A Guide for SaaS Leaders: Attracting, Hiring, and Retaining Indian Talent
- Aabha Tiwari
- October 28, 2024
- 4 Minute Read
In a recent episode of Updesh, hosts Anwesha 
and Aabha sat down with Sana, VP of Talent at Lemonedge , to discuss one of the most pressing topics for global SaaS companies: hiring quality talent from India. Updesh is a podcast dedicated to connecting NRIs in leadership positions across the SaaS industry, fostering a community of founders and executives who understand the nuances of hiring internationally, particularly from India. This episode delved into the strategies for finding the right fit, the evolving global perception of Indian talent, and the unique strengths that Indian professionals bring to the tech landscape.
Why Indian Talent is Highly Valued
Historically, India was primarily known for providing tech support and BPO (Business Process Outsourcing) services. However, this perception has evolved over the past decade. Today, Indian professionals are excelling in core tech domains, engineering, and even strategic leadership roles.
Companies are increasingly recognizing that Indian talent brings not just technical skills but also a high level of adaptability and perseverance.
Sana, Vice President of Talent at Lemonade, highlighted the appeal of Indian tech talent:
“Indian talent is cost-effective; it’s like getting gold for the price of silver. They are not just great at tech, but also dynamic and able to adapt to various roles quickly.”
This adaptability and cost-effectiveness make Indian professionals an attractive option for global SaaS companies looking to build teams that can deliver high-quality work without breaking the bank.
“There’s still this outdated notion that Indian talent is only suited for support or back-office roles, but we’re seeing a paradigm shift,” Aabha pointed out. “Indian professionals excel in leadership and innovation—they bring fresh perspectives, especially in SaaS, where adaptability is key.”
Building a Community and Brand for Global SaaS Talent
One of the first topics of discussion was the importance of building a solid employer brand to attract top-tier talent in India. As Sana pointed out, employer branding is not just about competitive pay but also about fostering a workplace that values flexibility, growth, and mental health.
“At Lemonedge, we’ve developed policies that resonate well with Indian professionals, like offering 25 holidays, additional sick days, and even family responsibility days. It’s these kinds of benefits that help build loyalty and trust,” shared Sana.
By creating a brand that values employee well-being, companies can position themselves as a desirable employer in the highly competitive Indian market.
The Value of Indian Talent Beyond Cost-Efficiency
There’s a misconception that hiring from India is primarily about reducing costs, but as Sana emphasized, there’s much more to it. Indian professionals bring a level of resilience, optimism, and versatility that makes them valuable beyond just cost savings.
“Hiring Indian talent is like getting gold for the price of silver,” said Sana. “They adapt quickly and contribute more dynamically to the team than most expect.”
Anwesha added, “This adaptability, coupled with a strong work ethic, is why companies globally are beginning to see Indian professionals as essential team members, especially in tech roles.”
Overcoming Cultural Biases and Stereotypes
Despite India’s global reputation as a tech powerhouse, certain biases still linger. Both Aabha and Anwesha pointed out the importance of looking beyond stereotypes, such as the notion that Indian talent is suited only for back-office support or technical roles. The reality is that Indian professionals are making significant contributions in strategic and leadership roles globally.
“It’s not just about technical skills anymore. Indian professionals are now proving themselves in strategic roles too,” noted Aabha. “People tend to associate Indian talent with math and technology, but they bring much more to the table, especially in leadership.”
Challenges in Hiring Indian Tech Talent
While hiring in India offers many advantages, it also comes with its set of challenges. One of the most significant hurdles is dealing with the overwhelming number of applications. Due to the large population and a high demand for jobs, companies can receive thousands of applications for a single role, making the screening process difficult.
Sana shared her experience with this challenge:
“When we posted a job in India, we received over 3,000 applications. It was overwhelming. Even with the right tools, it’s tough to manage that volume. But Indian talent is persistent, and even if they don’t meet 100% of the qualifications, they still apply, which speaks to their optimism.”
Another challenge is communication. There is often a misconception that Indian tech professionals may not communicate as effectively as their Western counterparts. However, this is more a reflection of cultural differences than actual skill gaps.
“Communication is a key area that global companies need to focus on when hiring from India,” says Aabha. “It’s not that Indians aren’t good communicators, but they might not be as direct as their Western counterparts. This is where companies can offer support and training.”
Tips for Finding the Right Fit
To wrap up, the episode offered practical advice for SaaS companies seeking to find the right fit in India. Some of the top recommendations included:
- Build a Strong Employer Brand: Offer benefits that matter to Indian employees, such as flexibility and family-related perks.
- Prioritize Skill-Based Hiring: Hiring for skills rather than rigid roles allows companies to leverage the adaptability of Indian professionals.
- Understand Cultural Nuances: Providing support in areas like communication can help Indian employees integrate more seamlessly into global teams.
- Leverage Local Expertise: Partner with local recruitment agencies or hire team members based in India to better manage high volumes of applications.
Hiring Indian tech talent can be a game-changer for global SaaS companies looking to expand their teams. With a vast talent pool, cost-effective hiring, and a culture of persistence, Indian professionals are well-suited for both technical and strategic roles.
However, success in hiring from India requires a thoughtful approach to employer branding, clear communication, and a focus on building long-term relationships with employees.
As Sana aptly summed up during the podcast, “If you treat your Indian employees like part of the family, they will go above and beyond to make the company successful.”
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