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TroikaSolutions

Engagement · 5 Models

Five ways to add the people you need.

From a single permanent hire to a captive engineering centre. One firm, five engagement models, matched to your plan, cost and timeline. The model matters as much as the candidate.

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A macro view of a gold-traced circuit board.
FIG. 01. Engineered to spec

Choose the engagement

Start from what you are building, not from a service list.

The wrong engagement model costs as much as the wrong candidate. Tell us the situation and the right model is usually obvious.

Decision system / engagement fit5 paths

What are you building?

Start from the situation, not the service. Each path resolves to the engagement model that fits it, and every search is run by the same accountable lead.

  1. 01

    One critical hire

    A single role that anchors a program and cannot be left open.

    • Direct Hire / Permanent

    Full-cycle search, sourced, screened and closed against the spec.

  2. 02

    A leadership layer

    The first leaders and technical core a team or centre will follow.

    • Direct Hire / Permanent
    • GCC Hiring

    Founding-layer hiring, judged as founding hires, not as volume.

  3. 03

    Project capacity

    Specialist depth for a defined window, or a surge in scope.

    • Contract
    • Contract-to-Hire

    Specialist contractors scaled to the roadmap; convert the right fits.

  4. 04

    An India / GCC team

    Captive engineering capacity you own and direct.

    • GCC Hiring
    • Nearshore Hiring

    Build the founding layer and scale it under one accountable line.

  5. 05

    Market intelligence first

    Supply, compensation and competitor reality before you commit.

    • Talent Market Mapping

    A market read that de-risks the headcount and location decision.

Not sure which path fits? Send the brief and we will tell you, before you commit to a search.

Engagement, at a glance

Every model, and the market read behind it.

Each engagement is matched to a different headcount, cost and timeline reality, and talent-market mapping sits beneath them all. Here is what each is best for, the role we play, and what you get.

  • DH

    Direct Hire / Permanent

    Best for /

    Core and leadership hires that anchor a roadmap.

    Troika role /

    Full-cycle search, calibrated to your specification.

    Output /

    A closed permanent hire.

  • C2H

    Contract-to-Hire

    Best for /

    De-risking a critical hire before you commit.

    Troika role /

    Place as contract, then manage the conversion.

    Output /

    A proven hire, converted to permanent.

  • CT

    Contract

    Best for /

    Project and surge work on a fixed window.

    Troika role /

    Deploy specialist contractors at pace.

    Output /

    Scalable specialist capacity.

  • NS

    Nearshore Hiring

    Best for /

    Extending working hours, cost-efficiently.

    Troika role /

    Time-zone-aligned sourcing and vetting.

    Output /

    An aligned, vetted nearshore team.

  • GCC

    GCC Hiring

    Best for /

    Building owned, captive engineering capacity.

    Troika role /

    Found and scale the team you direct.

    Output /

    A captive centre with a founding layer.

  • MAP

    Talent Market Mapping

    Best for /

    Decisions that need real supply data first.

    Troika role /

    Map talent depth, compensation and pace.

    Output /

    A market read that de-risks the plan.

How an engagement runs

A defined method, run the same way every time.

Every search follows the same path, from a brief we pressure-test to a hire that settles. The outcome shouldn’t depend on luck, so the process is built so it doesn’t.

  1. 01

    Brief & calibration

    Search lead + your hiring manager

    At kickoff

    We pressure-test the role itself, the level mix, the genuine must-haves, the constraints behind it. Until the spec is one both sides would put their name to.

    What you get /

    A calibrated brief, not a job description.

  2. 02

    Market map

    Research + search lead

    Early

    We map who actually exists and where, across the US and India, the real size of the pool, and where that talent sits today.

    What you get /

    A market read you can plan around.

  3. 03

    Calibrated shortlist

    Search lead

    Core of the search

    Candidates are screened against the brief and live technical scenarios, not keyword-matched. You see real fits, with the reasoning for each.

    What you get /

    A short list of real fits, with rationale.

  4. 04

    Selection & close

    Search lead + you

    Through to offer

    We support every round, calibrate between interviews, and manage the offer and the close, so momentum doesn’t leak at the last step.

    What you get /

    A signed acceptance, managed to the end.

  5. 05

    Onboard & continuity

    Search lead

    After start

    We stay close through the first weeks and keep the search warm, so a hire that doesn’t hold is a problem we help solve, not one we hand back.

    What you get /

    A hire that settles in.

One accountable search lead from brief to onboarding · identities held in confidence by agreement.

Engagement

Pick the model that fits the need.

We help you choose the one that fits your headcount plan, your cost structure and your timeline, then run it to close.

DHENGAGEMENT MODEL 01

Direct Hire / Permanent

Full-cycle search for permanent engineering roles. Sourced, screened and closed against your specification. Best when you are building core team, hiring leadership, or filling roles that anchor a programme for the long term.

Core and leadership hiresRoadmap-critical rolesHard-to-fill specialisms

What’s included /

  • Market mapping
  • Calibrated shortlist
  • Technical screening
  • Offer & close support
Discuss Direct Hire
C2HENGAGEMENT MODEL 02

Contract-to-Hire

Bring talent on as contractors and convert the right fits to permanent. Lowering the risk on critical engineering hires. Best when you want to evaluate fit in the seat before committing to a permanent headcount.

De-risking key hiresEvaluating fit firstFlexible headcount plans

What’s included /

  • Contract onboarding
  • Conversion pathway
  • Performance visibility
Discuss Contract-to-Hire
CTENGAGEMENT MODEL 03

Contract

Specialist contractors for project-based and surge needs. Scaled up or down as the roadmap demands. Best when you need specific expertise for a defined window without adding permanent headcount.

Project & surge workSpecialist gapsFixed-window needs

What’s included /

  • Fast deployment
  • Scalable teams
  • Specialist depth
Discuss Contract
NSENGAGEMENT MODEL 04

Nearshore Hiring

Time-zone-aligned talent that extends your team’s working hours without stretching the budget. Best when you want real-time collaboration and cost efficiency without a full offshore model.

Extending working hoursCost-efficient scaleReal-time collaboration

What’s included /

  • Aligned time zones
  • Vetted talent
  • Budget control
Discuss Nearshore
GCCENGAGEMENT MODEL 05

GCC Hiring

Stand up and scale Global Capability Centers. Building captive engineering teams in India that you own and direct. Best when you are building durable, in-house engineering capacity rather than buying a service.

Building captive teamsLong-term capacityOwned IP & talent

What’s included /

  • Team build-out
  • Leadership hiring
  • Scale & retention
Explore the GCC model

US / India

One accountable team, across both shores.

Nearshore and GCC run as one engagement, not a handoff. The hours the two shores share are the advantage, not a tax. You get a single point of accountability whether the talent sits in the US, in India, or both.

Our delivery model
A boardroom at dusk with a long table and city skyline beyond.
One accountable team

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Not sure which model fits?

Tell us the need and the constraints. We’ll recommend the engagement model that makes the most sense, and run it.

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