Most startups fail not because of bad ideas, but because they run out of money before finding product-market fit. One of the biggest financial drains? Development costs that can easily consume 40-60% of early-stage funding, leaving little room for marketing, operations, or pivoting when needed.<\/p>\n
Here\u2019s the reality: hiring a mid-level software developer in the US costs upwards of $80,000 annually, plus benefits and equity. For cash-strapped startups, this single hire can represent months of runway. But what if you could access the same quality talent for 60-70% less?<\/p>\n
Enter India\u2019s massive pool of skilled developers – over 5.2 million strong and growing. This isn\u2019t about cutting corners; it\u2019s about smart resource allocation that lets you build faster, test ideas quicker, and preserve precious capital for growth.<\/p>\n
In this comprehensive guide, you\u2019ll discover exactly how to hire indian programmers who can deliver enterprise-quality code at startup-friendly prices, complete with vetted platforms, screening strategies, and management frameworks that actually work.<\/p>\n
The numbers tell the story. Indian developers offer startups an unmatched combination of technical expertise, cost efficiency, and scalability that traditional hiring simply can\u2019t match.<\/p>\n
When you hire indian developers, you\u2019re looking at savings that can literally extend your startup\u2019s runway by months or even years. A full-time mid-level developer in India typically costs $1,400-$1,600 per month, translating to $17,000-$19,000 annually. Compare this to similar talent in western countries commanding $80,000+ per year, and the math becomes compelling.<\/p>\n
These aren\u2019t just junior programmers fresh out of coding bootcamps. Most indian developers bring solid technical expertise across core and emerging technologies – from full-stack web development to specialized fields like AI, machine learning, and blockchain. The country\u2019s long-standing emphasis on STEM education and its status as a global tech outsourcing hub has created a deep talent pool that rivals any market worldwide.<\/p>\n
Unlike many other offshore markets, India is the second-largest English-speaking country globally. This eliminates one of the biggest challenges in hiring remote developers – communication breakdown. Most software developers in india are fluent in English, particularly those seeking international clients, making project management and daily collaboration smooth and efficient.<\/p>\n
This language advantage translates directly into faster development cycles, fewer misunderstandings, and reduced management overhead – all critical factors when you\u2019re operating with limited resources and tight timelines.<\/p>\n
What many startups initially see as a challenge – the time zone difference – actually becomes a competitive advantage. Indian teams can advance your software development project overnight while your core team sleeps, creating a \u201cfollow-the-sun\u201d development cycle that accelerates delivery schedules and enhances responsiveness to urgent issues.<\/p>\n
This means your startup can essentially operate 24\/7 without paying premium rates for night shifts or weekend work that would be necessary with local talent.<\/p>\n
The indian programmers market offers unprecedented flexibility in engagement models. Whether you need a dedicated developer for six months, a project based engagement for your MVP, or hourly support during crunch periods, you can scale your technical capacity up or down to match fluctuating budgets and changing project requirements.<\/p>\n
This flexibility is crucial for startups that need to remain agile and responsive to market feedback without being locked into expensive long-term commitments.<\/p>\n
Understanding the various hiring models available when you hire indian programmers is essential for optimizing your development costs while maintaining quality and flexibility.<\/p>\n
Freelance platforms offer the most immediate access to skilled indian developers, with rates typically ranging from $10-$35 per hour for general development tasks. This hiring model works particularly well for MVP development, proof-of-concept work, or specific feature implementations where you need quick turnaround without long-term commitment.<\/p>\n
The key advantage of hiring programmers on a freelance basis is the ability to test multiple developers with small projects before committing to larger engagements. This de-risks your hiring decisions and lets you build a network of trusted talent for future needs.<\/p>\n
For ongoing development needs without the overhead of full-time employment, part-time dedicated developers offer an excellent middle ground. These engagements typically cost between $8,000-$15,000 annually, providing consistent technical support while keeping fixed costs manageable.<\/p>\n
This model works particularly well for startups in maintenance mode or those with steady but not overwhelming development needs. You get consistent access to the same skilled developers without the budget strain of full-time salaries.<\/p>\n
When you have well-defined project requirements and clear deliverables, project based contracts provide excellent budget control. These fixed-price engagements eliminate scope creep concerns and give you predictable development costs that can be easily incorporated into your financial planning.<\/p>\n
The success of this hiring model depends heavily on detailed project requirements and clear communication of expectations upfront. However, when executed properly, it often provides the best value for specific development initiatives.<\/p>\n
Many successful startups combine multiple hiring models to optimize both cost and flexibility. For example, you might maintain a core team of dedicated developers on monthly retainers while bringing in additional hourly resources during high-demand periods.<\/p>\n
This hybrid approach allows you to maintain continuity and institutional knowledge with your core team while having the flexibility to scale capacity quickly when needed.<\/p>\n
Understanding the cost structure for different experience levels helps you make informed decisions about team composition:<\/p>\n
| \n Developer Level<\/p>\n<\/th>\n | \n Annual Salary (USD)<\/p>\n<\/th>\n | \n Monthly Cost<\/p>\n<\/th>\n | \n Ideal Use Cases<\/p>\n<\/th>\n<\/tr>\n |
|---|---|---|---|
| \n Junior (1-3 years)<\/p>\n<\/td>\n | \n $5,000-$10,000<\/p>\n<\/td>\n | \n $400-$800<\/p>\n<\/td>\n | \n Bug fixes, basic features, testing<\/p>\n<\/td>\n<\/tr>\n |
| \n Mid-level (3-7 years)<\/p>\n<\/td>\n | \n $10,000-$15,000<\/p>\n<\/td>\n | \n $800-$1,200<\/p>\n<\/td>\n | \n Feature development, API integration<\/p>\n<\/td>\n<\/tr>\n |
| \n Senior (7+ years)<\/p>\n<\/td>\n | \n $15,000-$25,000<\/p>\n<\/td>\n | \n $1,200-$2,000<\/p>\n<\/td>\n | \n Architecture, technical leadership<\/p>\n<\/td>\n<\/tr>\n |
| \n Specialized (AI, Blockchain)<\/p>\n<\/td>\n | \n $12,000-$22,000<\/p>\n<\/td>\n | \n $1,000-$1,800<\/p>\n<\/td>\n | \n Cutting-edge features, innovation<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n Note that developers from tier-II cities like Pune, Ahmedabad, and Jaipur typically cost 20-30% less than those from major tech hubs like Bangalore or Mumbai, often with minimal difference in skill level.<\/p>\n Where to Find Affordable Indian Programmers<\/h2>\nKnowing where to look for talent is half the battle when you want to hire indian developers effectively. Different platforms serve different needs, and understanding their strengths helps you find the right fit for your specific requirements.<\/p>\n Freelance Platforms for Immediate Needs<\/h3>\nMajor freelance platforms like Upwork, Freelancer, and Toptal provide immediate access to thousands of indian developers. These platforms offer built-in vetting processes, rating systems, and payment protection that reduce hiring risks for startups.<\/p>\n Upwork tends to have the largest pool of developers from india, with detailed profiles showcasing past work and client feedback. The platform\u2019s search filters let you narrow candidates by specific technical skills, hourly rates, and past project success rates.<\/p>\n Toptal positions itself as the \u201ctop 3%\u201d of freelance talent and charges premium rates accordingly. While more expensive, the pre-screening process can save significant time if budget allows for higher-quality guaranteed talent.<\/p>\n Indian Job Boards for Direct Recruitment<\/h3>\nFor longer-term engagements, Indian job portals like Naukri.com, AngelList India, and local versions of international job boards provide access to developers actively seeking international opportunities. These platforms often yield better rates than freelance marketplaces since you\u2019re hiring directly without platform fees.<\/p>\n Naukri.com is India\u2019s largest job portal and provides extensive filtering options for technical skills, experience levels, and salary expectations. Many software engineers use it specifically to find remote opportunities with international companies.<\/p>\n Tech Communities and Professional Networks<\/h3>\nActive participation in programming communities like GitHub, Stack Overflow, and relevant subreddits can help you identify highly motivated skilled developers. Public code repositories and open-source contributions provide direct evidence of coding ability and problem-solving skills.<\/p>\n GitHub is particularly valuable for assessing real-world coding skills. You can review actual project code, contribution frequency, and collaboration patterns to evaluate potential hires before initiating contact.<\/p>\n Tier-II Cities for Maximum Value<\/h3>\nWhile Bangalore, Mumbai, and Hyderabad are well-known tech hubs, tier-II cities like Pune, Ahmedabad, Jaipur, and Indore offer significant cost advantages with minimal skill compromise. Talented developers in these markets typically charge 20-30% less than their counterparts in major metros.<\/p>\n This geographic arbitrage can provide substantial savings, especially when hiring multiple developers or building larger teams. The cost of living differences in these cities translate directly into lower salary expectations without corresponding drops in technical capabilities.<\/p>\n Offshore Development Companies<\/h3>\nFor startups that prefer managed services over direct hiring, offshore development agencies specializing in Indian talent provide pre-vetted developer pools with built-in project management. While slightly more expensive than direct hiring, these services handle HR, compliance, and team management overhead.<\/p>\n This option works particularly well for startups without dedicated technical leadership or those who prefer to focus on business development while outsourcing team management responsibilities.<\/p>\n Smart Screening Strategies for Budget Hires<\/h2>\nEffective screening is crucial when you hire software developers remotely, especially when budget constraints limit your ability to recover from bad hiring decisions. A systematic approach helps identify skilled developers while minimizing time and cost investment.<\/p>\n Technical Assessments That Actually Work<\/h3>\nAutomated coding challenges through platforms like HackerRank or CodeSignal provide objective evaluation of programming languages proficiency and problem-solving abilities. These assessments filter out unqualified candidates early in the process, saving valuable time for more promising prospects.<\/p>\n The key is designing assessments that mirror real-world problems your startup faces rather than abstract algorithmic challenges. A simple debugging exercise or small feature implementation often reveals more about practical coding ability than complex computer science problems.<\/p>\n Portfolio and GitHub Review<\/h3>\nA developer\u2019s GitHub profile provides invaluable insight into coding style, project complexity, and collaboration patterns. Look for consistent commit history, well-documented projects, and evidence of working on complex projects similar to your technical requirements.<\/p>\n Pay particular attention to the quality of commit messages, code organization, and whether the developer contributes to open-source projects. These indicators often correlate strongly with professional development practices and communication skills.<\/p>\n Structured Interview Process<\/h3>\nKeep initial interviews focused and time-efficient – typically 30 minutes covering technical knowledge, communication skills, and remote work experience. For budget-conscious startups, every hour spent in interviews represents significant opportunity cost.<\/p>\n Structure interviews around specific scenarios: \u201cHow would you approach building a user authentication system?\u201d or \u201cWalk me through how you\u2019d debug a performance issue in a web application.\u201d These questions reveal both technical depth and problem solving abilities.<\/p>\n Paid Trial Projects<\/h3>\nOne of the most effective screening methods is assigning small, paid trial tasks worth $100-$500. This approach provides real-world evidence of work quality, communication patterns, and reliability before making larger commitments.<\/p>\n Design trial projects that represent actual work the hired developer would perform. A small bug fix, feature addition, or code review task gives you direct insight into coding standards, turnaround time, and attention to detail.<\/p>\n Essential Skills Assessment Framework<\/h3>\nBeyond technical proficiency, evaluate candidates across several dimensions critical for remote collaboration:<\/p>\n Communication Skills<\/strong>: Can they explain technical concepts clearly? Do they ask clarifying questions when requirements are ambiguous? These soft skills evaluation criteria often determine project success more than pure technical ability.<\/p>\n Remote Work Experience<\/strong>: Previous experience operating remotely, especially with international teams, indicates familiarity with distributed collaboration challenges and cultural differences.<\/p>\n Startup Experience<\/strong>: Developers with startup background understand the need for flexibility, rapid iteration, and wearing multiple hats – crucial traits for resource-constrained environments.<\/p>\n Cultural Alignment<\/strong>: While skills can be taught, cultural fit determines long-term success. Look for developers who demonstrate ownership, proactive communication, and alignment with your company culture.<\/p>\n Effective team management becomes crucial when you hire indian developers, especially when budget constraints limit your management tools and processes. Success depends on establishing clear communication patterns and leveraging cost-effective collaboration tools.<\/p>\n Free and low-cost project management tools like Slack, Zoom, and Trello provide the foundation for effective remote collaboration. Google Workspace offers comprehensive document sharing and real-time collaboration at minimal cost, essential for maintaining project documentation and shared knowledge.<\/p>\n Establish daily standup meetings during overlapping time zones, typically 8-10 AM IST, which corresponds to late evening in the US. These brief check-ins ensure alignment, surface blockers early, and maintain team cohesion across geographic distances.<\/p>\n Implement milestone-based payment schedules that align compensation with deliverable completion. This approach manages cash flow effectively while providing clear progress markers for both your team and stakeholders.<\/p>\n Create detailed project documentation using free tools like GitHub wikis or Google Docs. Well-documented requirements, coding standards, and system architecture reduce onboarding time for new hires and minimize knowledge transfer overhead when team members change.<\/p>\n Leverage free tiers of development tools whenever possible. GitHub provides free private repositories for small teams, while services like Heroku and Netlify offer generous free hosting tiers perfect for early-stage development and testing.<\/p>\n Set up automated deployment pipelines using GitHub Actions or similar free CI\/CD tools. This reduces manual oversight requirements and enables your remote developer team to deploy updates independently, accelerating development cycles.<\/p>\n Use simple task tracking systems that provide visibility without overwhelming overhead. Trello or GitHub Issues work well for most startup needs, providing clear assignment tracking and progress visibility without expensive enterprise tools.<\/p>\n Implement regular code review processes using GitHub\u2019s built-in review tools. This maintains code quality standards while providing continuous learning opportunities for junior developers and ensuring knowledge sharing across the team.<\/p>\n Rather than fighting time zone differences, leverage them strategically. Structure work so your Indian team can advance projects overnight, then review progress and provide feedback during your overlap hours.<\/p>\n Create clear handoff processes for end-of-day updates. A simple template covering completed work, blockers encountered, and next-day priorities ensures seamless continuation when your time zones don\u2019t overlap.<\/p>\n Navigating legal requirements when you hire developers from india doesn\u2019t have to break your startup budget, but it does require attention to key compliance areas that protect both your business and your development team.<\/p>\n Use standardized freelancer agreements rather than expensive custom legal consultations. These contracts should include strong intellectual property clauses that clearly establish code ownership and protect your startup\u2019s proprietary information.<\/p>\n Ensure all contracts specify that work-for-hire provisions apply to any software development project undertaken by your team. This protects your startup\u2019s rights to all code, algorithms, and technical innovations developed during the engagement.<\/p>\n Implement secure development practices and data transfer protocols to comply with relevant regulations. This includes using VPNs for sensitive data access, encrypted communication channels, and secure code repositories with appropriate access controls.<\/p>\n For startups handling sensitive user data, ensure your employment laws compliance extends to data protection requirements. Your remote developers should understand and commit to following your security protocols and data handling procedures.<\/p>\n Set up secure international payment methods using services like PayPal, Wise, or Payoneer. These platforms handle currency conversion and international transfer compliance while charging reasonable fees (typically 2-5% of transfer amounts).<\/p>\n For full-time hires, consider Employer of Record (EOR) services that handle Indian employment laws compliance, tax withholdings, and statutory benefits. While adding cost, these services reduce legal risk and administrative overhead for startups without international HR expertise.<\/p>\n Include clear termination clauses that protect both parties while allowing flexibility for changing startup needs. Specify notice periods, final payment terms, and knowledge transfer requirements to avoid disputes during transitions.<\/p>\n Define scope of work precisely to prevent scope creep and budget overruns. Include provisions for handling additional work requests, change orders, and how billing adjustments will be managed throughout the project lifecycle.<\/p>\n Maintain proper documentation for all international payments and contractor relationships. This includes contracts, payment records, and work deliverables that may be required for tax purposes or investor due diligence.<\/p>\n Keep records of all technical assessments, trial projects, and performance evaluations. This documentation supports your hiring decisions and provides evidence of due diligence in your contractor selection process.<\/p>\n Maximizing value when you hire indian programmers requires strategic thinking about team composition, engagement models, and long-term cost management that goes beyond simple hourly rate comparisons.<\/p>\n Start with a single versatile full stack developers rather than multiple specialists. A skilled generalist can handle both frontend and backend development, reducing coordination overhead and minimizing the number of contractors you need to manage initially.<\/p>\n As your needs grow, add specialists strategically. Hire dedicated developers for specific technical areas only when the workload justifies focused expertise, rather than hiring specialists prematurely based on anticipated needs.<\/p>\n Leverage bulk hiring to negotiate better rates. Hiring multiple developers from the same agency or platform often yields 10-20% discounts compared to individual contractor rates.<\/p>\n Commit to longer engagement periods in exchange for reduced monthly rates. A six-month commitment often commands lower rates than month-to-month arrangements, providing savings while ensuring team stability.<\/p>\n Structure your development process to take advantage of overnight progress. Assign tasks at the end of your workday that can be completed independently, then review results and provide feedback the next morning.<\/p>\n This \u201cfollow-the-sun\u201d approach effectively extends your development hours without paying premium rates for extended coverage that would be necessary with local talent.<\/p>\n For senior developers with proven track records, consider partial equity compensation in lieu of higher cash salaries. This approach conserves working capital while aligning incentives for long-term success.<\/p>\n Revenue-sharing agreements can work for experienced developers willing to bet on your startup\u2019s success. These arrangements reduce upfront costs while providing significant upside potential for exceptional contributors.<\/p>\n Account for development tools and software licenses that may cost $50-$200 per developer monthly depending on your technology stack. Popular tools like AWS services, database hosting, and specialized development software add up quickly.<\/p>\n Communication and project management tools typically run $20-$100 monthly for team plans. While individual tools may seem inexpensive, the cumulative cost of comprehensive toolchains can impact tight budgets.<\/p>\n Budget for onboarding and training time, typically 1-2 weeks of reduced productivity per new hire. Factor this learning curve into your project timelines and cost calculations.<\/p>\n Currency exchange fees and payment processing costs typically consume 2-5% of total payments. While seemingly small, these fees add up significantly over time and should be included in your cost comparisons.<\/p>\n Real-world examples demonstrate how strategic hiring of indian developers has enabled startups to achieve remarkable growth while maintaining lean operations and preserving capital for critical business development activities.<\/p>\n Slack reportedly saved over $2 million during their early development phases by hiring skilled indian developers for core platform development. This cost efficiency allowed the company to iterate rapidly on product features and user experience without massive venture capital requirements.<\/p>\n The savings enabled Slack to maintain longer runway periods, experiment with different product directions, and build a robust technical foundation that supported their eventual explosive growth and successful public offering.<\/p>\n Before their $19 billion Facebook acquisition, WhatsApp leveraged indian programmers extensively for backend development and infrastructure scaling. This approach allowed them to maintain an exceptionally lean US-based team while handling massive user growth.<\/p>\n The cost efficiency of their development approach was crucial to WhatsApp\u2019s business model of providing free messaging services while building toward sustainable monetization strategies.<\/p>\n During rapid international expansion, Skype relied heavily on software engineers from India for new feature development and platform optimization. This strategy enabled them to scale their technical capabilities quickly without the overhead costs associated with rapidly expanding their core engineering team.<\/p>\n The flexibility of engaging indian developers allowed Skype to adjust their technical capacity based on feature development priorities and market demands without long-term employment commitments.<\/p>\n Basecamp achieved approximately 40% cost savings by strategically hiring developers in india for specific project components while maintaining their core team structure. This hybrid approach preserved their company culture while accessing specialized technical expertise at sustainable costs.<\/p>\n The cost efficiency enabled Basecamp to maintain their bootstrapped business model and avoid venture capital funding while continuing to innovate and compete effectively in their market.<\/p>\n Buffer built and scaled their social media analytics platform using primarily remote teams including many talented developers from India. This approach allowed them to preserve runway and maintain high product quality standards while competing against well-funded competitors.<\/p>\n Their remote-first strategy, anchored by cost-effective international talent, enabled sustainable growth without the cash burn rates typical of venture-backed startups in their space.<\/p>\n Understanding potential challenges when you hire indian developers helps prevent costly mistakes that can erode the financial benefits of offshore hiring and derail project timelines.<\/p>\n Choosing developers based solely on the lowest hourly rates often leads to poor code quality, missed deadlines, and extensive rework that ultimately costs more than hiring quality talent initially. Focus on value rather than simply minimum cost.<\/p>\n Invest time in proper technical assessments rather than rushing to hire based on price alone. The cost of fixing bad code or recovering from project delays typically exceeds the savings from hiring unqualified cheap talent.<\/p>\n Vague project requirements inevitably lead to scope expansion, budget overruns, and timeline delays. Invest time upfront in creating detailed project specifications and acceptance criteria before engaging any development team.<\/p>\n Use detailed job description templates that specify not just technical requirements but also communication expectations, deliverable formats, and progress reporting requirements. Clear expectations prevent misunderstandings that consume time and money.<\/p>\n Skipping proper contracts to save on legal costs creates significant risk exposure for intellectual property disputes and payment disagreements. Use standardized contract templates that protect your interests without expensive legal consultation.<\/p>\n Ensure contracts include specific provisions for code ownership, confidentiality requirements, and dispute resolution procedures. These protections become critical if relationships deteriorate or project requirements change significantly.<\/p>\n Hiring too many remote developers before establishing proper management systems and communication processes leads to coordination overhead that can overwhelm small startup teams.<\/p>\n Scale your team gradually, ensuring you can effectively manage each new hire before adding additional capacity. Poor management of remote teams often negates the cost advantages of offshore hiring.<\/p>\n Failing to plan for time zone coordination impacts project velocity and team communication effectiveness. Establish clear communication windows and handoff procedures before project work begins.<\/p>\n Create structured workflows that accommodate time zone differences rather than fighting them. Poor coordination planning frequently leads to delays and frustration that damage team productivity and project outcomes.<\/p>\n A systematic approach to hiring indian programmers maximizes your chances of success while minimizing time investment during the critical early stages of your hiring process.<\/p>\n Define your technical and business requirements clearly, creating a comprehensive job description that includes must-have skills, nice-to-have capabilities, and specific project deliverables. Include details about your technology stack, project timeline, and communication expectations.<\/p>\n Research salary benchmarks for your required skill set across different experience levels and geographic markets within India. This preparation enables informed negotiations and realistic budget planning.<\/p>\n Post your job listings across multiple platforms including freelance marketplaces, Indian job boards, and relevant technical communities. Tailor your posting for each platform\u2019s audience while maintaining consistent core requirements.<\/p>\n Set up tracking systems to manage incoming applications efficiently. Create standardized evaluation criteria that can be applied consistently across all candidates to streamline your screening process.<\/p>\n Review applications and portfolios, focusing on relevant experience and code quality demonstrated through GitHub repositories or portfolio projects. Use automated coding assessments to filter candidates objectively.<\/p>\n Conduct brief initial interviews with promising candidates, focusing on communication skills, technical knowledge, and cultural fit indicators. Keep these conversations focused and time-efficient.<\/p>\n Conduct in-depth technical interviews with your top candidates, including practical problem-solving exercises and scenario-based questions relevant to your specific project needs.<\/p>\n Check references from previous clients or employers, particularly focusing on reliability, communication effectiveness, and work quality. This due diligence step prevents many common hiring mistakes.<\/p>\n Select your preferred candidate and finalize contract terms, ensuring all legal and payment details are clearly specified. Set up necessary tools, access permissions, and communication channels.<\/p>\n Begin with a small test project that demonstrates real work requirements while allowing both parties to evaluate the working relationship before committing to larger engagements.<\/p>\n Assess the results of your initial project carefully, evaluating code quality, communication effectiveness, timeline adherence, and overall professional collaboration quality.<\/p>\n Based on successful trial outcomes, expand the relationship gradually while maintaining effective management and communication systems. Use successful hires as references for finding additional team members as your needs grow.<\/p>\n The indian developer market represents one of the most compelling opportunities for startups to access world-class technical talent while maintaining sustainable burn rates and extending runway periods. With proper screening, management, and legal protections in place, you can build exceptional products at a fraction of traditional development costs.<\/p>\n Success in hiring indian programmers depends less on finding the absolute cheapest rates and more on identifying skilled developers who align with your project requirements, communication style, and long-term vision. The savings – often 60-70% compared to western countries – provide the financial flexibility that can mean the difference between startup success and failure.<\/p>\n Start small, test thoroughly, and scale gradually. The combination of cost efficiency, technical expertise, and flexible engagement models available in India\u2019s developer market can transform your startup\u2019s technical capabilities while preserving the capital you need for growth, marketing, and market development.<\/p>\n Your next breakthrough developer might be just one well-crafted job posting away.<\/p>\n","protected":false},"excerpt":{"rendered":" Most startups fail not because of bad ideas, but because […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1,301],"tags":[],"class_list":["post-31818","post","type-post","status-publish","format-standard","hentry","category-all","category-hire-indian-programmers"],"_links":{"self":[{"href":"https:\/\/mclansys.software\/hire-developer-blog\/wp-json\/wp\/v2\/posts\/31818","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mclansys.software\/hire-developer-blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mclansys.software\/hire-developer-blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mclansys.software\/hire-developer-blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/mclansys.software\/hire-developer-blog\/wp-json\/wp\/v2\/comments?post=31818"}],"version-history":[{"count":1,"href":"https:\/\/mclansys.software\/hire-developer-blog\/wp-json\/wp\/v2\/posts\/31818\/revisions"}],"predecessor-version":[{"id":31819,"href":"https:\/\/mclansys.software\/hire-developer-blog\/wp-json\/wp\/v2\/posts\/31818\/revisions\/31819"}],"wp:attachment":[{"href":"https:\/\/mclansys.software\/hire-developer-blog\/wp-json\/wp\/v2\/media?parent=31818"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mclansys.software\/hire-developer-blog\/wp-json\/wp\/v2\/categories?post=31818"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mclansys.software\/hire-developer-blog\/wp-json\/wp\/v2\/tags?post=31818"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}} |