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Top 8 Challenges When Hiring Dedicated Developers from India [With Effective Solutions]

This blog is tailored for business leaders, HR professionals, and project managers seeking insights into the challenges associated with hiring developers from India.

Top 8 Challenges When Hiring Dedicated Developers from India [With Effective Solutions]

  • Last Updated on November 24, 2023
  • 9 min read

Lots of companies nowadays are getting their software built by programmers working remotely from India. It saves them money while still letting them tap into the huge talent pool over there.

Smart move! Right?

However, the path to hiring offshore developers and working with them does come with a few challenges. Communication styles, tech know-how, cultural perspectives - all these differ internationally.

In this blog, We are covering the 8 biggest challenges you'll likely encounter when hiring dedicated developers from India. But for each issue, we'll also share the tactics that will help you and the squad work together more smoothly.

Hopefully, the insights here will save you some hiring headaches.

Ready to dive in?


Screening and Vetting a Qualified Talent Pool for Hiring

India has no shortage of engineering and IT graduates. But with so many candidates to choose from, it can be tricky to find ones that are the right culture and skill fit for your team.

Note: By 2023, India will have the world's biggest number of software developers, surpassing the United States. In 2017, there were approximately 2.75 million developers in India. However, by 2023, this figure will have skyrocketed to 5.2 million!

The big risk is making a mis-hire that doesn't work out. Some candidates may exaggerate abilities or provide false credentials that go undetected. So doing thorough screening is a must.

Here are some tips:

  • Set up assessments to test problem-solving and live coding skills based on what abilities you actually need.
  • Check with trusted recruitment agencies who've already vetted candidates. Or ask current Indian employees if they have referrals from their own networks.
  • Talk to local tech leaders about talent pools and hiring practices they’d recommend based on firsthand experience.

Getting guidance from people in the Indian market can provide insights you just can't get otherwise. And they may know of great candidates that aren't even looking.

The goal is to find and hire programmers in India with the right knowledge who will also be a good culture add. Taking the time upfront to carefully screen candidates will pay off hugely in building an "A team" that excels.

Language and Communication Barriers

Even tech pros in India may feel less comfortable communicating in English than you’d expect. Their verbal and written skills can vary a lot.

This causes major headaches when teams don’t understand each other. Things get lost in translation. Requirements aren’t clear. Deadlines are missed. It can slow work to a crawl.

What helps?

  • Discuss communication needs up front when hiring the right dedicated developers team. Test abilities to make sure new team members can connect.
  • To keep everyone on the same page, use collaboration tools, chat platforms, and so on. The more you communicate, the better!
  • Consider language and culture training if issues persist with key roles. Or bring on bilingual project managers to help bridge gaps.

Don't underestimate this issue - smart candidates who code well may still struggle to convey complex ideas in English. Taking steps to get alignment and understanding will keep your global teams humming!

Quality and Skill Set Concerns

Some companies think developers from India crank out low-quality code or subpar work. You might hear things like their schools don't measure up or their resumes can't always be trusted.

And while extra diligence is wise, those negative stereotypes aren't really fair or accurate.

Truth is, there are good and bad developers everywhere. India's grads have helped create some of the best technology companies in the world. The key is knowing how to separate the rock stars from the flops.

Ways to see if someone's a good fit:

  • Really put candidates through their paces with assessments during screening. Evaluate their work style and code quality with real-world tests.
  • Ask to see code samples or portfolio projects upfront so you understand previous experience.
  • Consider a paid trial period upon hiring to work together on a small project. This lets you assess skills firsthand before major commitments.

Following these steps takes a little extra effort - but it lets you identify and hire top developers in India excited to produce outstanding work.


Time Zone Differences

Having teams scattered across time zones can make it tough to connect in real-time. With India way ahead of US time zones, answers might take a full day to come back around. That really slows things down!

But a little bit of planning helps a ton:

  • Make sure to have at least 1–2 hours of overlap for meetings during critical decision times. Standing check-ins keep everyone in the loop.
  • Use project management platforms that facilitate communication across time and location barriers. This keeps work moving forward 24/7.
  • Promote flexibility in calendars - early morning or evening meetings might be needed sometimes. It's a small sacrifice to keep projects on track.

A culture focused on seamless collaboration despite time differences is key. With the right tools and commitment to flexibility, distributed teams can feel like everyone is in the same room! A little effort goes a long way to conquer the time zone challenge.

Cultural Differences and Work Ethics

Sometimes offshore teams just do things differently. Their attitudes about hierarchies, deadlines, giving feedback and more can vary from what you expect.

When unaddressed, these cultural clashes lead to major misunderstandings. Onshore teammates get frustrated. Offshore colleagues feel bewildered and unsure of how to meet expectations. Progress slows and morale sinks all around.

But some simple things make a big difference:

  • Provide cultural sensitivity training, so both sides understand common differences and how to navigate them. Building empathy is key!
  • Don't let disconnects linger - discuss them openly as a team when they come up. Getting clarity quickly keeps things running smoothly.
  • Spell out very clear guidelines for deliverables, quality standards etc. so there's no room for ambiguity. Setting fair expectations avoids disappointment.

With openness, guidance and compassion on both sides, cross-cultural teams thrive! A little understanding goes a long way in building truly seamless collaboration.

Read More: Managing Remote Development Teams: Tips for Success

Security and Intellectual Property Concerns

When working with offshore partners, it's reasonable to fret about data security and intellectual property. Once source code or sensitive info leaves internal servers, control feels tenuous.

But with care, offshore collaborations can be just as secure as in-house work. The keys are:

  • Having air-tight security protocols for access, encryption, testing etc. Make sure offshore teams utilize the same best practices as internal staff.
  • Legal contracts clearly spell out confidentiality and IP protections and provide backup if issues ever arise. But focus first on baking security into daily habits.
  • Only provide access to critical data when absolutely necessary. The less passed along, the lower the risk.

With rigorous precautions guiding how distributed teams handle sensitive materials, security worries fade. And establishing an all-around culture focused on protecting IP builds trust on both sides.

Proactive security makes offshore collaboration feel simply like an extension of your own workplace.

Infrastructure and Technology Challenges

A lack of standardized tools and infrastructure can impact team workflows. Connecting disparate tools, servers, network configurations and software platforms across companies and geographies complicates setup and impedes onboarding and progress.

The Solution:

  • Provide overseas teammates with the same resources - hardware, software, accounts - to remove tech roadblocks.
  • Do dedicated training to get offshore developers ramped up quickly on specific platforms or systems critical for the project.
  • Have your own internal tech leads do regular knowledge transfer and support as issues come up.
  • Brainstorm ideas together for feasible infrastructure or policy changes, so everything meets security and access needs.

Sorting out technical details upfront and aligning the technology stack sets up smooth sailing later down the road. Your globally dispersed team feels right alongside you, ready to build something game-changing!

Retention and Long-Term Engagement

Outsourcing works best when teams stick together over the long haul. But attrition is high in Indian tech - developers often jump ship for new opportunities. That disrupts work and stalls progress.

What entices talent to stay?

  • Salaries and growth potential give them a reason not to roam. Offer pay benchmarked competitively against local rates when possible.
  • Work that excites them! Emphasize projects tailored to developer skills and interests. Building cutting-edge tech keeps talent engaged.
  • Help them feel part of the crew! Included in company meetings, kudos, advancement opportunities etc.
  • Make professional development a priority through regular training. Continual learning opportunities are huge incentives.

Keeping your team’s skills fresh and careers on track builds loyalty that retains your star developer. Combined with a welcoming culture that highlights their impact, they become partners in the long run. Long-term relationships fuel outsourcing success!

Read More: Ultimate Guide to Hiring a Dedicated Programmer

Why Hire Dedicated Developers From ThinkODC?

Whether you are hiring developers for a startup or a well-established business, ThinkODC offers a trusted, pre-vatted team in India to help you accelerate your software innovation while saving money.

Our vetted developers demonstrate strong communication skills and cultural alignment to seamlessly integrate into your workflows. We emphasize security, integrity and ethics at our core, earning trusted long-term partnerships with our clients.

Our developers excel in diverse technologies, ensuring a versatile skill set for your projects. With a commitment to quality and efficiency, ThinkODC's dedicated team becomes an extension of your business, driving success through collaborative excellence.


Hiring dedicated developers from India offers huge benefits, no doubt. The world-changing ideas you could build together are limitless!

But collaborations - especially global ones - take work. Differences in language, time zones, and tools used can complicate things. It’s easy for hiccups with communications or culture to happen.

The good news? Every challenge has proven solutions:

  • Take time to find the right talent fit through careful vetting.
  • Build empathy and understanding between teams.
  • Align security and technology protocols for seamless systems.
  • Foster flexibility in planning for smooth coordination across time differences.

With diligence addressing challenges in hiring dedicated developers upfront and facilitating strong bonds in daily interactions, global innovators thrive!


Ubaid Pisuwala

Co-founder of ThinkODC and Entrepreneurship, Formulation of Business Strategies, Creation and Management of high-performance teams, Management of key corporate relationships.

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