How much does an IT recruitment agency charge in India?

Industry contingency fees typically run 8–15% of the hire's first-year CTC: roughly 8–10% for mid-level roles, 10–12% for senior individual contributors and 12–15% for management. Some agencies also bill database or job-posting fees separately, so ask for the all-in number. AxureOne charges from 6.5% of annual CTC on contingency, our standard for junior to senior roles, or from ₹6,499 per hire for bulk requirements, with no database or job-posting fee on top.

How long does it take to hire a developer in India?

Industry-reported benchmarks put time-to-hire for IT and software roles at roughly 35–44 days, and 50–70 days for niche specialists such as AI/ML or cybersecurity. Time-to-join is a separate number: notice periods of 60–90 days are common in Indian tech, so a developer who accepts today may not start for two or three months. We don't publish a time-to-fill figure of our own.

What's the difference between IT staffing and IT recruitment?

The terms overlap, but IT staffing usually means contract staffing, where the agency typically adds a markup on top of wages, commonly cited at around 10–25%, to cover payroll and compliance. IT recruitment usually means permanent hiring for a one-time placement fee. We handle both permanent and contract hiring; for a contract requirement, ask us how it would be structured.

Are you an IT recruitment agency in Ahmedabad?

Yes. AxureOne is headquartered in Ahmedabad and recruits for companies across India. Gujarat's IT market has matured beyond services into product engineering, cloud-native builds, full-stack and AI integration, with cybersecurity notably supply-constrained, according to the Gujarat Hiring Report. Ahmedabad's challenge is rarely applicant volume — it's screening for the specialist end.

What happens if a developer we hire through you leaves in the first few months?

If they resign or don't join within 90 days, we find a replacement at no additional cost: one free replacement for the same role, provided invoices are cleared. Exclusions such as role changes and layoffs are listed in full on our For Companies page.

Is it cheaper to use an IT recruitment agency or hire an in-house recruiter?

It depends on volume. A fully-loaded in-house recruiter commonly costs ₹8–14 lakh a year, a fixed cost whether they fill three roles or thirty. Below roughly 15–20 hires a year, an agency you pay only on success is usually cheaper; above it, in-house tends to win on cost per hire.

For Companies · IT recruitment

An IT recruitment agency for hiring developers and tech talent in India.

AxureOne recruits developers, QA engineers, DevOps and data specialists, and IT leaders for companies hiring in India. We're headquartered in Ahmedabad, we hire pan-India, and we run the whole process — JD, sourcing, screening, interview coordination, offer negotiation and checks — rather than forwarding a stack of CVs.

To be clear up front: this is recruitment, not outsourcing. The developer we find joins your team, our fee is either a share of their annual CTC or a flat amount per hire, and nothing is invoiced until their joining date.

Post a role →Talk to us

What we hire for

The tech roles we recruit for.

Tech is one of the functions our recruiters specialise in, alongside sales, finance and leadership. Within it, mandates fall into five families.

Software developers

Back-end, front-end, full-stack and mobile engineers, from early-career hires to leads.

QA and testing

Manual and automation testers, usually hired alongside a development team. QA pay tends to move in a narrower, steadier band than pure engineering roles.

DevOps and cloud

Build, release and infrastructure engineers. Cloud skills sit on the in-demand list in each of our Bengaluru, Hyderabad and Pune hiring guides.

Data

Data analysts, BI developers and data engineers. Data-analyst and Power BI roles are named as in demand in both Pune and Hyderabad.

IT leadership

Engineering managers, heads of technology and other senior tech hires. They run as a different kind of search — see leadership hiring.

Public 2026 data put AI/ML hiring up roughly 40–45% across FY26 even as overall IT listings dipped slightly, and industry-reported benchmarks have niche specialists such as AI/ML and cybersecurity taking 50–70 days to hire.

Go deeperAI vs jobs in India 2026 →Gujarat Hiring Report 2026 →Gujarat tech salary snapshot →Hiring in Bengaluru →Hiring in Hyderabad →Hiring in Pune →Leadership hiring →

How screening works

How we screen technical candidates before you see them.

Every candidate is screened, vetted and background-checked before we share them. For a tech role that runs through the same five steps as every mandate, weighted toward where technical hiring usually goes wrong.

A sharper JD

We draft and sharpen the JD and map what "right" looks like for the role and your team — separating genuine must-haves from a stack wishlist that quietly filters out capable people.

Search beyond the job boards

Job boards, our private database, AI-assisted sourcing and direct headhunting of passive engineers who aren't applying to anything.

Skills and fit

Résumé and qualifications, a telephonic screen, hard and soft skills, and cultural fit for the long term. Your panel still makes the technical call; we make sure the people reaching it are worth its time.

Coordinated rounds

Interviews, feedback and candidate engagement managed across your stakeholders, so a multi-round tech loop doesn't stall between rounds.

Offer to day one

Salary negotiation, background verification and compliance — and we stay involved right up to day one.

That last step matters more in tech than almost anywhere. Notice periods of 60–90 days are commonly reported in Indian tech and services roles, and industry estimates put no-shows at around 37% of accepted offers.

Go deeperJob description mistakes →Why new hires ghost you →Reduce time-to-hire →

What it costs

Contingency or fixed fee — and when each one fits.

Industry contingency fees in India typically run 8–15% of first-year CTC, rising with seniority, and some agencies bill database-access or job-posting fees on top.

We publish ours. There's no database fee and no job-posting fee, and we invoice only on the candidate's joining date, with payment due within 15 days and GST as per law.

Model 01 · Contingency

from6.5%

Of annual CTC, success-based — you pay only on a successful hire. Our standard for junior to senior roles.

Model 02 · Fixed fee

from₹6,499

A predictable flat fee per hire for bulk requirements — scale up without rising agency percentages.

Contingency — one role at a time

From 6.5% of annual CTC, paid only on a successful hire. It's our standard for junior to senior roles, so it suits a single developer, a tech lead or a hard-to-fill seat.

Fixed fee — bulk requirements

From ₹6,499 per hire, flat. Built for bulk requirements, such as several similar QA or support roles at once, so you scale up without rising agency percentages.

Contract and fixed-term

We also take contract, fixed-term and project-based mandates. We haven't published separate pricing for those, so ask us how one would be structured.

Go deeperRecruitment agency fees in India →Contract vs permanent hiring →

The guarantee

What the 90-day replacement guarantee covers.

If your hire resigns or doesn't join within 90 days, we find their replacement at no additional cost.*

In plain terms: if the person voluntarily resigns, or is let go for misconduct, within 90 days of joining, you get one free replacement for the same role — best effort within 45–60 days — provided invoices are cleared. It doesn't cover role changes or restructuring, salary, workload or cultural mismatch, or layoffs and closure of the role. If a replacement also leaves, no further replacement applies, and fees are non-refundable.*

Go deeperFull guarantee and invoicing terms →

Agency or in-house?

When an IT recruitment agency makes sense — and when it doesn't.

An in-house recruiter is a fixed cost; an agency is a variable one you pay only when a hire lands. A fully-loaded in-house recruiter in India commonly costs ₹8–14 lakh a year once tools and overhead are counted, which is why the widely cited breakeven sits around 15–20 hires a year.

Below that line — a handful of developer hires, or spiky, project-driven demand — an agency is usually cheaper. Well above it, with sustained, predictable volume of similar roles, a lean in-house team or an RPO will very likely beat any agency on cost per hire, and we'd rather tell you that than pretend otherwise.

Most companies end up mixing the two: in-house for steady volume, an agency for the senior, niche or urgent tech roles a generalist recruiter can't reach quickly.

Go deeperIn-house vs agency vs RPO →

Before you decide