“If You’re Hiring Engineers, Go to India!” — Is It Really True? Real Insights from Global Hiring

When I returned to Japan in December 2024, one thing that surprised me was how common it had become to hear: “If you're hiring engineers, you should go to India!” Sure, India has a huge population of engineers and is known as a tech powerhouse. Engineers there are generally proficient in English and relatively cost-effective, which has led both startups and large companies to take a “Let’s at least look at Indian talent” approach. But is that really the right way to go?

Why We Didn’t Hire “Dozens” of Indian Engineers

I’ve personally hired dozens of engineers across many nationalities, but only a small number of those hires have been from India. On the other hand, many of the engineers I felt genuinely glad to have hired came from countries like Tunisia, Spain, Russia, and the U.S. (To be clear, I don’t believe hiring decisions should be based on nationality at all — but for convenience, I’ll refer to it this way.)

Is “Affordable and Skilled Indian Talent” a Myth?

These are the typical expectations placed on Indian engineers:

• They’re cost-effective

• They speak English

• There’s a large talent pool

• They have a strong foundation in math and computer science

These points are true. But it's also obvious that in a country with a large population, there will naturally be more talented people. So by that logic, hiring from Nigeria or Ethiopia could make sense too. The problem is when hiring decisions are made based solely on surface-level information like this — it often leads to the following gaps.

Gaps We Actually Encountered in Global Engineer Hiring

1. Skill levels vary dramatically.

There are countless engineering schools in India, and quality is inconsistent. A resume may look impressive, but when you see the actual code, the skill level may not match expectations.

2. Speaking English ≠ Truly Communicating

Yes, they speak English. But cultural differences and different ways of structuring thoughts often lead to miscommunication and delays.

3. Different work attitudes

We sometimes encounter a “just get it done” mindset rather than a “deliver with care” approach. Of course, this depends on the individual, but it highlights how hiring by country is far less effective than evaluating each person thoroughly.

From Country-Based Hiring to Value-Based Hiring

This is not to say that Indian engineers are bad. In fact, there are many excellent engineers in India. But overly simplistic expectations like “India = cheap and skilled” can seriously mislead hiring decisions.

Going forward, engineering hires should be evaluated based on:

• Compatibility with your development style and culture

• Whether they can genuinely deliver value

• — and not on nationality.

The idea that “India is the place for hiring engineers” has become too deeply rooted. Now may be the time to reconsider your approach to hiring. Great talent exists across borders, and in global hiring, it's essential to evaluate people based on what they value and how they want to work — not where they're from.