, employ them on our Indian entity, run payroll and benefits, provision equipment, onboard them into your systems, and hand them to you for whatever work you assign. From that point they work to your direction, every day, as though they were your own team member.
You are buying the employment infrastructure and the ongoing support behind it not a search.
We find the person, then we employ them
You know the role but not the person. We are a staff augmentation partner first, so finding the right engineer is a service we run in its own right market mapping, active outreach, technical and communication screening, and a shortlist with our honest notes.
You pick from that shortlist. Then the same EOR layer from Route A takes over: offer, employment, payroll, equipment, onboarding, support.
This is the bundle sourcing and employment from one provider, with one party accountable for both the quality of the person and the employment behind them. It is the fuller package, and it is what most clients buy.
What each route includes
| Route A - employment only | Route B - sourcing + EOR | |
|---|---|---|
| Finding the person | You | Virdapt |
| Screening and shortlist | You | Virdapt |
| Selection | You | You |
| Offer and negotiation | Virdapt | Virdapt |
| Employment and contract | Virdapt | Virdapt |
| Payroll and benefits | Virdapt | Virdapt |
| Equipment and IT | Virdapt | Virdapt |
| Onboarding and ongoing support | Virdapt | Virdapt |
| Day-to-day direction of work | You | You |
| Replacement if it does not work out | Mutually Decided | Yes |
| Price | Lower | Higher includes the search |
A note on comparing quotes: an employment-only figure and a sourcing-inclusive figure are not competing prices for the same thing. One is administration; the other includes finding a person you would have hired yourself.
The same applies to forward-deployed engineers
Route B is not limited to standard engineering roles. If what you need is a forward-deployed engineer, we run that search too and then employ them on the same EOR basis.
So you can have an FDE working inside your team, on your systems, employed by us, with no entity to set up, no recruitment process to run, and no employment obligations in India. You pick and choose from the shortlist; we get them on board and keep them there.
What is included
Sourcing
Role definition, market mapping, active outreach across India.
Screening
Technical assessment, communication assessment, reference checks.
Employment
Employment on Virdapt's Indian entity, contracts, statutory obligations.
Payroll & benefits
Monthly payroll, benefits and leave administration.
Equipment & IT
Device provisioning and setup where you are not issuing your own.
Onboarding
Day-one readiness, access setup with your team, first-week check-ins.
Ongoing support
A named Virdapt contact, performance check-ins, retention management.
Offboarding
Clean exit, asset recovery and a documented handover.
You direct the day-to-day work. We are the employer; you are the manager.
Roles we hire for
Software engineering across the common stacks, data engineering and analytics, QA and test automation, DevOps and platform, and AI/ML engineering. If you need a role we have not placed before, we will say so before we take the search.
Why India, and why our own entity
India has the deepest tech talent market outside the US, with real product-company and enterprise engineering depth. Hiring there is straightforward. Employing there is not.
We employ people on our own subsidiary. The engineer has a real employer, real benefits and a career the single biggest factor in whether they stay. You can start with one person and add five more without any of it touching your corporate structure.
How we source and vet
- Role definition. A working session on what the person needs to do, not just a job title. We push back where the brief is unrealistic for the budget or timeline.
- Market mapping. We identify where the skill actually sits which companies, which cities, which compensation band.
- Active outreach. Most of the strongest candidates are not applying to job boards. We go to them.
- Technical screening. A practical assessment against the work, not a puzzle.
- Communication screening. The person will work daily with your team across a time-zone gap. We test for that directly.
- Shortlist. Typically 3-5 candidates, with our notes and our reservations. You interview.
What we commit to
| Commitment | Target |
|---|---|
| Shortlist delivered | One week from signed role brief |
| Offer accepted | 5 business days from your selection |
| Engineer onboarded and working | 10 business days from offer acceptance |
| Replacement guarantee | Free replacement within Two weeks |
Pricing approach
We price per engineer, per month, as a single figure. There is no per-transaction fee structure and no separate recruitment fee bolted on at the end.
Route A, employment only the figure covers employment, payroll, benefits, equipment and ongoing support. Lower, because there is no search in it.
Route B, sourcing bundled with EOR the same, plus finding and screening the person. The figure depends on the role, the seniority and how scarce the skill is.
We will quote both if you want to see the difference.
Moving your team onto your own entity later
If you eventually set up your own Indian entity, we will transfer the employees to you. No penalty, no exit fee, no clause that makes it painful.
We would rather you stay because the service is good.
Tell us the role.
Send us one role you are struggling to fill. We will come back with a market read and a realistic timeline before you commit to anything.