Dedicated India engineering teams
inside your organisation
Dedicated teams are designed to feel like part of your organisation: same backlog discipline, same incident expectations, same documentation habits, with predictable commercial terms.
Named teams, clear operating terms
A named team works inside your toolchain and ceremonies as part of your organisation, while MedRec is the legal employer in India and runs everything around them. This model suits companies that can lead distributed engineering and need durable capacity.
1+ years
Typical term
5–50+
Engineers
90 days
Notice to exit
Inside your toolchain
Same repositories, ticketing, chat, and delivery rituals as your home team, not a parallel vendor stack.
You approve every hire
MedRec curates shortlists against your bar. You interview, decide, and set the standard for seniority and craft.
MedRec as legal employer
Payroll, benefits, statutory compliance, and HR stay with MedRec in India so your leaders stay on product.
Predictable exit terms
Dedicated engagements use a 90-day transition notice. Staff augmentation uses 60 days for defined gaps.
Built for product scale without entity overhead
You want a long-lived extension of your product or platform organisation
You prefer predictable operating cost and flexibility as priorities change
You need India capacity without running payroll and facilities yourself
You have technical leadership in place and need proven execution capacity
Typical team makeup
- Delivery Manager: 1
- Tech Lead: 1–2
- Backend / Frontend Engineers: 5–30
- QA Engineer: 1–4
- DevOps Engineer: 1–2
Operating rhythm sponsors can inspect
First engineers typically join within four to six weeks of agreeing roles, and a core team is usually in place within eight to twelve weeks. The work after that is retention, reporting, and team shape, not another hiring scramble.
Written working agreement
Communication and escalation paths are agreed in writing during onboarding so sponsors know who owns what.
Reporting sponsors can inspect
Operating metrics and governance reporting sit alongside your home teams, not in a separate vendor dashboard culture.
Quarterly team plan
A documented view of the team you need for the coming quarter, agreed before the quarter starts.
More on people operations: how we work → · retention as an operating outcome →
Same employer model, different commitment
Both put named India engineers on your team with MedRec as the legal employer. Choose based on how much management and operating ownership you want to hold day to day.
| Question | Dedicated GCCLong-term capacity | Staff augmentationDefined gaps |
|---|---|---|
| Best suited for | Long-term engineering teams without operational ownership overhead | Rapid scaling for specific engineering or operational gaps |
| You keep | Product priorities, delivery direction, and roadmap | Day-to-day delivery management |
| MedRec carries | Talent, operations, infrastructure, HR, governance, and team management | Talent acquisition, HR, payroll, compliance, and infrastructure support |
| Typical duration | 1+ years | 6+ months |
| Exit notice | 90-day transition notice | 60-day transition notice |
See both models on the engagement models page → or compare GCC with outsourcing and EOR →. If ownership of an India entity is the plan, see Build Operate Transfer →
Long-horizon capacity without entity overhead
Dedicated India engineering teams are for companies that can lead distributed engineering and need durable capacity, not a rotating services bench. Engineers are named, interviewed by you, and employed by MedRec in India. They work inside your toolchain and ceremonies as a long-term part of your organisation while MedRec runs talent, operations, infrastructure, HR, and governance around them.
Typical teams sit in the five-to-fifty-plus range with a one-year-plus horizon and a ninety-day transition notice. That combination is deliberate: long enough to build product knowledge and retention, clear enough that finance and legal know how exit works. Staff augmentation remains available when you only need to close a defined skill gap for six months or more under your day-to-day management.
If leadership later decides the India footprint should sit inside your own entity, Build Operate Transfer is the path. Until then, dedicated keeps IP assigned to you, access reviewable early, and commercials explainable without forcing a premature captive structure. Compare fully loaded cost assumptions on the India engineering cost page before you treat any mid-point as a decision.
India GCC overview → · How long to set up an India GCC → · Cost sizing around twenty engineers →
Proof patterns from dedicated delivery
Examples from dedicated team programmes: durable ownership of data platforms, AI products, and edge systems, not time-boxed vendor squads.
UK real estate data platform
Verified property data on web and mobile with low replication latency, and ownership after launch.
Read note →AI smart parking
Occupancy, plate OCR, booking, and payments as one backlog for a durable product squad.
Read note →IoT edge platforms
Latency, selective uplink, and node security as reasons to keep a team past the pilot.
Read note →Dedicated teams in practice
Employment, notice periods, and when staff augmentation is enough.
What is a dedicated India engineering team?
A named team works inside your toolchain and ceremonies as part of your organisation, while MedRec is the legal employer in India and runs everything around them. This model suits companies that can lead distributed engineering and need durable capacity.
How does dedicated differ from staff augmentation?
Staff augmentation adds named specialists under your day-to-day management for a defined gap, usually six months or longer, with a 60-day transition notice. Dedicated GCC teams are built for long-term product work: MedRec runs talent, operations, infrastructure, HR, and governance while you keep product priorities and delivery direction, with a 90-day transition notice.
Who employs the engineers?
MedRec is the legal employer in India and handles payroll, benefits, statutory compliance, and HR. The engineers work as a long-term part of your organisation inside your tools and ceremonies.
Can we start with staff augmentation and move to dedicated?
Yes. Many companies close a specific skill gap first, then expand into a dedicated team once the operating model and leadership rhythm prove themselves.
What if we later want to own the India entity?
Build Operate Transfer is the path when you want people, systems, and knowledge to move into your own entity at an agreed point. Dedicated teams can remain the long-term model if you prefer not to run India payroll and facilities yourself.
Is MedRec a recruitment agency?
MedRec is not a recruitment agency: we hire, employ, house, and run the team, and the engineers work as a long-term part of your organisation.
Is MedRec a medical-records or healthcare company?
MedRec Technologies is a software engineering and India GCC company, not a medical-records or healthcare product.
Shape a dedicated team against your backlog
Bring roles, seniority mix, and timeline. You leave with a likely team shape, operating terms, and the next decision.