Products · Vikaas
Vikaas is how Banao sources, screens, and staffs engineers — for our own teams and for the enterprises we deliver for. You hire from a pool that has been through real technical interviews, not a stack of unfiltered résumés.
Direct hires, staff augmentation, dedicated teams, an offshore development center, or your whole recruiting pipeline run for you — one engine, fitted to how you actually want to add people.
Banao — sources and screens its own ~300-engineer hiring through Vikaas and InterviewGod before any client does.
Hiring is not one problem. Filling a gap on your team is a different decision from standing up an offshore unit. We start from how you want to add people, not from a single product pitch.
Direct access to AI, generative-AI, and ML engineers who have passed Banao's own technical screen — the same bar we hold our own hires to.
Individual engineers who join your team, report into your managers, and work to your roadmap. You keep control; we keep the bench full.
A standing squad — engineers, lead, QA — managed by Banao against your product roadmap. One point of accountability, not five contractors.
A persistent India-based unit set up as your extension, with the governance, security, and reporting an enterprise needs to sleep at night.
We run your engineering recruiting pipeline end to end — sourcing, screening, scheduling, offer — and the people land on your payroll, not ours.
Banao engineers run your live technical rounds so your senior people stop losing days to first-round interviews that go nowhere.
Metrics shown dotted (··) are being finalised in our case-study metrics pack. The teams and deployments are real; we will not publish a number before it is verified.
Banao (internal)
Vikaas sources the candidates and InterviewGod screens them before a Banao panel spends a minute. The pool you hire from is the one we built our own company out of — which is why a request for engineers turns into working people in weeks, not a quarter.
Swiggy · Myntra · PhonePe · Times Internet
Banao has delivered production engineering for names like Swiggy, Myntra, PhonePe, and Times Internet with teams assembled from its own bench. The same supply chain that staffs those engagements is what you draw on through Vikaas.
Banao runs a ~300-person engineering operation, and we hire for it the same way we ask you to hire: candidates are sourced through Vikaas, screened through InterviewGod, then interviewed by a panel. We feel every bad shortlist and slow loop ourselves.
That is the difference between a staffing vendor reselling résumés and a 300-engineer company handing you the supply chain it depends on. When our own roadmap rides on the quality of a hire, the bar you inherit is already set high.
We would rather lose the deal than put you in a model that fits us instead of you. A few cases where we will tell you to go another way:
You have been burned by staffing firms before. We start by scoping the actual roles and trialling people, not by signing you to a headcount.
We map the roles you actually need, the level, the engagement model that fits, and a realistic timeline. You leave with a staffing plan and shortlist criteria — yours to keep even if you hire elsewhere.
Interview-proven candidates, then a short paid trial on real work before any longer commitment. You see how someone performs on your stack before you bet a quarter on them.
Engineers join under the model you chose, with one accountable point of contact at Banao. You scale the count up or down as the roadmap moves — we keep the bench warm.
How is this different from a normal staffing agency?
A staffing agency forwards résumés it has not tested. Vikaas hands you candidates from the same pool Banao hires its own 300 engineers from, already through a real technical screen on InterviewGod. You interview people who have already cleared a bar, not a pile of CVs.
Which engagement model should we pick?
Fill a gap in your own team → staff augmentation. Own a whole product outcome → a dedicated team. Stand up a persistent unit → an offshore development center. Hire onto your own payroll → RPO. The Hiring Discovery Sprint exists to make that call with you in a week.
How fast can engineers start?
Because the bench is pre-screened, a typical path is a one-week scoping Sprint, a shortlist within days, a short paid trial, then start. Working engineers in weeks, not the months a fresh local search usually takes.
Are these contractors or Banao engineers?
Depends on the model. Staff augmentation, dedicated teams, and offshore centers are Banao engineers on our payroll, managed to your work. RPO and recruitment consultancy place people onto your payroll. We tell you exactly which before you sign.
What if a hire does not work out?
The paid trial exists precisely so a bad fit costs you days, not a quarter. If someone clears the trial and still does not work out, we replace from the bench rather than restarting a search from zero.
Bring the seat that has been open too long. In 30 minutes we'll tell you the engagement model that fits and how fast the bench can fill it.
Book a 30-min hiring call
