$280B+
Tech Industry Revenue (FY2024)
Multi-Million
Tech Workforce
$60B
Domestic Tech Market
Market Size and Growth
India's technology industry reached roughly $280–$285 billion in revenue in FY2024, adding almost $14 billion year-on-year and showing steady growth driven by exports, product companies, and the expansion of global capability centres (GCCs).
The domestic tech market — including products and services sold to Indian customers — is also growing, projected to reach about $58–60 billion in recent reviews. Industry bodies and market reports expect continued, though moderate, growth through 2025 as enterprises accelerate cloud migration and platform modernization.
Innovation Engine
India is now a global innovation hub powering cloud platforms, product engineering, AI systems, and fintech solutions.
GCC Expansion
Global capability centres are expanding rapidly, creating hundreds of thousands of specialized roles by 2030.
Product Industry
Software product industry is projected to be a sizable market by mid-decade with strong R&D investments.
Key Insight: Policy incentives and state-level programs aim to expand GCCs and localize engineering talent across more cities beyond traditional hubs, creating new opportunities for regional hiring.
Talent Pool and Employment
The tech workforce in India is large — several million professionals are employed across IT services, product companies, GCCs, startups, and freelance/contract roles. Growth in higher-skilled roles (cloud engineers, data scientists, ML engineers, product managers) is particularly noticeable.
GCC expansion is expected to add hundreds of thousands of specialized roles by 2030 as global firms deepen onshore R&D and strategy hubs in India.
Salary Benchmarks — Realistic Ranges
Salaries in India vary widely by city (Bengaluru, Hyderabad, Pune, Gurgaon, Mumbai, Chennai), company type (startups vs. product firm vs. services firm), and seniority. Below are practical ranges based on public salary databases and industry surveys.
| Role |
Experience |
Salary Range |
| Entry / Junior Software Engineer |
0-2 years |
₹3-8 LPA |
| Mid-level Software Engineer |
2-6 years |
₹8-20 LPA |
| Senior Engineer / Tech Lead |
6+ years |
₹18-40 LPA+ |
| Full-Stack Developer |
All levels |
₹6-20 LPA+ |
| DevOps / SRE / Cloud Engineer |
Mid to Senior |
₹6-25 LPA |
| Data Scientist / ML Engineer |
Entry to Senior |
₹6-60 LPA |
| Product Manager |
Entry to Senior |
₹12-45 LPA+ |
| UI/UX Designer |
All levels |
₹4-18 LPA |
| QA / Test Automation Engineer |
All levels |
₹3-12 LPA |
Note: Market volatility, currency shifts, and remote/contract models have caused visible movement in median compensation for engineering and data roles between 2024-2025. Recruiters should track monthly signals from job boards, Glassdoor, Levels.fyi, and local salary surveys.
Key Hiring Trends
Skill-First Hiring
Employers increasingly value demonstrable skills (coding assessments, take-home projects, system-design interviews) and product-thinking over pedigree alone.
Cloud + Platform Experience
AWS/Azure/GCP, container orchestration (Kubernetes), and infra-as-code are top differentiators for mid-to-senior hires.
AI/ML and Data Engineering Surge
Demand for MLOps, data engineering, and model-ops roles is strong; experienced ML engineers are scarce and command premium pay.
GCCs & Product Engineering Hubs
Global firms are staffing more leadership and product roles in India, blurring lines between traditional outsourcing and core product development.
Remote/Hybrid Flexibility
Contract hiring and short-term specialist engagements have grown, especially for cloud migrations and modernization projects.
Tips to Attract and Retain Top Talent
Be Transparent on Compensation — Publish ranges and total comp components (base, bonus, equity). Candidates value clarity.
Offer Growth Pathways — Technical ladders, mentorship, and access to real product ownership are major retention levers.
Flexible Work Models — Hybrid or fully remote options widen your candidate funnel beyond metros.
Skill Investments — Sponsor certifications (cloud, data engineering), training budgets, and conference allowances.
Speed & Candidate Experience — Shorten interview cycles and give fast feedback — top candidates often have multiple offers.
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Have questions about tech hiring in India's IT sector? Reach out to us!
High Teens–20s%
Digital Health CAGR
High Single–Low Double
Pharma Market CAGR
Mid Single Digit
Private Healthcare Growth
The Inflection Point
India's Healthcare & Pharma sector is at an inflection point. A combination of rising healthcare demand, a maturing pharmaceuticals manufacturing base, and fast adoption of digital tools (telemedicine, electronic health records, AI diagnostics) is creating sustained demand for technical talent — from software engineers and cloud specialists to data scientists, ML engineers, and cybersecurity experts.
Why Tech Talent is the New Currency
Healthcare and Pharma organizations are no longer just buyers of off-the-shelf IT — they're building differentiated platforms and data capabilities.
Clinical Decision Support & AI Diagnostics
Models for image analysis, pathology and triage push demand for ML engineers and labeled-data pipelines.
Telemedicine & Remote Care
Scalable backend engineering, streaming, and mobile expertise.
Regulatory & Quality Systems
Compliance platforms, traceability, and validated software require strong DevOps and QA automation.
R&D Informatics & Bioinformatics
Specialized data science, cloud HPC, and domain knowledge to support drug discovery and clinical trials.
Salary Benchmarks — What to Budget
Ranges are annual in Indian Rupees (INR) and reflect market mid-2020s data. Add a location premium for Tier-1 cities (Bengaluru, Mumbai, Delhi-NCR, Hyderabad, Chennai).
| Role |
Experience |
Salary Range |
| Junior/Mid Software Engineer |
0–4 years |
₹4–12 LPA |
| Senior Software Engineer / Tech Lead |
4–10 years |
₹12–30 LPA |
| Data Scientist / ML Engineer |
Entry to Senior |
₹6–30 LPA |
| ML Research / Applied AI |
Senior |
₹18–45+ LPA |
| Cloud / DevOps Engineer |
Mid to Senior |
₹8–30 LPA |
| Product Manager (Healthcare) |
Mid to Senior |
₹12–50+ LPA |
| BI / Analytics / Clinical Data Engineer |
All levels |
₹5–20 LPA |
| QA / Automation Engineer |
All levels |
₹4–18 LPA |
| Cybersecurity / Privacy Engineer |
Mid to Senior |
₹6–30 LPA |
Recruiter Tip: Senior hires in medtech/pharma product teams often expect equity or variable pay tied to approvals/milestones. Use these bands as a starting point and adjust for location and company stage.
Hiring Signals — What to Look For
When screening technical candidates for healthcare & pharma, prioritize:
Domain Knowledge
Familiarity with HL7, FHIR, CDISC, LOINC, or DICOM signals faster onboarding.
Regulated Software
Exposure to validation, audit trails or GxP/ISO compliance processes.
Data Reliability
Experience with traceability, monitoring and drift detection in pipelines.
Cross-Discipline Communication
Ability to translate technical constraints to clinicians, QA, and regulatory teams.
Compensation Strategy for Recruiters
Be Transparent — Be transparent about budget constraints but explicit about non-cash benefits: flexible work, learning budgets, certification support, and clinical impact.
Benchmark to Product Teams — When hiring ML/AI talent — health-tech startups must often match or come close to SaaS/product market rates.
Offer Career Pathways — CLINICAL DATA SCIENTIST → ML ENGINEER → ML LEAD is a narrative that helps retain talent through long product cycles.
Future Outlook
Several indicators point to sustained hiring:
Governments and insurers pushing digital health records and telemedicine create recurring staff needs for engineers and data teams.
Pharma companies scaling up biotech and biosimilars manufacturing and increasing R&D digitization requires specialized software, data and cloud talent.
AI adoption in diagnostics and drug discovery is expanding budgets for in-house ML teams and partnerships with AI vendors.
Positioning Roles to Attract Talent
Lead with Impact
Clarify whether the role touches patient outcomes, clinical safety, or drug discovery — mission matters.
Be Precise
Detail technical scope: data volumes, real-time requirements, compliance expectations.
Offer Growth
Domain training, conferences, and certifications are differentiators for candidates switching into healthcare.
Get in Touch
Have questions about tech hiring in Healthcare & Pharma? Reach out to us!
$1.6T
Manufacturing Market Size (2025)
Market Size & Macro Picture
India's manufacturing and engineering ecosystem is at a pivotal moment. Supported by government programs such as Make in India, Production-Linked Incentive (PLI) schemes, and strong private investment, the sector is expanding not only in scale but in technological depth — moving from labour-intensive assembly to Industry 4.0 practices (automation, robotics, IoT and data-driven quality control).
The India manufacturing market is estimated at roughly USD 1.6 trillion in 2025 and is forecast to grow at a mid-single-digit-to-low-double-digit CAGR toward 2030 as firms scale capacity and add higher-value production. Manufacturing contributes an estimated 16–17% of India's GDP, with targeted policy nudges aiming to lift this share further over the coming years.
Industry 4.0 Transformation
Moving from labour-intensive assembly to automation, robotics, IoT and data-driven quality control.
PLI-Driven Growth
Production-Linked Incentive schemes driving greenfield and brownfield investments in electronics, pharma, and solar manufacturing.
Key Sub-Sectors
Automotive & auto components, electronics, textiles, pharmaceuticals, chemicals and engineering goods powering growth.
Employment Footprint: The official factory system accounted for roughly 18.5 million factory employees (2023), while broader household surveys place the total manufacturing workforce substantially higher — manufacturing is a large employer and still creating jobs as capacity expands.
Demand Drivers Recruitment Teams Should Know
PLI & Capex Cycles
PLI drives greenfield and brownfield investments, creating hiring spurts for engineers, production specialists and supply-chain professionals.
Automation & Robotics
Manufacturers moving up the value chain are hiring automation, PLC and robotics specialists to reduce defect rates and increase throughput.
Skilling & Localized Supply Chains
States and large OEMs are investing in structured training (skill missions), making talent with practical factory experience highly sought after.
High-Priority Roles — What Employers Are Hiring For
Recruiters should note hybrid skillsets (mechanical + software, quality + data) are especially valuable as plants digitize.
Manufacturing Engineer / Process Engineer — Optimizing lines, tooling, cycle time, yield
Production / Operations Manager / Plant Manager — End-to-end plant responsibility and P&L
Automation / Controls Engineers (PLC/SCADA/PLM) — Integrate robotics, PLCs, MES
Maintenance & Reliability Engineer — TPM, predictive maintenance, CMMS
Quality Engineers (QA/QC, Six Sigma) — Quality systems, ISOs, SPC
CAD/CAM / Tool Design Engineers — Product-to-tool workflows, DFM
Industrial / Manufacturing Data Analysts — OEE dashboards, root-cause analytics
Robotics Engineers / Mechatronics — Robotic cell programming, vision integration
Supply Chain & Procurement Specialists — Vendor development, local content
Salary Guide — Representative Ranges (2025–2026)
Salaries below are shown as typical market ranges and reflect differences by city (metros like Bengaluru, Pune, Chennai, Gurgaon tend to pay higher), company (MNCs vs MSMEs), and experience level. Use these ranges as hiring-budget anchors and always validate for specific roles/locations.
| Role |
Typical Range |
Notes |
| Manufacturing / Process Engineer |
₹3.5-15+ LPA |
Upper band for experienced specialists handling high-value processes |
| Automation Engineer |
₹4-30+ LPA |
Strong demand for PLC/SCADA/robotics + software skills |
| PLC / Controls Engineer |
₹2.5-8 LPA |
Entry to mid-level; multi-disciplinary controls engineers earn more |
| Plant / Factory Manager |
₹8-50+ LPA |
Large-cap operations and MNCs can exceed these bands |
| Production Manager |
₹5-25+ LPA |
Industry and scale dependent |
| Quality Engineer |
₹3-18+ LPA |
Six-Sigma or QA automation skills increase value |
| Robotics / Mechatronics Engineer |
₹4-25+ LPA |
Specialists in robotic programming and integration are premium hires |
| Maintenance / Reliability Engineer |
₹3-18+ LPA |
Predictive maintenance and condition monitoring skills raise compensation |
Note: The above ranges combine multiple salary surveys (job sites, industry reports). Use them as practical hiring anchors; for critical roles ask candidates about total compensation (CTC), bonuses and relocation packages. Use a ±20% buffer when budgeting.
How to Write Job Posts That Attract Strong Engineering Talent
Lead with Impact — "Help scale a high-automation electronics line producing X units/day" — engineers respond to measurable outcomes.
Be Specific About Tech Stack & Tools — List PLC brands (Siemens/Allen-Bradley), MES/MOM platforms, CAD (SolidWorks/CATIA), languages (Python for data roles) and certifications (Six Sigma, IPC, ISO).
Show Career Path — Highlight training, cross-functional moves (R&D → Production → Ops) and exposure to PLI/Export projects.
Mention Measurable KPIs — OEE, yield improvement targets, defect reduction goals — high performers are metric-driven.
Offer Learning & Digital Exposure — Industry 4.0 projects, robotics cells, or IIoT dashboards are big draws for engineering talent.
Interview & Screening Tips for Recruiters
Use a short technical task — Shop-floor case study rather than only abstract questions. Example: "You have a machine with 8% downtime from unplanned stops — give a 30-minute action plan."
Test cross-functional thinking — Troubleshooting, root-cause analysis, and the ability to work with PLC/IT teams.
Confirm hands-on experience — Visiting lines, commissioning equipment and working with vendors. Practical evidence (photos, handover docs, test reports) is valuable.
Where the Talent Shortage Exists
Opportunities for recruiters who source for upskilling potential and hybrid skillsets:
Automation Engineers
Skilled automation engineers and PLC programmers — rapid adoption of robotics and programmable control systems outpaces local supply, especially outside tier-1 cities.
Manufacturing Data Analysts
Few engineers combine strong plant knowledge with data-science abilities (SQL/Python + manufacturing KPIs).
Reliability Engineers
Experienced maintenance/reliability engineers — TPM and predictive-maintenance experts are scarce but highly impactful on plant economics.
Employer Branding & Retention — What Matters
Clear upskilling paths — Sponsored certifications, plant rotations
Compelling work environment — Safety, predictable shifts, modern tools
Performance-linked pay & recognition — For process improvements (OEE gains, defect reduction)
Hybrid roles & flexibility — Where feasible (e.g., data analysis can be remote-support for plants)
These elements lower hiring friction and reduce attrition.
Quick Checklist for Clients — Hiring Brief Template
Business Context — Product lines, volumes, growth targets (next 12–24 months)
Must-Have Tech Stack — PLC brands, CAD packages, MES, ERP compatibility
KPIs for Role — OEE target, MTTR/MTBF goals, yield improvement metric
Compensation Band — Provide target band from salary guide above
Training & Relocation Budget — If hiring outside candidate's city
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Have questions about manufacturing & engineering hiring in India? Reach out to us!
$15B
IT Spending in Banking (2025)
99.8%
Digital Transaction Volume
Double Digit
UPI Growth YoY
Market Size & Macro Context
The BFSI sector in India is at the intersection of two powerful dynamics: a still-rapid financial services expansion driven by rising incomes and credit penetration, and a digital transformation sprint powered by payments innovation, cloud adoption and AI.
IT Spending Growth
Banks investing significantly in cloud, security & digital services
What this means for hiring: More spend on technology, greater appetite for cloud, data and security, and an expanding ecosystem of fintech startups and large incumbents competing for the same talent pool.
Technology Themes Driving BFSI Hiring
Cloud Migration & Platform Engineering
Banks shifting from legacy on-prem to hybrid and cloud-native architectures, raising demand for cloud engineers and SREs.
Data & Analytics
Credit scoring, fraud detection and personalized offers rely on data engineers, ML engineers who understand finance data.
Payments & Real-Time Systems
UPI, wallets, payment gateways require engineers who can build low-latency, highly available systems.
Cybersecurity & Fraud Prevention
Security analysts, application security engineers and security architects are essential as transactional volumes scale.
Automation, APIs & Integrations
Open banking APIs, API gateways, and RPA for back-office efficiency create demand for integration engineers.
Compliance Tech (RegTech)
AML/KYC automation, surveillance and reporting systems require software engineers paired with domain experts.
Hiring Priorities by Function
Immediate Hires (High Urgency)
Cloud engineers, DevOps/SRE, backend engineers (Java/.NET), data engineers, security engineers, API/integration engineers.
Strategic/Long-Term Hires
Data scientists and ML engineers, platform architects, product engineers with payments or banking experience, reg-tech specialists.
Emerging Hires
MLops, model governance specialists, observability engineers, privacy engineers.
Salary Guide — Tech Roles in BFSI (2025)
Salary ranges reflect market data and aggregated salary surveys. Use them as practical bands for offers; actual packages vary by city (Bengaluru, Mumbai, Hyderabad, Pune, NCR), company maturity, and candidate seniority.
| Role |
Experience |
Salary Range |
| Software Engineer (Backend) |
0-2 years |
₹4.5-8 LPA |
| Software Engineer (Backend) |
3-6 years |
₹8-18 LPA |
| Senior Software Engineer (Backend) |
7+ years |
₹18-35 LPA+ |
| Full-Stack Engineer |
Mid to Senior |
₹5.5-30 LPA |
| DevOps / SRE / Platform Engineer |
All levels |
₹6-35 LPA |
| Data Engineer |
Junior |
₹5-9 LPA |
| Data Engineer |
Mid |
₹9-18 LPA |
| Senior Data Engineer / Lead |
Senior |
₹18-30 LPA+ |
| Data Scientist / ML Engineer |
Entry to Experienced |
₹6-40 LPA |
| Cloud Engineer (AWS/GCP/Azure) |
All levels |
₹7-22 LPA |
| Cybersecurity Engineer |
Mid to Senior |
₹6-40 LPA+ |
| Blockchain / Payments Protocol Engineer |
All levels |
₹8-25 LPA |
Why these bands matter for BFSI: Banks and large insurers often prefer stability and domain experience and will pay a premium for candidates who combine fintech domain experience with cloud, data or security skill sets.
Compensation Structure & Benefits
Base salary + performance bonus — Many BFSI roles pair a stable base with meaningful annual performance bonuses tied to institutional metrics or individual KPIs.
Long-term incentives — In fintech startups and some scaleups, equity/stock options are common. Large incumbents may offer retention bonuses or ESOP-like instruments.
Benefits that attract talent — Upskilling budgets, certification reimbursements (cloud/cyber/data), flexible work (hybrid), and faster paths to impact.
How Recruiters Should Position Roles
Emphasize Impact Over Process — Candidates want to know how the role affects customers — e.g., "build the fraud detection models that save ₹X crore per year."
Showcase Tech Stack & Autonomy — Clear description of cloud, CI/CD, data lake or streaming tech helps screen faster.
Be Transparent About Career Paths — Upskilling budgets and certification tracks matter to candidates.
Competitive Total Comp, Not Just Base — For mid/senior level hires, factor in sign-on, variable pay and non-monetary perks.
Shorter Hiring Cycles — Top talent is actively interviewing; time-to-offer matters.
Risk Areas & Hiring Pitfalls
Over-reliance on legacy skill sets — Hiring only for COBOL/.NET without cloud or API experience leaves modernization plans stalled.
Underestimating security & governance needs — In BFSI, compliance is non-negotiable — failing to hire security or privacy expertise early is costly.
Salary mismatches vs expectations — Use current market bands and be ready to negotiate total compensation.
Final Takeaway
India's BFSI sector in 2025 is deeply digital and aggressively hiring — from cloud and DevOps experts to data scientists and security specialists.
Recruitment success hinges on offering clear impact, realistic compensation aligned to market bands, and career growth tied to technology modernization. With IT budgets expanding and digital transactions scaling rapidly, the next 24 months are a prime opportunity to build teams that will own product, data and security outcomes for major financial institutions and nimble fintech challengers alike.
Get in Touch
Have questions about tech hiring in BFSI? Reach out to us!
$60B
E-retail Market (2024)
Market Snapshot — Why India Matters Now
India's e-commerce sector has scaled into the tens of billions of dollars and continues to expand rapidly. Industry analyses put India's e-retail market at roughly US$60 billion in 2024, with over 270 million online shoppers — signalling both a large addressable market and significant headroom.
On the broader retail side, India's retail market is approaching almost a trillion-dollar scale, with forecasts of double-digit compound annual growth over the coming decade. The festive season and large marketplace sales continue to inject big spikes in GMV (gross merchandise value) — recent festive windows recorded GMV jumps and year-on-year growth in the high teens to low-twenties percent for 2025.
Recruiters & Hiring Managers: That combination of scale + fast growth means high demand for engineers who can ship resilient, scalable systems and for data professionals who can convert massive, seasonal datasets into real-time business decisions.
Key Tech Areas Powering Retail & E-commerce
💻
1. Customer-Facing Experiences
Web & mobile frontends, progressive web apps, headless commerce, performance & conversion optimization.
⚙️
2. Backend & Platform Engineering
Scalable microservices, payments integration, inventory & order management, API design.
🤖
3. Data & ML
Recommendation engines, personalization & pricing algorithms, demand forecasting, fraud detection.
🚀
4. Site Reliability & DevOps
CI/CD for frequent releases, observability & auto-scaling, cost optimization during peak traffic.
📦
5. Supply Chain & Logistics Tech
Warehouse automation, route planning, last-mile optimization, reverse logistics.
✅
6. Quality & Automation
Test automation for checkout flows, end-to-end testing, performance testing for peak events.
Salary Guide — What Tech Hires Cost in India
Salaries in India vary widely by city, company (startup vs. large marketplace), candidate experience and specialization. Below are realistic market ranges reflecting 2024-2025 data — use them as offer-band starting points.
| Role |
Entry Level |
Mid Level |
Senior Level |
| Frontend Developer (React/Vue/Angular) |
₹3-6 LPA |
₹6-14 LPA |
₹14-30 LPA+ |
| Backend Engineer (Java/Node/Python/Go) |
₹4-7 LPA |
₹7-18 LPA |
₹18-35 LPA+ |
| Full-Stack Engineer |
₹4-8 LPA |
₹8-20 LPA |
₹18-34 LPA+ |
| Mobile App Developer (iOS/Android/Flutter) |
₹3.5-7 LPA |
₹7-16 LPA |
₹15-30 LPA+ |
| Data Scientist / ML Engineer |
₹6-12 LPA |
₹12-30 LPA |
₹18-45 LPA+ |
| DevOps / SRE / Cloud Engineer |
₹4-8 LPA |
₹8-20 LPA |
₹18-35 LPA+ |
| QA / Test Automation Engineer |
₹3-6 LPA |
₹6-14 LPA |
₹12-22 LPA |
| Product Manager (Technical) |
₹8-16 LPA |
₹16-35 LPA |
₹30-70 LPA+ |
Note: Specialized roles (NLP, CV, MLOps, GenAI) command premium pay. MLOps and GenAI engineers are particularly in high demand.
What Hiring Managers Should Prioritize
📱
Frontend / Mobile
Prioritize conversion metrics experience (A/B testing, web vitals) and mobile performance. Candidates who understand analytics (GA4, Mixpanel) + CI/CD for mobile are rare but valuable.
🔧
Backend / Platform
Look for event-driven architecture experience (Kafka/RabbitMQ), strong domain understanding of inventory consistency, and prior work on payments or reconciliation modules.
📊
Data & ML
Prioritize production experience (MLOps, model monitoring, feature stores). Domain knowledge (demand forecasting, recommendation metrics) often beats generic ML theory.
☁️
DevOps / SRE
Emphasize capacity planning for peak events (festive sales), cost optimization (spot instances, rightsizing), and runbook/playbook experience.
🧪
QA & Automation
Test automation for payment flows, returns, and checkout is the highest ROI area — hire candidates comfortable with end-to-end frameworks and load testing.
Hiring Strategies That Work in 2025
Assess Product Impact, Not Just Tech Checklist — Use take-home tasks that mimic real business problems (e.g., optimize a paginated listing for 10M SKUs) rather than algorithm puzzles.
Build Stretch Roles with Learning Paths — Many candidates want to upskill to data/ML from backend engineering — structured growth paths and sponsored learning attract and retain talent.
Leverage Flexible Work and Satellite Hubs — Tier-2/3 hiring can unlock strong engineering talent at lower fixed cost — but ensure proximity to product hubs for collaboration when needed.
Offer Peak-Season Bonuses & Retention During Festivals — Given the seasonal surges, short-term retention bonuses around the festive selling window are common and effective.
Invest in Hiring Assessment Automation — Standardized tech screens + simulator environments reduce bias and time-to-hire.
How Your Recruitment Partner Should Add Value
As a recruitment partner focused on Retail & E-commerce tech:
Present candidates with domain stories — show how their work directly increases GMV, reduces cart abandonment or improves delivery SLAs.
Screen for product thinking and operational readiness — can the engineer respond to incidents during a sale?
Provide market-calibrated offer templates using the salary bands above, including equity benchmarks for startup roles.
Offer upskilling pathways — short courses, bootcamps for MLOps, frontend performance as part of the talent package.
Get in Touch
Have questions about tech hiring in Retail & E-commerce? Reach out to us!
