(click here for German version)
Aparna Donekal has nearly two decades of experience in international IT recruitment. She has successfully hired India’s top 1% of tech talent for global giants, and is recognized as an expert in bridging Indian expertise with Western markets. In this insightful interview, she shares why Indian IT specialists are in such high demand worldwide, the strategies behind engaging top-tier talent, and the unique opportunities this creates for German companies. She also explains why integration, rather than recruitment alone, is the real game-changer in securing long-term success.
Mrs. Donekal, with nearly two decades of experience in international IT recruitment, how do you approach the process of hiring India’s top 1% tech talent for global industry giants? What are the key steps – from sourcing to onboarding – and how do you build the kind of trust that convinces high-performers to consider a move?
After nearly twenty years in international IT recruitment, I have developed a systematic approach that goes far beyond traditional hiring methods, especially when targeting the top tech talent in India. The crucial insight is that these professionals are not actively looking for jobs – they are being headhunted.
My process is built on a Five-Pillar Sourcing Strategy. It begins with intelligence-driven sourcing, where I use comprehensive market insights to map the talent ecosystem across companies such as Flipkart, Zomato, and emerging unicorns. The idea is to know where exceptional talent is before they even realize they might be open to a move. Next comes multi-touch engagement. Instead of pitching opportunities immediately, I gradually build relationships by sharing market trends, industry insights, and relevant technical content. Only once trust is established do I introduce the right role.
A third step involves comprehensive vetting that goes far beyond technical skills. For global giants, I evaluate not just coding excellence and system design capabilities, but also cultural adaptability, leadership potential, problem-solving mindset, and global business awareness. This ensures candidates are ready for the international stage. Relationship-based trust building is another cornerstone. By positioning myself as a career advisor rather than simply a recruiter, I gain a deep understanding of long-term goals and can align opportunities accordingly. Finally, I emphasize a white-glove onboarding experience: transparent communication, seamless coordination across global teams and time zones, and interview processes that respect the expertise of these high-caliber professionals.
The result is a track record of long-term partnerships with candidates who often come back to me for future moves. They trust that I can deliver not just a new job, but career transformations that truly align their ambitions with the global opportunities they deserve.
India is known for its elite tech institutions, but where do you find the hidden gems? Is it all about IITs and IIMs, or are there untapped pools of talent outside the obvious names? What sourcing strategies have worked best for identifying high-potential candidates early on?
One of the biggest mistakes in recruitment is focusing too narrowly on brand names. While IITs and IIMs undoubtedly produce excellent talent, some of the most innovative and loyal professionals come from less obvious backgrounds.
I often look to institutions such as BITS Pilani, VIT Vellore, PES Bangalore, and MSRIT, which consistently produce skilled problem-solvers with lower attrition rates and fewer ego-driven expectations. Beyond universities, I actively seek candidates with non-traditional backgrounds: self-taught developers, open-source contributors, or startup veterans who may have experienced failure but bring invaluable lessons and resilience. Tier 2 cities such as Pune, Kochi, and Mangalore are also rich talent pools, offering exceptional professionals with strong loyalty and stability.
How do you identify them?
To identify these individuals early, I rely heavily on skill-based assessments such as hackathons, coding challenges, and portfolio walkthroughs. These reveal how candidates think, not just what they have memorized. I also map professional networks through referral programs to uncover hidden talent.
The reality is that while IIT/IIM graduates often have multiple offers and inflated expectations, hidden gems frequently outperform them within just a few years. Recruiters who value curiosity, problem-solving, and execution over pedigree will often discover talent that is hungrier, more adaptable, and more impactful.
How is the IT talent landscape in India evolving – especially with AI, remote work, and global mobility changing the game? Are you seeing more talent moving abroad, or is there still a strong pull to stay with Indian or hybrid firms? How have candidates’ expectations shifted in recent years?
Right now, we are witnessing the most candidate-driven IT market in India’s history! The balance of power has shifted decisively toward talent, and the changes are profound.
AI has been the single biggest disruptor, driving salary explosions across the sector. Premium AI/ML roles command 60–80% higher pay, with relatively young professionals in fields like prompt engineering or MLOps already earning ₹40–60 lakhs annually! Data scientists with experience in large language models are seeing instant 40% salary hikes.
Yet contrary to common belief, many top-tier professionals are choosing to remain in India rather than move abroad. Major employers such as Amazon, Microsoft, and JP Morgan now offer compensation at Silicon Valley levels within India. This creates a compelling proposition: global impact and ownership of international projects without the visa struggles or lifestyle compromises of relocation.
Today’s professionals are evaluating employers less on location and more on whether they can provide international visibility, career growth, work-life balance, and competitive pay while allowing them to stay rooted in India. Interestingly, US returnees are leading this trend, bringing global experience home and driving innovation from within India.
In short, candidates want global reach with local roots. While the salary spikes may not last forever, the fundamental shift in power toward talent is here to stay, and companies that adapt to these expectations are winning the talent war.
Many German companies are facing an acute shortage of IT professionals. In your view, why are Indian IT specialists so highly sought after in Germany? What attracts Indian professionals to Germany – and what are the biggest barriers or misconceptions?
Germany’s IT shortage has reached critical levels, with more than 137,000 unfilled positions in 2024. Indian professionals are not only filling these gaps but also driving digital transformation across industries.
German employers highly value Indian specialists for their strong technical expertise, international perspective, and proven ability to build scalable solutions for millions of users. Combined with excellent English proficiency and long-term loyalty, these qualities make them indispensable.
From the Indian perspective, Germany offers an attractive package: competitive salaries (starting from €60,000 and reaching well above €100,000 for senior roles), generous vacation allowances, structured work hours, and robust social benefits including healthcare and pensions. The EU Blue Card adds the advantage of European mobility.
The barriers are often more perceived than real. Many candidates believe fluent German is required, but most companies operate in English. Visa procedures are smoother than expected, with growing corporate support. Cultural differences, such as direct communication styles, are manageable with guidance, though candidates must be prepared for differences in taxation, housing costs, and the lower prevalence of startup equity compared to India or the US.
Ultimately, the German-Indian IT partnership is evolving beyond talent acquisition into strategic collaboration. Companies that invest in integration support – from language training to family assistance – build long-term, mutually beneficial relationships with Indian professionals, gaining both loyalty and competitive advantage.
If you could give one piece of advice to a German mid-sized company trying to recruit and retain Indian IT talent – what would it be? From cultural integration to onboarding, what really makes the difference in long-term success?
The single most important advice I would give is this: invest in integration, not just recruitment. Hiring is only the first step. Companies that dedicate real effort to helping professionals and their families settle in achieve retention rates of around 85%, compared to only 40% for those that do not.
I recommend a structured 90-day integration framework. Before arrival, companies should assign cultural buddies, provide relocation and housing support, assist with banking and paperwork, and give clear information about communication styles and company culture. Once in Germany, attention should be given to the family as well – spousal career support, school enrollment assistance, and community networks make a huge difference.
During the first 30 days, structured onboarding should include training in German business culture, introductions to team dynamics, and enrollment in language courses. From day 31 onwards, professionals should be given meaningful project ownership and opportunities to integrate both professionally and socially, with acknowledgement of cultural traditions and dietary needs.
The cost of such integration, typically €5,000–10,000, is negligible compared to the €50,000–80,000 it costs to replace an employee. More importantly, it creates an environment where professionals feel valued, rooted, and motivated to build long-term careers.
In short: the companies that succeed are not those that simply offer salaries, but those that provide a supportive environment where Indian professionals can thrive both at work and in life. This is what transforms recruitment into a sustainable competitive advantage!
Thanks for these superb insights.