Vetted Indian developers inside your team. From $15 an hour. Working in two to three weeks.
GIT Infosys places skilled Indian developers and IT professionals directly into US engineering teams. They join your standups, work in your repositories and report to your managers. You direct the work. We handle sourcing, screening, contracts, payroll and Indian compliance.
No Indian entity. No local registration. No recruitment fee. One invoice a month, in dollars.
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What Is IT Staff Augmentation?
IT staff augmentation is hiring skilled developers from an outside company who then work as part of your own team, on your projects, under your management. You decide what gets built. The staffing partner handles employment, payroll and compliance in the developer's home country.
It sits between two models you already know.
Recruitment finds you an employee, charges a placement fee and walks away. You carry the salary, the benefits and the risk.
Project outsourcing takes the whole scope off your hands and returns a finished product. You lose day-to-day control over how it gets built.
Staff augmentation gives you the engineer without the payroll. They sit in your Slack, pick up your tickets and follow your sprint plan, but they are employed and paid on the other side.
For a US company, the practical difference is this. You get a senior engineer for roughly what a junior costs locally, you can scale the team up or down in a month, and you never open an entity in India.
Staff Augmentation vs Outsourcing vs Managed Services
The three get confused constantly. Here is the difference in one table.
| Comparison Point | Staff augmentation | Project outsourcing | Managed services |
|---|---|---|---|
| Who manages the work | You | The vendor | The vendor |
| What you buy | People | A delivered project | An outcome or service level |
| Best when | Work is ongoing and changing | Scope is fixed and clear | You want a function run for you |
| Control over how it is built | Full | Limited | Limited |
| Scaling up or down | Monthly | Per project | Per contract |
| Your team's involvement | Daily | At milestones | At reviews |
| Typical commitment | Rolling monthly | Fixed term | Annual |
| Cost model | Per person per month | Per project | Per service |
Choose staff augmentation when you have an engineering team and need more hands in it, or a skill you lack, and requirements change from sprint to sprint.
Choose outsourcing when the project has a clear brief and an end date and you would rather not manage it.
Choose managed services when you want an entire function, like infrastructure or support, run by someone else against agreed service levels.
Most of our US clients start with two augmented developers and grow from there.
IT Staff Augmentation Services We Provide
Dedicated Development Teams
A full squad, not scattered individuals. Developers, a QA engineer, a DevOps engineer and a tech lead, working together on your product under your direction. The right choice when you are building a product rather than filling a gap.
Individual Developer Placement
One engineer with a specific skill, added to your existing team. Backend, frontend, full stack, mobile, data, cloud or QA. Working two to three weeks after you approve them.
Long-Term Contract Staffing
Six months to several years, rolling monthly after the initial term. The developer stays with your product long enough to actually know it, which is where offshore usually fails and where continuity is worth more than day rate.
Short-Term and Project Staffing
Extra capacity for a release, a migration, an audit or a seasonal spike. Three months, then out, with no severance and no bench cost.
Niche and Hard-to-Fill Skills
The roles your local market cannot fill quickly. Machine learning engineers, data engineers, Salesforce developers, SAP consultants, security engineers, embedded developers and legacy platform specialists.
Offshore Development Centre
Your own extended team in India, at scale. Ten engineers or more, dedicated space, your branding, your processes, your security policies. We run the facility and the employment. You run the engineering.
Recruitment Process Outsourcing
We take over your hiring for Indian roles. Job specification, sourcing, screening, interview scheduling, background verification and offer management, with candidates delivered to your final round only.
Backfill and Replacement
Somebody resigned and the project cannot wait. We source a like-for-like replacement while your notice period runs, so there is a handover instead of a hole.
Roles and Skills We Place
Backend · Java, Spring Boot, Python, Django, Node.js, .NET, PHP, Laravel, Go, Ruby on Rails
Frontend · React, Angular, Vue, Next.js, TypeScript, JavaScript, HTML5, CSS3
Mobile · Android and Kotlin, iOS and Swift, React Native, Flutter
Cloud and DevOps · AWS, Azure, Google Cloud, Docker, Kubernetes, Terraform, Jenkins, CI/CD pipelines
Data · Data engineers, data analysts, ETL developers, Power BI, Tableau, Snowflake, Databricks
AI and Machine Learning · ML engineers, data scientists, computer vision, NLP, LLM integration
QA · Manual testers, automation engineers, Selenium, Cypress, Playwright, performance testing
Product and Design · UI and UX designers, business analysts, product owners, scrum masters, project managers
Not on this list? Tell us the role. We have placed for most of it since 2010.
How to Hire Remote Developers in India
Five steps. Two to three weeks from first call to someone working, four to six for genuinely rare skills.
Step 1 · Tell Us the Role
A thirty-minute call. Skills, seniority, how many people, what your stack looks like and how much time zone overlap you need. We come back with a rate and a realistic timeline, not a brochure.
Step 2 · We Source and Screen
Sourcing from our own network and database rather than a job board. Every candidate goes through a technical screen against your actual stack, a spoken English assessment, a background check and past employment verification before you see them.
Step 3 · You Interview
You run whatever rounds you would run for a local hire. Technical interview, pair programming, culture call, take home test. We schedule everything and manage the candidates around your calendar.
Step 4 · You Choose, We Contract
You pick who you want. We handle the offer, the contract, the NDA and the IP assignment. Your own legal templates can replace ours if your team prefers.
Step 5 · Onboarding and Ongoing
They start on your tools, in your standups, on the agreed shift. We stay involved for payroll, compliance, HR and replacement, and check in monthly.
IT Staff Augmentation Cost
Typical monthly rates for a full time Indian engineer through us. One rate covers salary, statutory benefits, Indian payroll compliance and our management. There are no recruitment fees, payroll taxes, health insurance costs or office overheads on top.
| Role | Monthly, full time | Hourly |
|---|---|---|
| Junior developer, 1 to 3 years | $1,800 to $2,800 | $12 to $18 |
| Mid-level developer, 3 to 6 years | $2,800 to $4,500 | $18 to $28 |
| Senior developer, 6 to 10 years | $4,500 to $6,500 | $28 to $40 |
| Tech lead or architect | $6,000 to $9,000 | $38 to $55 |
| QA engineer | $1,500 to $3,000 | $10 to $19 |
| DevOps engineer | $3,500 to $6,000 | $22 to $38 |
| Data engineer | $3,500 to $6,000 | $22 to $38 |
| ML engineer or data scientist | $4,500 to $8,000 | $28 to $50 |
| UI and UX designer | $1,800 to $3,500 | $12 to $22 |
| Business analyst or scrum master | $2,500 to $4,500 | $16 to $28 |
What the same hire costs in the US –
| Comparison Point | India, through us | US, direct hire |
|---|---|---|
| Senior developer base | $54,000 to $78,000 a year | $130,000 to $180,000 |
| Payroll taxes and benefits | Included | Add 25 to 35 percent |
| Recruitment fee | None | 15 to 25 percent of first-year salary |
| Office and equipment | Included | $5,000 to $15,000 a year |
| Time to hire | 2 to 3 weeks | 6 to 12 weeks |
| Notice to end | 30 days | Severance and legal exposure |
Why US Companies Choose GIT Infosys
Sixteen years, and the same address the whole time
GIT Infosys Pvt. Ltd. has been a registered private limited company since 2010, with our own offices in Jaipur, Wembley in London and West Chester, Pennsylvania. We have worked with enterprise clients including American Express and Zensar. Offshore vendors appear and disappear constantly. Ask any of them how long they have held one office.
A US entity and US hours to call
You are not dialling India at midnight when something goes wrong. Our Pennsylvania office gives you a US contract, a US phone number and someone in your own time zone who can answer for the engagement.
No entity, no EOR, no compliance exposure
The developer is contracted through our Indian entity. We run Indian payroll, provident fund and tax compliance. You receive one invoice in dollars and collect a W-8BEN-E from us. No Indian registration, no worker classification question, no Indian labour law on your side.
You interview, you decide
We never place someone you have not met. Shortlist, interview, reject as many as you like. If none of the first three are right, we go again at no extra cost.
Screened for English as hard as for code
A developer who cannot explain a blocker on a call is a problem no technical skill fixes. Every shortlisted candidate has passed a spoken English assessment as well as a technical screen against your actual stack.
Replace, don't argue
If someone is not working out, tell us. Two weeks' notice, no replacement fee, and we start sourcing the day you say so. The first thirty days work as a trial on both sides.
You own everything you pay for
IP assignment and NDA signed before day one, assigning all work product to your company. Code lives in your repositories on your accounts. Your legal templates can replace ours.
Month to month after the initial term
Scale down as easily as you scale up. Nobody should need a twelve-month lock-in to keep a client who is getting results.
Staffing partner, other agencies, or a freelancer?
| Comparison Points | GIT Infosys | Generalist agency | Freelance platform |
|---|---|---|---|
| Focus | IT and engineering only | Multiple industries | Whoever signs up |
| Screening | Technical screen on your stack, plus English and background checks | Varies by recruiter | You do it |
| Who manages the work | You do, daily | You do | You do |
| Payroll and Indian compliance | Handled by us | Sometimes | Yours to worry about |
| US contract and entity | Yes, Pennsylvania | Rarely | No |
| Replacement if it fails | Two weeks, no fee | Depends on contract | Start again from scratch |
| Scaling to a team | Straightforward | Depends on their bench | Find each person separately |
| Continuity after a year | Same team, same partner | Varies | Whoever is still available |
| IP and NDA | Signed before day one | Varies | Platform terms only |
Industries We Staff For
SaaS and Product Companies
Long-running product teams where continuity matters more than day rate. Backend, frontend, DevOps and QA engineers who stay with the product long enough to know it.
Healthcare and Health Tech
HIPAA-aware engineers, secure data handling, integration work with EHR systems, and staff who understand why the compliance rules exist.
Fintech and Financial Services
Payments, ledgers, reconciliation, security engineering and audit support, with background checks run before anyone touches anything.
E-commerce and Retail
Shopify, Magento, WooCommerce and custom platforms, plus the integration work around payments, inventory and fulfilment.
Logistics and Supply Chain
Tracking systems, route optimisation, warehouse software, EDI integration and mobile apps for drivers and field staff.
Media and Publishing
Content platforms, video pipelines, high-traffic architecture and CMS development.
Real Estate and PropTech
Listing platforms, CRM integration, mapping and document workflows.
Education and EdTech
Learning platforms, assessment engines, video delivery and student information systems.
Manufacturing and Industrial
ERP integration, IoT, machine data, dashboards and legacy modernisation.
Startups
Your first engineering hires without the first engineering salary. Small teams, fast starts, and the ability to scale down again if the runway demands it.
Mistakes US Companies Make When Hiring Remotely
Paying one global rate everywhere – A package that makes sense in Ohio does not map onto Bengaluru, and the reverse is also true. Pay to the local market properly, at the top of it, and you keep people. Pay below it and you fund somebody else's hiring.
Moving too slowly – Good Indian engineers hold multiple offers and decide within a week. A US hiring process that takes three weeks between interview rounds will lose every strong candidate to somebody faster.
Giving vague feedback between rounds – Candidates drop out of processes they cannot read. Say yes or no clearly, and say it quickly.
Leaving the time zone unagreed – Decide the working shift before anyone starts and write it into the contract. Discovering in week three that you expected 9 am Eastern and they expected 10 am India is a fixable problem that ends engagements anyway.
Treating them as external resources – People who are not in the standup, not in the retro, not in the Slack channel and not told why the roadmap changed will behave like contractors, because that is what you made them. The teams that get the most out of augmentation treat these engineers exactly like everyone else.
Skipping the technical screen because the agency did one. Interview them yourself. Any partner who resists that is telling you something.
Frequently Asked Questions –
What is IT staff augmentation?
Hiring skilled developers from an outside company who work inside your team, on your projects, under your managers. You direct the work. We handle payroll, contracts and compliance.
What is the difference between staff augmentation and outsourcing?
With staff augmentation you manage the people. With outsourcing you manage the vendor. Augmentation suits ongoing, changing work. Outsourcing suits a fixed scope you would rather not manage.
How much does it cost to hire a developer in India?
$2,000 to $6,500 a month, roughly $15 to $45 an hour, depending on skill. That is three to four times cheaper than a comparable US hire.
How do I hire remote developers in India?
Tell us the role. We source, screen and verify. You interview a shortlist of three to five and choose. We handle contracts and onboarding. Two to three weeks.
Do I need an employer of record to hire someone in India?
No. Developers are contracted through our Indian entity, so we handle Indian payroll and compliance. You get one dollar invoice, with no Indian entity or labour law exposure.
How do time zones work between India and the US?
India is 10.5 hours ahead of US Eastern. A 2 pm to 11 pm India shift gives about 3.5 hours of daily overlap. Pacific needs a later shift.
Who owns the code and the intellectual property?
You do, completely. Every developer signs an IP assignment and NDA before day one. Code lives in your repositories, on your accounts, from the start.
How do I pay an Indian contractor legally as a US company?
One dollar invoice to us, not individuals. Collect a W-8BEN-E. Services performed outside the US usually are not US-source income, so no 1099. Confirm with your accountant.
What happens if the developer is not a good fit?
Tell us and we replace them. Two weeks' notice, no replacement fee. The first thirty days work as a trial on both sides.
Is communication or English ever a problem?
Rarely. Indian engineering education is taught in English, and every shortlisted candidate passes a spoken English assessment alongside the technical screen.
How quickly can you place someone?
Two to three weeks for most roles, from first call to start date. Four to six weeks for rare skills like senior ML engineers.
Can I start with one developer and scale later?
Yes, and most clients do. Adding to an existing engagement is faster than the first hire, because we already know your stack and your standards.
Start with one engineer. Add the rest when it is working.
Tell us the role, the seniority and the time zone overlap you need. You will have a shortlist of three to five screened people, and a rate, before you commit to anything.
Tell us what you need
