How is Hyring different from other IT staffing agencies?

Every technical candidate completes an AI coding interview before you see them, so shortlists carry working code, recordings, and calibrated scores rather than a recruiter's assessment. Thousands of recruiting partners work each role, the fee is a published flat 14%, and everything runs in one portal.

Do you test candidates' coding ability?

Yes, on every technical candidate by default rather than on request. The AI Coding Interviewer is configured to the discipline, so a backend engineer, an SRE, and a data engineer face different assessments, and your team reviews the actual code alongside the interview recording.

Can Hyring provide remote engineers from India?

Yes, through IT staff augmentation. Dedicated engineers typically cost $45,000 to $65,000 a year fully loaded including salary, against $165,000 plus for a US equivalent, work US-overlap hours, and are employed by Hyring with payroll and compliance handled. Insight by Hyring keeps hours and activity transparent to both sides.

Which US cities are best for hiring engineers?

It depends on what you are optimising. San Francisco and Seattle have the densest technology employment, Seattle currently with better availability. Austin is tight and expensive, Atlanta and Dallas price well below both with real depth, and Houston has a surprisingly small software base for its size. We advise on this before starting a search.

How fast can you deliver a technical shortlist?

Typically 48 to 72 hours, with completed coding interviews, recordings, and calibrated scores attached. Screening starts the day candidates apply rather than when a recruiter has capacity, which is what compresses the timeline.

Do you handle contract and contract-to-hire technology roles?

Yes, through staff augmentation rather than a traditional temp markup model, priced roughly 30% below big-firm quotes. For engineering capacity specifically, the remote India route is usually the most cost-effective structure.

How do I review candidates and share feedback with my team?

Everything runs in your Hyring portal. Every candidate is uploaded with resume, coding interview recording, and calibrated scores, moving through clear stages your whole team can see. Feedback is captured on the candidate profile rather than in email threads, and panel interviews are scheduled and held in Hyring Meet, our own video platform.

Staffing Agency · Information Technology

IT Staffing Agency

Hyring places technology talent at a flat 14% direct-hire commission, with every candidate completing an AI coding interview before reaching your shortlist. US hiring, remote India teams, or both.

Last updated on: June 21, 2026Read time: 9 mins

Written byAdithyan RKFact checked bySurya N

14%

Flat direct-hire commission

48–72h

AI-screened shortlist

900K+

AI interviews conducted

60–70%

Savings on remote India engineers

Hyring is an AI-native IT staffing agency placing software engineers, cloud and infrastructure specialists, data professionals, QA, and engineering leadership at a flat 14% direct-hire commission. Every candidate you review has already completed an AI coding interview, with the recording and score in your portal.

Technology staffing has an evidence problem that nobody in the industry likes discussing. The standard model submits resumes based on a recruiter's phone conversation and keyword match, which means your engineers spend their most expensive hours running first-round technical screens that a machine could have run better and at scale. We invert that: the coding interview happens before submission, on every candidate, and your team starts at round two with recordings, scores, and code to review. That single change is where the 48 to 72 hour shortlist comes from, and it is why our fee can be 14% instead of 25%.

Roles We Fill

Hyring fills software engineering, cloud and DevOps, data, QA, security, and engineering leadership roles across US metros and through remote India teams.

Software engineering

Backend, frontend, full stack, mobile, and platform engineers across languages and frameworks, from mid-level through staff and principal.

Cloud, DevOps, and SRE

Infrastructure engineers, site reliability, platform and tooling, Kubernetes and container specialists, and cloud architects.

Data and AI

Data engineers, analytics engineers, data scientists, machine learning engineers, and the pipeline and warehouse specialists behind them.

QA and security

Test automation engineers, SDETs, quality leads, application security engineers, and security operations specialists.

Engineering leadership

Engineering managers, directors, and heads of engineering, screened on judgement and delivery history rather than only technical depth.

Product and design

Product managers, technical product owners, and product designers who sit alongside engineering teams.

Job descriptions for over 900 roles, including most of the above, sit in our free JD library, and company-specific interview questions in the interview questions library.

How Screening Works for Technology Roles

Every technical candidate completes an AI coding interview calibrated to the discipline, so shortlists carry hands-on evidence rather than claimed experience.

The screen is configured per role rather than run as one generic test, because a backend engineer, an SRE, a data engineer, and an embedded developer fail and succeed in different ways. The AI Coding Interviewer assesses working code and the reasoning behind it. The AI Video Interviewer covers architecture discussion, past-project depth, and how a candidate explains a decision they made under constraint. Where the role is client-facing or documentation-heavy, the English proficiency test is added. The AI Resume Screener ranks the whole applicant pool against your brief so nothing strong gets buried under volume.

What arrives in your portal is a shortlist where each candidate carries a recording, a calibrated score, and the actual code they wrote. That changes the conversation with your engineering team from "the recruiter says this person is strong" to "watch fifteen minutes and decide." Panels that adopt this stop running first-round screens entirely, which is usually worth more to them than the fee saving is to finance.

What These Roles Pay

US technology salaries vary by 60% or more between metros for identical roles, which makes location strategy as consequential as candidate selection.

Indicative US salary ranges, 2026 (verify current data in our salary benchmarks)

Role	Mid-level	Senior	Hyring fee at 14% (mid-range)
Software Engineer	$110–165K	$165–280K	~$19,250
Cloud / DevOps Engineer	$115–170K	$170–255K	~$19,950
Data Engineer	$110–165K	$165–240K	~$19,250
Machine Learning Engineer	$135–190K	$195–360K	~$22,750
QA / SDET	$90–130K	$130–180K	~$15,400
Engineering Manager	$150–210K	$210–340K	~$25,200

The same engineer costs roughly $210,000 in San Francisco, $165,000 in Austin, and $115,000 in Houston, which is why we ask where a role must sit before discussing who fills it. Full data across 93 roles sits in our free salary benchmarks, and job descriptions for over 900 roles in the JD library.

Fees Compared

US direct-hire fees typically run 20 to 30% of first-year salary, against Hyring's published flat 14%.

Technology roles carry the highest salaries most companies pay, so percentage fees hurt most here. On a $165,000 engineer, a flat 14% is $23,100 against $33,000 to $49,500 at typical rates. Across a five-person team build, that difference exceeds a junior engineer's annual salary.

Direct-hire fee on a $165,000 US software engineer

Competitor figures are typical reported ranges; the Hyring commission is published

Fact

There is a second lever most staffing agencies will not mention because it reduces their revenue. For roles that need engineering capacity rather than a specific local hire, a dedicated engineer in India through our IT staff augmentation typically runs $45,000 to $65,000 a year fully loaded, salary included, on US-overlap hours, employed and payrolled by us with Insight by Hyring keeping hours transparent. We will tell you which of your roles fit that model and which genuinely do not.

How the large technology staffing firms compare on structure and pricing is covered in our head-to-head breakdowns, including TEKsystems vs Experis, TEKsystems vs Akkodis, and Experis vs Randstad.

How Hyring Delivers

Every candidate arrives pre-interviewed by AI, sourced by thousands of recruiting partners, and tracked in one portal instead of an email chain.

In technology hiring specifically, the scarce resource is not candidates but your engineers' time, so the screen that matters is the one that happens before they get involved. Six things run behind every shortlist:

Round one, already done

Every candidate completes an AI first round before you see them: video, coding, phone, or the English test where communication carries the role.

Every applicant ranked

The AI Resume Screener scores the full funnel against your brief, so nothing good gets buried under volume.

A video-first talent pool

Candidates join through Hyring Jobs, presenting on camera and interviewing as they apply. The database is assessed, not just collected.

Thousands of recruiters, not one

The Recruiting Partners network puts specialist recruiters nationwide on your role, paid on placements, every submission passing the same screen.

Panel rounds in Hyring Meet

Interviews are scheduled and held in Hyring Meet, our own video platform, so invites and recordings stay attached to the candidate record.

Transparency after the hire

Augmented and remote teams run on Insight by Hyring: tracked hours and focus patterns, employees seeing their own data first. SOC 2 Type II and ISO 27001 certified.

All of it lands in one portal: every candidate uploaded with recording and score attached, clear stages your whole team can see, and feedback captured on the profile rather than in a thread half the panel is missing from.

The Full Service Stack

Direct hire at a flat 14% anchors a stack covering RPO, staff augmentation, IT staff augmentation, employer of record, and global hiring.

Services available for IT and technology hiring

Service	Best for	Pricing shape
Direct hire	Permanent roles across functions	Flat 14% commission
RPO services	Outsourcing part or all of recruitment	~30% below big-firm quotes
Staff augmentation	Dedicated professionals on your projects	~30% below big-firm quotes
IT staff augmentation	Engineering capacity, US or remote India	India route: 60–70% savings
Employer of record	Employing remote talent without new entities	Per-employee monthly
Global hiring	Building teams beyond the US	14% rest of world, 7% India

IT staff augmentation is our largest service line for technology teams, and RPO fits companies hiring engineering cohorts rather than individual roles.

Where to Hire, and What to Send Remote

Technology employment is concentrated unevenly across US metros, so the right location strategy often saves more than the right agency does.

Verified employment data makes the point better than argument does. San Francisco has roughly 129,200 information sector jobs and Seattle 133,300, while Houston, a far larger metro overall, has about 27,400. San Jose is stranger still: about 129,900 manufacturing jobs against 97,200 in information, because Silicon Valley is a hardware region as much as a software one. Those figures should shape where you look before you decide who to hire.

The practical framework we use at briefing:

Most companies briefing us assume the first option by default and discover the second or third saves more than any fee negotiation could. We would rather have that conversation at the start than bill a percentage on a decision nobody examined.

Written by

Adithyan RK

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CEO & Co-founder, Hyring

18+ years of experience

Adithyan RK is the Co-Founder and CEO of Hyring, an AI-native recruitment platform that has run over 900,000 AI interviews for companies ranging from early-stage startups to the Fortune 500. He has spent 18 years building technology businesses, starting with a digital consultancy in 2008 and a staff augmentation firm in 2017, before founding Hyring in 2022 to rebuild hiring around evidence instead of guesswork. Read more

Expertise

AI RecruitmentAI InterviewsRecruitment AutomationHR TechnologyHiring AnalyticsApplicant TrackingRecruiter Operations

Fact checked by

Surya N

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CTO & Co-founder, Hyring

6+ years of experience

Surya N is the Co-Founder and CTO of Hyring, where he architected the AI interviewing engine that has now conducted over 900,000 interviews for companies ranging from early-stage startups to the Fortune 500. A mechanical engineer who moved into artificial intelligence, he spent 6 years building AI applications inside a technology consultancy before co-founding Hyring, and wrote the first version of its AI interviewer from scratch. Read more

Expertise

AI Interview SystemsConversational AIInterview Fraud DetectionPlatform ArchitectureMachine Learning EngineeringApplied AISpeech and Voice AIBias Testing and Model Evaluation

FAQs

Direct-hire fees typically run 20 to 30% of first-year salary, with specialist and executive technology searches at 25 to 35%. Contract staffing usually carries a 40 to 60% markup over the engineer's pay rate. Hyring charges a flat 14% for direct hire, published openly.