People Policies

At Digital Mesh, we consider people as our core asset, and a critical strategic advantage. It is only by attracting, nurturing, and encouraging the right talent will we be able to thrive and grow.

Our staffing philosophy is best described as an inverted pyramid. We focus on helping our best performers to work their way upwards acquiring various skills and benefit from our culture of encouraging continuous learning.

We believe that we have a responsibility to better the lives of our employees. This is certainly not achieved simply by throwing more and more money at them. We have developed an open culture where we quickly reward innovation and excellence with opportunities for growth. Our desire is to help each employee develop as better software engineers as well as better citizens.

This approach drives our challenge to be more than just another software shop trying to make a quick buck. We provide a cordial and encouraging atmosphere to learn and excel. Each employee is a team member and is given every opportunity to contribute and participate in achieving Digital Mesh’s corporate goals.

This philosophy has aided us in retaining talent and kept attrition levels at a low 5% while industry average has remained at 15-20%.

Recruitment, Orientation, & Training

People being our core asset, we take extra care in our recruitment process. Our desire is to identify deserving candidates who can excel. After reviewing applications received, we invite select candidates to participate in our hiring and interview process. This is a four stage, interactive process that tests their skill, knowledge, and readiness to work in the Digital Mesh environment. Rejected candidates are also informed of the reason for their rejection and are encouraged to attempt again after improving their skills.


Online Objective Test: All candidates start with an online objective type test. This is a time-limited test with questions that test their basic skills and technical knowledge. This filtration round helps us identify those with the basic skills needed to excel at the job.

Technical Interview: Next, a senior technical manager interviews the candidate to verify that the result of the test is not mere “book” knowledge. We look for a conceptual understanding of the principles underlying the technology and their ability to reproduce the same results in non-linear situations.

Live Coding Test: Success with the technical interview gets further validated through a live coding test. The candidate is housed in a simulated work environment with access to all the resources needed to perform the task. A problem is then presented to the candidate depending on their skill level – this could be anything from a simple “hello world” type program to complex code debugging. The senior manager who conducted the interview determines the exact type of test that would be best suited to the candidate. The focus of this test is more to determine their analytical and problem solving capabilities rather than gauge actual knowledge of the programming language or technology.

Attitude Test: Passing the above three stages leads to the personality assessment stage. Candidates get closely scrutinized for adaptability, the ability to accept tutoring and mentoring, and the ability to work in a close-knit team environment. They also receive an overview of Digital Mesh’s values, vision, objectives, and our expectations from employees. This is a crucial part of the interview process. Teamwork requires a high degree of cooperation, flexibility, and the ability to take constructive criticism.

Orientation & Training

A candidate once confirmed enters a training and orientation program. The training and orientation is customized to the skill and prior experience of the candidate. The candidate, now employee, gets a detailed walk through of the software development process in Digital Mesh and their expected initial role. They are also instructed to prepare themselves for certification exams in their chosen technology. No fresh employee can work on live projects without undergoing orientation. They are also restricted from live projects till they are fully certified and have thoroughly understood the software development workflow they need to follow.

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