Find your remote
talent in India

A subscription gives you unlimited access to search, contact, and invite as many talented professionals as you need—without worrying about credits running out or costs adding up. This approach ensures you can reach the right candidates freely, explore multiple opportunities for different roles, and build your team at your own pace. There's no lock-in, and you can cancel anytime. We believe this model benefits both companies and talent: you get the freedom to hire without constraints, and talented professionals get maximum visibility to international opportunities.

You can legally hire Indian professionals by offering employment contracts directly as a foreign company—this is fully compliant and commonly used for remote hiring. However, as your team grows or if you want to offer permanent employment (which many top Indian professionals prefer for long-term stability), you have two options: establish a legal entity in India, or work with an Employer of Record (EOR) service. An EOR acts as the legal employer in India on your behalf, managing payroll, compliance, taxes, and benefits, allowing you to offer permanent positions without setting up your own entity. While direct employment contracts work well initially for small teams, we recommend transitioning to an EOR or establishing a local entity as you scale—offering permanent employment benefits is critical to attracting and retaining top talent for building a high-performing team.

No, we don't provide EOR services. Elphe is a talent search platform focused exclusively on connecting you with skilled Indian professionals. For EOR services—which handle employment compliance, payroll, and benefits management—there are many reputable providers available, both local Indian operators and global services that specialize in this area. You're free to choose the EOR service that best fits your needs and budget.

No, we don't provide performance guarantees. Elphe is a search platform that facilitates discovery and connection—we help you find and reach out to talented professionals, but we're not an employment consultancy or intermediary. Once you connect with candidates, you conduct your own interview process, make hiring decisions independently, and manage employee performance using your standard practices. This is no different from traditional hiring through any other channel—the responsibility for evaluating skills, cultural fit, and ongoing performance management remains with you as the employer.

While there's no legal requirement for a minimum contract duration, it's important to understand that contracts are used purely due to legal limitations—foreign entities cannot directly offer permanent employment in India without a local entity or EOR. However, both you and the talent on Elphe are seeking long-term employment relationships, not short-term projects or freelance work. If you're looking for short-term contracts or project-based work, platforms like Upwork would be a better fit. For long-term hiring, you can structure contracts to include a probationary period: start with an initial shorter-term contract (similar to a traditional probation period), then extend with longer-duration contracts based on performance. This approach gives you the flexibility to evaluate fit while demonstrating your commitment to a lasting employment relationship. The specific terms and duration should be discussed and agreed upon directly with the candidate based on the role and mutual expectations.

Yes, salary can be negotiated directly with the candidate. However, every profile on Elphe displays the talent's expected salary upfront—this is by design. In remote hiring especially, salary expectations can vary significantly, and discovering misalignment late in the interview process wastes time for both you and the candidate. By making salary expectations transparent from the start, you can focus your efforts on candidates within your budget range and have more productive conversations from the first contact. While there's always room for discussion based on the specific role and candidate qualifications, the listed salary gives you a clear starting point for negotiations.

Elphe doesn't prescribe specific time zone requirements—this is something you'll discuss and negotiate with each candidate based on your team's needs and their location. However, we strongly recommend an approach that respects the talent's local Indian time zone for the majority of their working hours, with a few overlapping hours scheduled for meetings and synchronous collaboration. While requiring talent to fully adapt to your company's time zone might seem convenient initially, it's proven unsustainable long-term and leads to burnout and eventual attrition. The most successful international teams find a sustainable overlap window that works for both sides—typically a few hours where your teams can collaborate in real-time while allowing Indian professionals to maintain healthy work-life boundaries. This approach builds long-term, stable employment relationships rather than short-lived arrangements that end in burnout.

While this is something you'll negotiate with each candidate, we strongly recommend offering Indian public holidays to your Indian team members. Indian festivals are deeply cultural occasions that bring families and communities together, and asking employees to work while everyone around them is celebrating can negatively impact morale and long-term retention. For technology-focused roles—unlike customer support or other time-sensitive functions—there's typically flexibility to accommodate local holidays without disrupting business operations. Many successful international companies take a hybrid approach: offering Indian public holidays to their Indian team while maintaining their home country's holidays for their local staff. This shows respect for local culture and contributes to building sustainable, long-term employment relationships. The specific arrangement should be discussed openly with candidates during the hiring process.