If you want to hire Indian programmers and know they can do the job, ask for proof before you ask for an interview. The proof is four things: a supervised technical test score, a communication score, a video introduction and work history checked by someone other than the candidate. This guide explains each one and how to use it.
India has a very large supply of engineers. That is the good news. The hard part is telling who is strong when every CV lists the same tools and the same years of experience.
Why a CV is not enough
A CV is a claim written by the person it describes. It can be accurate, rounded up or copied. You cannot tell which from the page.
An interview helps, but it has limits. A confident talker can sound better than a quiet, strong engineer. And a 45-minute call rarely shows how someone handles real code.
The fix is to move the proof earlier. Ask for evidence before you spend your own time.
The four checks to ask for
Before you book any interview, ask for these four things:
- A technical test score, taken on camera. The test should match the role, not be a generic quiz. Camera supervision means you know the person in the profile did the work themselves.
- A communication score. Most remote work succeeds or fails on clear writing and speaking. A separate score keeps a strong coder who cannot explain a problem from slipping through.
- A video introduction. Two minutes on screen tells you how they speak, how they explain their work and whether you could work with them.
- Verified education and work history. The key word is verified by someone else. A date typed into a form by the candidate is still just a claim.
If a candidate or platform can only offer one or two of these, you are still taking a risk on the rest.
How to read what you get
Start with the technical score, but look at the role it was set for. A score on a backend test says little about a front-end hire.
Then read the communication score next to it. A high technical score with a low communication score is not a no. It means you should plan for more written specs and shorter feedback loops.
Watch the video before the call. Note one thing you want to ask about, so the interview starts from evidence, not small talk.
We go deeper on this in How to read a developer's score before the interview.
What to do this week
You can apply this today, with or without us:
- Write down the three skills the role truly needs. Our guide on writing a role brief that gets a shortlist fast helps.
- Decide the minimum proof you will accept before an interview. Use the four checks above.
- Ask every candidate how their history was verified, and by whom.
- Watch the video intro or request one before you book a call.
- Plan a two-week trial with clear goals. See how to test a new developer in the first two weeks.
Then you spend interview time on the people who have already shown they can do the work.
How Talent Navigator does this for you
Vetting is the product. Every visible profile in our network of 50,000+ developers has cleared all four checks: a role-specific technical test under camera supervision, a separate communication score, a video introduction, and verified education and work history.
You search, shortlist and interview directly. There is no recruiter in the middle, so there is no percentage-of-salary fee. You pay in credits to unlock the profiles you want. You can read more in how to hire developers without a recruiter in between.
The numbers we stand behind: 48 hrs to your first shortlist, a 40% average cost saving, and a 2 weeks risk-free trial on every placement.
If you would rather hand over a product than hire a person, that is a different job. Our sibling company WeRemoteDevs does that. We help you hire the person.
Frequently asked questions
What is the first thing I should verify?
Check the technical test score and make sure it was taken under supervision. Without that, you are relying on the candidate's own word. Then check who verified the work history.
Why does a communication score matter for a developer?
Remote teams work through messages, documents and calls. A developer who codes well but explains poorly can slow the whole team. A separate score lets you see this before you hire.
Do I need a local company to hire in India?
Not necessarily. If you want to avoid opening a legal entity, an employer of record can employ the person legally in their own country. We offer this on request for a flat monthly fee.
Ready to see verified profiles? Browse vetted talent and shortlist the engineers who have already shown what they can do.