About Us · Est. 2015
A specialist firm, built on focus.
Eleven years in one market, and the method that comes with it. Narrow on purpose, and deeper for it, with a process we trust on every search.
Our story
Focus, kept narrow on purpose.
Troika Solutions was incorporated in 2015 to do one thing well: find the engineering people who design silicon and build hardware. Eleven years on, that focus has not widened. It has deepened.
We recruit only across semiconductor, silicon, VLSI, controls, embedded and engineering, for teams in the United States and India. Because we live in the same talent pools every day, conversations with candidates and hiring managers start a level higher.
We understand the two pressures behind every engineering hire: controlling cost while keeping pace with technology that moves faster than the org chart. Our job is to absorb that difficulty so your team does not have to.
“Recruiting is a process, not an event.”
We don’t fire off résumés and hope. Every search runs to a defined method, calibrated to your spec, screened against it, and tracked to close.
- Approach /
- Engineered, repeatable, measured against the brief.
- Posture /
- Long-term partner, not transactional vendor.
0
Incorporated. Specialist from day one
0yrs
Recruiting deep-tech engineering talent
0
Delivery geographies. US · India
0
Engagement models
0
Industries served
What guides us
Vision, mission and the values between them.
The trusted bench
To be the talent partner the companies building silicon and hardware turn to first, across the US and India.
Take talent off the critical path
To make sure talent is never the thing that holds an engineering programme back, by matching specialist people to specialist needs, predictably.
How we operate
Focus over breadth. Process over luck. Partnership over transactions. The right fit over the fast fill.
Point of view
What we are built for, and what we refuse to be.
A firm is defined as much by what it turns down as by what it takes on. Ours is narrow on purpose.
Built for /
- The first, hardest hires: leadership, technical core and founding GCC layers
- Semiconductor, silicon, VLSI, controls and embedded, and only those
- Searches where the wrong hire is expensive and the right one is rare
- Dual-shore programs across the US and India, run under one accountable line
We refuse to be /
- A general staffing desk with an engineering side
- A résumé pipe that ships volume and hopes one fits
- A vendor that sells arbitrage instead of building teams you own
- A firm that publishes the client names it was trusted to protect
Representative mandates
Patterns from real searches we have run. Names kept private.
A representative mandate: standing up an RTL and verification pod for a fabless team entering an advanced node, with every engineer screened against live tape-out and debug scenarios.
A representative mandate: placing an embedded-and-controls core for a Tier-1, closing the kind of ISO 26262-fluent talent gap that stalls an electrification programme.
A representative mandate: building the founding engineering layer of a multinational’s India capability centre, the first cohort that sets its technical culture and decides what the centre will own.
Representative of the firm’s work; client identities withheld by agreement.
How we engage
One specialist desk, across two shores.
We run a single, focused desk, not a general staffing agency with an engineering side. The same partners work your search whether the talent sits in the United States, in India, or both.
Direct hire, contract, nearshore and captive GCC all run under one line of accountability, so the engagement model never becomes the client’s problem to manage.
Start the conversation
Let’s build your engineering team.
Tell us the roles you’re trying to fill and what you’re up against. We’ll come back with a read on who is out there and how we would run the search.