How Heymarket built a remote India team that works US hours
No brand, no India office, and roles that had to overlap with US time zones. Here’s how Qrata built Heymarket’s fully-remote India team — and the process.
The challenge
Heymarket was very early — no brand, no identity in the Indian market. Most companies expanding to India at least anchor the move with an office, something physical for a new hire to attach to. Heymarket had none: the model was fully remote, with no India premises at all.
And the roles came with a further constraint: people had to work in overlap with US time zones. So the ask was to sell an unknown, office-less, US-shift role to strong India candidates — and get them to actually join and stay. Each of those constraints narrows the pool; stacked together, they rule out most of the market.
The process
- 1
Turned the constraints into selection criteria
Remote-first and US-hour overlap weren't obstacles to hide — they became the filter. Qrata targeted candidates who actively want distributed work and US exposure, so the "downsides" pre-qualified the right people.
- 2
Mapped for remote fit, not just skills
Sourcing prioritised people comfortable with async, distributed work and the US shift — matching the person to the working model, which is what protects retention on a remote team.
- 3
Sold the role without a brand or an office
With nothing physical to show, the pitch led with the role, the team, the mission, and the US exposure — precise outreach to right-fit candidates instead of broad posting.
- 4
Onboarded remotely — and added the US hire
4–5 India joiners were hired and onboarded remotely, and Qrata placed Heymarket's first US hire, an Onboarding Specialist — extending the engagement across both geographies.
The outcome
Heymarket built a real India team — 4–5 joiners — entirely remotely, with no office and no local brand, all working in overlap with US hours. On top of that, Qrata placed the company’s first US hire, an Onboarding Specialist whose offer was accepted, turning a single India mandate into a cross-border engagement.
Remote doesn’t have to mean harder to hire. With the right targeting, “no office” and “US hours” stop being barriers and start being a filter that attracts exactly the people who’ll thrive.
That’s the model behind Qrata’s India Hub: one operating layer across market mapping, hiring, and remote onboarding, so founders don’t need a local office or brand to build a team that delivers. It’s the same approach we bring to cross-border hiring, and to building a founding team in India for other US startups.
FAQ
Can a US startup build a team in India without an office?+
Yes. A physical office isn't a prerequisite. With a fully-remote model and the right hiring and onboarding partner, you can build and run an India team with no local premises — as Heymarket did, with 4–5 remote joiners.
How do you hire India talent to work in overlap with US time zones?+
Treat the US-shift requirement as a selection criterion, not an afterthought. Target remote-first candidates who value US exposure and are comfortable with the hours, and set expectations clearly so the overlap is something they opted into.
How do you hire in India with no brand or local presence?+
Lead with the role, the team, the mission, and the US exposure rather than a brand or office you don't have — and use precise market mapping instead of broad job posting so every conversation is with a right-fit, remote-ready candidate.
Do remote India hires actually stay?+
Retention improves when you hire for remote fit, not just skills. Matching the person to the working model — remote, distributed, US-hour overlap — and setting expectations early is what makes those hires stick.
Building a remote India team?
Office or no office, we’ll tell you what we’d build, what it would cost, and whether it makes sense — in 30 minutes.