How it works
How to Hire Someone in India From the UK
Four steps, about four weeks, and no Indian entity at any point. Here is exactly what happens, who does what, and where your money goes.
The process
From first call to first day
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We work out what the role actually is.
A 15-minute call, then a short written brief we send back for you to approve: the tasks, the tools, the hours you need covered, the experience that matters and the salary band. Getting this right is most of the job. A vague brief produces a vague shortlist.
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We source and screen.
We advertise and headhunt against the brief in the Indian market, then screen for the things that break these hires: real skill in your tools, clear spoken English, reliable home internet and power, and genuine interest in UK hours. You see three to five candidates, with our notes and honest reservations.
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You interview and decide.
You meet the shortlist over video and choose. Set a paid trial task if you want one — we encourage it. If nobody on the list is right, we go back and search again; that is included, not an extra.
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We employ them. You manage them.
Our India partner issues the contract and registers them for payroll and statutory benefits. We help you plan the first two weeks of onboarding. From day one they work to you, and you get one invoice a month in pounds.
What we take care of, so you do not have to
- Advertising, headhunting and screening in the Indian market
- Skills testing and English fluency assessment before you see anyone
- A compliant Indian employment contract through our EOR partner
- Payroll in rupees, tax deducted at source, statutory benefits filed
- One monthly invoice in pounds, itemised and predictable
- Ongoing HR support for your hire, locally, in their time zone
- A replacement search if the placement does not work out
Where the money goes
You pay JuteWise. JuteWise pays the employer.
Every month you receive a single invoice in pounds with two lines on it: your hire's employment cost, and our management fee. We pass the employment cost to our India-based EOR partner, who runs payroll in rupees, makes the statutory deductions and pays your hire.
You never send money to India, never hold a rupee account, and never file anything with an Indian authority. There is no markup buried inside the statutory contributions — the employment cost line is what it costs to employ them.
What your hire's day looks like
Like any other remote employee's. They log into your systems, join your stand-up, work your priorities and message your team. You review their work, give feedback, run one-to-ones and decide when they get a pay rise. We handle the employment paperwork behind them.
The single biggest predictor of whether this works is whether you treat the hire as part of the team rather than as an outsourced resource. Include them in the same channels. Give them the same context. The businesses that do this keep people for years.
Setting them up well
What the first fortnight should look like
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Record before you explain
Screen-record the tasks you are handing over as you do them. Five-minute videos beat an hour-long call, and they can be rewatched without asking you again.
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Fix a daily overlap
A standing 20 minutes at the same time each day removes almost all the friction people blame on the time difference.
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Start narrow, widen fast
Give them two or three well-defined tasks to own completely in week one. Add scope as the work comes back right, not on a schedule.
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Introduce them to everyone
Name, role, what they are taking over, who should send them what. A hire nobody has been introduced to gets no work sent their way.
FAQ
Process questions
How long does the whole thing take?
We deliver a shortlist within five working days of agreeing the brief. Allow another week or so for interviews, then whatever notice the person owes their current employer — commonly one to three months in India. Four to eight weeks end to end is realistic.
What if we do not like anyone on the shortlist?
We search again. That is included in the fee, not billed as a second engagement. If two rounds do not produce anyone right, it usually means the brief or the salary band needs revisiting, and we will say so.
Do we pay anything before someone starts?
Our pricing and any deposit terms are set out on the pricing page and in the agreement before you commit. Nothing is charged that you have not seen in writing first.
Can we hire more than one person?
Yes, and the second is faster than the first. Some clients build a team of four or five over a year, all under one agreement and one invoice.
See what your role would cost
Pick the role, check the UK salary, and see both sides of the comparison in one screen.
Ready to start with a 15-minute call?
No pitch deck. We ask what the role is and tell you whether we can fill it.