Our Hiring Process
7 transparent steps from application to offer. Salary disclosed upfront. Feedback given whether or not you proceed. 3 to 4 weeks end-to-end.
Step by Step
The complete hiring journey
Every candidate goes through the same 7 steps — no hidden stages, no moving goalposts.
1
Day 1
Takes 5 minutes
Application
Apply directly through our website — no cover letter required (though you're welcome to include one). We review every application ourselves. No ATS black holes — a real person reads your profile.
What We Need
Your CV / resume, a LinkedIn URL, and your phone number. That's it. We don't require lengthy forms or specific formatting.
What Happens Next
You'll receive an automated acknowledgement immediately. A recruiter will review your profile within 3 business days and reach out either way.
💡 Tips for a Strong Application
- Highlight specific technologies and projects — not just responsibilities
- Include certification names and dates (even if in progress)
- Quantify impact where possible (e.g., "migrated 200-server environment to AWS in 6 weeks")
2
Days 3–5
30–45 minutes
Recruiter Screening Call
A 30–45 minute call with our Talent team. This is a two-way conversation — we'll ask about your background, and you'll learn more about the role, team, and how we work. We don't use scripts. Expect a natural dialogue.
What We Discuss
Your career history, what you're looking for next, current expectations (salary, work model, timeline), and role-specific context from us.
What You Should Ask
This is the right time to ask about team structure, typical project types, what success looks like in 6 months, or anything specific about the role.
💡 How to Prepare
- Review the role description and the capabilities page linked in it
- Be ready to articulate what you're looking for and why is interesting to you
- Have 2–3 specific projects you can discuss confidently
3
Days 6–8
Async · Up to 2 hours
Skill Test
A focused, job-related assessment sent to you asynchronously. This is not a generic aptitude test — every task maps directly to the real work you'd do in the role. You complete it in your own time within a 48-hour window.
What to Expect
A short set of practical, role-specific tasks — such as reviewing a Terraform config, diagnosing a network issue, or analysing a security posture. No trick questions or puzzles.
How We Evaluate
We look at your reasoning and approach, not just the final answer. Partial solutions with clear thinking score higher than polished answers without explanation.
💡 How to Prepare
- Re-read the job description — the test mirrors the core skills listed
- Don't over-engineer — clarity and practicality matter more than complexity
- Comment your work and explain your reasoning where applicable
4
Days 9–12
60–90 minutes
Technical Interview
A structured technical interview with a Senior Engineer or Principal Consultant from the relevant practice area. This is scenario-based — you'll discuss real architecture decisions, not whiteboard puzzles or trick questions.
Format
Virtual (Google Meet) or in-person at our Noida office. You'll walk through 2–3 architecture scenarios and discuss your reasoning, trade-offs, and past experience with similar challenges.
What We Evaluate
Technical depth, structured thinking, communication clarity, and intellectual honesty. We value candidates who say "I don't know, but here's how I'd approach it" over bluffing.
5
Days 13–16
45–60 minutes
Interview with Hiring Manager
A direct conversation with the manager you'd report to. This is your opportunity to understand the team's day-to-day, the projects in the pipeline, and how success is measured. The manager will assess your working style, collaboration instincts, and how you approach ownership.
What We Cover
Team dynamics, project context, your approach to prioritisation and delivery, and how you handle feedback. Expect situational questions based on your skill test and technical interview.
What You Should Ask
What does the first 90 days look like? What are the biggest challenges the team is facing? How is performance measured? This is the best time to ask these questions directly.
💡 How to Prepare
- Prepare examples of how you've collaborated across teams or functions
- Think about a time you pushed back on a decision — and what happened
- Have 2–3 informed questions ready about the team or projects
6
Days 17–19
30–45 minutes
Culture & Fit Interview
A conversation with a Practice Head or Founding Team member. We're assessing how you think, how you communicate, and whether you'd thrive in our environment — not whether you're technically perfect (that's already been established). You'll also get answers from the most senior perspective in the firm.
Topics
Your career goals, your working style, how you handle ambiguity, and how you approach learning. Also an opportunity to ask anything about 's direction, clients, and vision.
Note on Seniority
For senior or lead roles, this stage may include a brief case discussion — a hypothetical client scenario to assess consulting thinking. You'll be told in advance if this applies to your role.
7
Days 20–25
Verbal + Written
Evaluation, Offer & Onboarding
Our hiring panel reviews all feedback from every stage and reaches a final decision within 48 hours of your last interview. If you're selected, you'll receive a verbal offer the same day — followed by a formal offer letter within 48 hours. We don't ghost, delay, or play games with compensation.
What's in the Offer
Base salary, variable component, joining bonus (for senior roles), notice period expectations, start date, and benefits summary. No hidden clauses.
Onboarding (Day 1+)
Structured 30-day onboarding: tool access, systems orientation, team introductions, and your first assigned project. You'll have a buddy engineer from day one.
🎉 What Happens After You Accept
- Welcome kit and equipment request form sent via email
- Pre-joining call with your manager 1 week before start date
- Onboarding schedule shared 3 days in advance
- Buddy engineer assigned on your first day
Beyond the Resume
What we actually look for
We hire for potential as much as experience. These six qualities define engineers who thrive at .
01
Intellectual Curiosity
We want engineers who read release notes for fun, who have opinions on cloud architecture trade-offs, and who ask "why" before "how". Curiosity is the foundation of craft.
Core trait
02
Clear Communication
In a consulting environment, your ability to explain complex technical concepts to non-technical stakeholders is as important as your ability to build them. Both are evaluated.
Evaluated in interviews
03
Collaborative Instinct
We work in small, high-trust teams. Candidates who hoard knowledge, avoid helping others, or operate in silos don't thrive here. Peer growth is a shared responsibility.
Core trait
04
Ownership Mindset
We look for engineers who treat deliverables as their own — who care about what happens after the deployment, not just that it deploys. Quality is a personal standard here.
Core trait
05
Comfort with Ambiguity
Client requirements are never perfectly documented. We look for engineers who can structure their own approach to incomplete problems and produce clarity from uncertainty.
Assessed in case rounds
06
Growth Trajectory
We value learning velocity as much as current skill level. Show us you’re growing — through certs, side projects, community involvement, or the quality of your thinking about complex problems.
Show us evidence
FAQ
Questions candidates always ask
Honest answers to the things every candidate wants to know before they apply.
No. If you meet 70–80% of the core requirements, we encourage you to apply. We hire for trajectory, not just current stack.
For engineering roles, we use scenario-based technical interviews, not LeetCode-style tests. We may ask you to walk through an architecture decision or review a Terraform snippet.
Yes. Every candidate who completes the technical interview receives structured feedback — what went well and where we saw gaps.
Yes, but we recommend applying to the role that best matches your primary expertise. We may also suggest a different role if we see a stronger fit.
Hybrid — 3 days in our Noida office, 2 days remote. During project delivery sprints, in-office attendance may be higher. Fully remote is not currently offered for most roles.
For roles marked “Urgent”, we can compress the process to 7–10 days if the candidate is available. Timelines communicated clearly at the screening call stage.