PRE-LAUNCH · FIRST PLANNED FOCUS: US COMPANIES HIRING TECHNICAL TALENT IN INDIA
Build an India technical team while your company keeps the hiring decisions.
Sekai is building a coordinated hiring and workforce-operations service for companies making their first or early India-based technical hires. Your team defines the role, interviews candidates, chooses who to hire, approves compensation, and leads the day-to-day work. Sekai is designing the surrounding recruiting and local operating process.
The first US-to-India model is being validated. Live recruiting, employment, payroll, benefits, and support services are not yet available.
Likely fit
A focused starting point for companies making early India hires.
- 01
Likely fit
A US software company considering its first few India hires; a long-term technical role; a named manager; an employer that wants to interview and choose the person; and a need for clearer cost categories and ownership.
- 02
Not a fit at this stage
Anonymous project outsourcing, a fixed-scope development project, immediate guaranteed candidate supply, guaranteed hiring speed, a country outside the first planned focus, a large enterprise GCC transformation, or settled pricing and statutory precision.
Employer control
The employer keeps control of the team and the consequential decisions.
- 01EMPLOYER
Define and decide
Define the role, success criteria, team structure, interview process, candidate selection, compensation approval, and whether the employment relationship should continue.
- 02EMPLOYER
Manage the work
Lead day-to-day work, feedback, performance expectations, and recommendations through the employer’s manager.
- 03
Keep context visible
The intended service model coordinates surrounding questions without replacing the employer’s authority.
Sekai’s intended role
Sekai is being designed to coordinate the surrounding process.
- 01
Plan and discover
Map the role, country, timing, cost questions, candidate discovery, role context, and consent before role-specific sharing.
- 02
Evaluate and prepare
Organize screening, interview administration, evidence, offer questions, employment readiness, onboarding, equipment, access, payroll readiness, and benefits.
- 03
Support and change
Route worker support, changes, exceptions, and offboarding questions while keeping responsibility visible.
Common alternatives
Understand what changes—and what does not.
- 01
Recruiter plus separate employment provider
May solve candidate search and local employment through separate specialists. Ask how role context, candidate evidence, and responsibility move between providers. Sekai’s intended difference is one coordinated customer experience across those transitions.
- 02
Consultancy or staff augmentation
May provide delivery capacity or individual contributors. Ask who chooses the person, who directs daily work, and how compensation and provider costs are shown. Sekai’s intended relationship is employer-controlled selection and management.
- 03
Customer-owned India entity
May provide long-term control of local employment and operations. Ask whether the company is ready to own entity formation, payroll, benefits, local support, finance, and governance. A later entity is a future possibility, not a current transition service.
Readiness questions
Before someone starts, both the employment and the team need to be ready.
- 01
Inputs to review
Employer and legal structure; offer and compensation approval; required documents and checks; funding and payroll timing; benefits; equipment; access; manager; first-week plan; worker support; exception and escalation ownership.
- 02
What is not supplied here
The site does not provide legal, tax, statutory, classification, payroll, or employment answers. Those questions require qualified review.
Questions
Questions to answer before a conversation
Is Sekai live?
Sekai is pre-launch. Live recruiting, employment, payroll, benefits, and support services are not yet available.
Who manages the employee?
The employer’s manager is intended to lead day-to-day work. The final legal-employer and delivery structure is still being validated.
Does Sekai choose the person?
No. The intended model is employer-controlled. The company defines the role, interviews candidates, and makes the final hiring decision.
Is Sekai an EOR?
The final legal-employer structure is still being validated. The site does not apply an unapproved legal category.
Can Sekai provide a price?
Not yet. Pricing and the commercial model require reviewed role, operating, and legal inputs.
What can we discuss now?
One planned India role, its manager and timing, the current recruiting or employment setup, cost categories, readiness questions, and the next decision.
START A CONVERSATION
Bring the role that needs a clearer hiring and support plan.
Map the employer decisions, surrounding operating questions, and unresolved responsibilities.
A conversation is not a service agreement, hiring commitment, employment relationship, or promise that live delivery is currently available.