Our team

The same people, year after year

When somebody has to explain why a system was built this way, it is usually the person who built it. Names and roles below, not an allocation to any one engagement.

Talk to a software engineerHow hiring works here

Who is here

Every photograph is the person it names, and every name opens to the person's own page. The leadership team first, then everyone who does the work.

Leadership

Team members

When the person who built it leaves

  • The person who chose the schema, the queue or the cache is gone.

    A change that should take a morning takes a fortnight, and whoever owns the system pays for it.

    What holds here

    Architecture decisions are written into the Technical Requirements Specification, so why a system is shaped the way it is stays readable years later.

  • Nobody who reviewed the code is still around to answer for it.

    What holds here

    Every change goes through code review by a senior software engineer.

  • The people you met at the start are not the people who answer later.

    A fact about who answers, not a service level anyone has signed.

    What holds here

    Both co-founders still take production calls.

How long people stay

By our own count, not an HR export.

5 to 6 yearsAverage time people have been here

Stated by Atyantik, 5 September 2026. An owner-stated average across the team, not computed from HR records.

10 yearsLongest-serving colleague, one person

Stated by Atyantik, 5 September 2026. One individual, the longest-serving, and not a typical or expected outcome.

*Disclaimer: Both figures are what Atyantik says rather than an audited record. The average is not a floor, and ten years describes one person, not a common outcome.

If you join, who you sit with

A named person to ask, and the expectation that you find most of it out yourself.

A tech lead, from the first day

Assigned to every new joiner as standing practice. Self-learning is expected alongside them, not replaced by them.

Promotion on contribution

Moving up runs on what you know and what you contribute, not on years served.

Open source, encouraged

Contributing counts, including maintaining your own projects.

The Atyantik Technologies reception: the Delivering Excellence sign lit above a wood counter set against a living green wall

The office, and the year off the clock

The reception. A backlit sign, a wood counter and a living green wall. The same door every morning, in Vadodara.

Navratri. The floor clears and the team dances Garba in the office, not at a hired venue.

Independence Day. White and saffron outside the building, one morning a year.

The desk games. Chess and Uno at the desks, in the middle of a working week.

The awards evenings. Formal dress and star trophies, one evening a year.

The outings. A hillside villa, a treasure hunt that ended in a bakery, an air-hockey table nobody was winning.

Whether this is the right place

Where this fits

  • You want to know who will do the work before you commit.

  • You want the person who made a decision still reachable when it needs revisiting.

  • You want a named person to ask from the first day, and room to teach yourself the rest.

  • You want to move up on what you know and what you contribute.

Where it does not

Questions that come up

The answers anyone here would give on a call, written down first.

Who will I actually talk to?
Both co-founders, Ajay Patel and Tirth Bodawala, still take production calls, so the people who founded the firm are reachable on the work and not only on the sale. Project coordination is a named role here rather than something absorbed by whoever has a free afternoon. Ask about the engagement rather than reading the roster as an allocation.
How long do people stay at Atyantik?
An average of around five to six years, and the longest-serving person has been here ten. Both figures are employee tenure stated by Atyantik rather than computed from an audited HR record, and the average is an average: it is not a floor, it promises nothing about any one individual, and ten years describes one person rather than a common outcome. It is offered as the honest shape of the team, not as a service level.
If I join, who teaches me?
A tech lead is assigned to every new joiner, as a standing practice rather than a case-by-case arrangement. The second half matters as much and is easy to leave out: self-learning is expected alongside that lead, and the environment is built around people who go and find a thing out rather than waiting to be taught it. Movement up the ladder runs on knowledge and contribution rather than on years served. Contributing to open source is encouraged, including maintaining your own projects.
Can I work remotely, or from another city?
The work is done from the Vadodara office, where the firm was founded in 2015. People do work from home when they need to, and that is not the same thing as a remote-first role: it is not what Atyantik encourages and it is not what is being offered. Anyone who wants to work permanently from another city or another country would be better served somewhere built for it, and that is a real answer rather than a soft no.

Where to go next