Software engineering, data, cloud and infrastructure, QA, ERP and IT support hiring across India and the UAE, screened for the stack a candidate has actually shipped on.
Overview
Mars Consultancy is an IT recruitment agency, hiring technology roles for product companies, IT services firms, GCCs and in-house engineering teams since 2015. We cover software engineering, data and analytics, cloud and DevOps, QA, cyber security, ERP and enterprise applications, product and delivery, and IT support, across India and the UAE.
Technology CVs are the easiest in the market to over-read. A candidate lists React, Kubernetes and Kafka; on the call it turns out React was two screens in a college project, the Kubernetes was a manifest someone else wrote, and Kafka was a consumer they inherited. We screen for the stack rather than the buzzword, what the candidate personally built, at what scale, in which layer, and how recently, because a panel that discovers this in round one has lost the slot and the week.
Mumbai, where much of our IT hiring has been, has to be described honestly. It is India's financial capital, not its deepest engineering market. Pune, Bengaluru and Hyderabad hold larger pools for most product engineering, platform and data roles, pay bands set there leak into Mumbai expectations, and a fully remote offer from any of the three is a live competitor for every candidate you interview. What Mumbai does have is a very deep bench in BFSI-adjacent technology, core banking, payments, trading and risk systems, insurance platforms, regulatory reporting, plus large ITES and support operations in Navi Mumbai. We hire against the reality of each market rather than pretending a city is something it isn't.
From requirement briefing to a suitable candidate closing.
For clients in Mumbai, Thane, Navi Mumbai and other Indian cities, and in the UAE.
We are paid by the companies that hire, never by candidates.
The hard part
Technology CVs list everything the project touched, not what the candidate personally wrote. A backend engineer with 'microservices, Kafka, Kubernetes' may have written REST controllers inside someone else's platform. We screen on what they built, in which layer, at what scale and how recently, so the panel is assessing depth, not discovering during round one that there is none.
Most Indian IT employers hold a 60- or 90-day notice period, and large services firms rarely release early. That gap is where offers die: the candidate keeps interviewing, collects a second offer in month two, or gets counter-offered at resignation. Buyout, partial buyout and staggered joining need to be settled before the offer goes out, not negotiated after the candidate has resigned.
An in-demand engineer typically holds two to four live processes at once and uses each offer to move the others. The drop happens at joining, not at offer. We keep contact through the notice period, keep the actual reasons for the move on the table, and tell you when a candidate is wavering while there is still time to act, rather than handing over a clean pipeline that empties on the joining date.
An engineer from an IT services or GCC delivery model has usually worked to a defined scope, a client's architecture and a release calendar. A product engineer owns ambiguity, discovery and long-lived code they have to live with. Both are strong; they fail in each other's environments. We ask which one the role actually needs, and warn you when the job description says product but the team runs like services.
Talent pools differ by city: Mumbai's engineering pool is shallower than Pune's or Bengaluru's for most product, platform and data roles, and remote offers reach candidates everywhere directly. Commute is itself a decline reason; in Mumbai a Powai role loses candidates in Vashi and vice versa. Location realism, hybrid policy and an honest CTC band decide these searches far more than sourcing volume does.
Roles
Use cases
Common shapes of requirement in this sector, and how each one is run. These are illustrative patterns rather than accounts of specific engagements.
Track record
Across India and in the UAE. Our longest record is in the Mumbai region, and these are the belts where we have hired most for this sector. For most roles below management there, travel time decides whether an offer is accepted, so we screen for it.
Talk to the sector deskMumbai's densest concentration of product engineering teams, GCCs and technology start-ups.
IT and ITES export units, services delivery centres and long-established software firms.
Large IT campuses in the western suburbs, from BFSI technology arms to media-tech and analytics teams.
Reliable Tech Park, Millennium Business Park and the Vashi–Turbhe belt, captive technology, infrastructure, support and back-office engineering.
Mid-sized IT services and product firms, and a large resident pool of engineers who would rather not commute to town.
Fintech and BFSI in-house technology teams, payments, trading, risk and regulatory platforms.
Services
Who we hire for
We hire for product companies, IT services and consulting firms, global capability centres, BFSI and fintech in-house technology teams, and IT infrastructure and support operations, from early-stage engineering teams to established enterprise IT functions.
Discuss a requirementYes. We hire across software engineering, data and analytics, cloud and DevOps, QA and automation, cyber security, ERP and enterprise applications, product and delivery, and IT support, for product companies, IT services firms, GCCs and in-house technology teams across India and the UAE.
We screen on what the candidate personally built (which layer, at what scale, how recently), rather than the technology list on the CV. Recruiters are assigned by sector, so the person screening your shortlist can tell the difference between someone who owned a service and someone who worked inside one. We do not run your technical evaluation; we make sure the people reaching it are worth the panel's hour.
Typically 7–30 days from requirement briefing to a suitable candidate closing, but the joining date is a separate question. Most Indian IT employers hold a 60- or 90-day notice period, so plan the seat as offer date plus notice, and settle buyout or staggered joining before the offer goes out.
Mumbai is India's financial capital, not its deepest engineering market. Pune, Bengaluru and Hyderabad hold larger pools for most product, platform and data roles, and remote offers from those cities compete directly for candidates here. Mumbai's real strength is BFSI-adjacent technology (payments, core banking, trading, risk and regulatory platforms), plus large support and ITES operations in Navi Mumbai.
Talk to us with the specifics. Our five services are volume hiring, leadership hiring, executive search, payroll services and background verification, and engagement models flex to the size and shape of the requirement, so tell us whether the seat is permanent, project-length or contract-to-hire and we will tell you honestly what we can run.
Yes, and it is worth deciding the policy before the search starts. Hybrid and remote flexibility is one of the top two or three reasons technology candidates accept or decline, alongside CTC and commute. A five-day on-site role and a hybrid one draw genuinely different shortlists, and pretending otherwise costs weeks.
Yes. L1/L2/L3 support, system and network administration, service desk leads, manual and automation QA, SDETs, IT business analysts, scrum masters and project managers are all regular mandates, and service desk ramp-ups across shifts are run as volume hiring rather than one role at a time.
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