Kiyansh Group places senior database and SQL professionals — SQL Server, PostgreSQL, and performance tuning specialists — on a contract, contract-to-hire, or direct basis. Every candidate is US-based and technically screened by people who can read a query plan, so you interview engineers who can actually do the work instead of resumes that merely list it. This page explains what we send, how we vet, and what a realistic fill looks like.
Tell us what you need →We staff database and SQL roles across the full engagement range: pure contract for a defined project or backfill, contract-to-hire when you want to work with someone before converting, and direct placement when you already know it's a permanent seat. The talent is senior and US-based, and the engagement runs through Kiyansh directly — no offshore hand-off, no overnight relay where the person you interviewed isn't the person doing the work.
The roles we fill most often are SQL Server and PostgreSQL developers, database engineers, and performance/tuning specialists — people who write and refactor complex T-SQL or PL/pgSQL, design schemas and indexing strategies, own migrations and upgrades, and get called in when a query that ran in 200ms is now taking 40 seconds. We also place adjacent DBA and data-platform work: high availability, replication, backup and recovery, and cloud database migrations to Azure SQL, Amazon RDS, or Aurora.
Kiyansh works with H-1B contractors where the role and compliance allow, and serves both direct clients and prime vendors and MSPs as a sub-vendor on private-sector and government engagements. If you're a prime who needs a vetted database resource under your paper, that's a normal engagement for us.
The screening is technical, not keyword-matching. A recruiter who can't tell a clustered index from a covering index can't screen a SQL developer, so our vetting is run by people who can read execution plans and ask the follow-up question when an answer sounds rehearsed. Candidates work through real problems: given a slow query and its plan, what would you change and why; here's a schema, where are the design issues; walk through how you'd cut lock contention on a hot table under load.
We confirm depth in the specific dialect you need. SQL Server and PostgreSQL are not interchangeable — window functions, isolation levels, and the optimizer behave differently, and a strong SQL Server developer isn't automatically strong in Postgres. We screen for the platform on your requirement, probe tuning fundamentals (index strategy, statistics, wait analysis, query rewriting versus hardware), and validate the surrounding stack: migrations, ETL, stored-procedure design, and CI for database changes.
We also verify the things that get faked. We check work authorization directly, confirm the candidate is who and where they say they are, and reference-check recent engagements. You get a short, honest write-up of each person — what they're genuinely strong at and where they're lighter — instead of a stack of near-identical resumes to sort through yourself.
On the SQL Server side, the signal is command of the query optimizer and execution plans, T-SQL and stored-procedure design, indexing and statistics, and the diagnostic tooling — SQL Server Profiler and Extended Events, Query Store, DMVs, and tuning aids like SentryOne or SolarWinds Database Performance Analyzer where teams use them. High availability (Always On availability groups, failover clustering), SSIS/SSRS where relevant, and migration to Azure SQL round out a strong profile.
For PostgreSQL, we look for fluency with EXPLAIN and EXPLAIN ANALYZE, VACUUM and autovacuum tuning, index types (B-tree, GIN, GiST, BRIN) and partial and expression indexes, and configuration and connection pooling with PgBouncer. Replication, logical decoding, and extensions such as PostGIS matter for the right roles, along with migration experience into RDS or Aurora PostgreSQL. Across both platforms, we value engineers who treat schema changes as code — version-controlled migrations with tools like Flyway or Liquibase.
Certifications are a supporting signal, not the decision. Microsoft's Azure Database Administrator Associate or a legacy MCSA can corroborate depth, and cloud certs are useful for migration-heavy roles, but they never substitute for the hands-on screen. We weight demonstrated ability over credentials every time.
Contract works for defined projects, migrations, tuning engagements, or capacity backfill. Contract-to-hire lets you evaluate someone on real work before converting to full-time, which lowers the risk of a permanent database hire. Direct placement fits when the seat is clearly permanent. As a sub-vendor, we can also supply a resource under a prime vendor's or MSP's contract on private-sector and government work.
On timing, we're straight with you. For common SQL Server or PostgreSQL developer profiles, expect qualified, pre-screened candidates within roughly one to two weeks; niche combinations — deep tuning plus a specific cloud platform, or a specialized compliance or clearance requirement — take longer because the pool is smaller and we won't pad a submission to look fast. We'd rather send two people who fit than six who don't.
A tight requirement speeds everything up. The more specific you are about the platform, the tuning depth, the surrounding stack, and whether the work is remote, hybrid, or onsite, the faster we can match — and the fewer interview cycles you burn on people who were never right for the role.
We test them. Candidates work through real problems — a slow query and its execution plan, a schema with design flaws, a locking scenario under load — screened by people who can read query plans and ask the right follow-up. Keyword matching is how you end up interviewing someone who listed PostgreSQL but has never tuned autovacuum.
Yes, and the difference is exactly why our screen is platform-specific. The optimizers, isolation levels, and tuning tools differ, so we screen for the dialect on your requirement rather than assuming a strong SQL Server developer is automatically strong in Postgres. If you need both in one person, we'll tell you honestly how deep each side runs.
For common SQL Server or PostgreSQL profiles, typically one to two weeks to pre-screened candidates. Niche combinations — deep tuning plus a specific cloud platform, or clearance and compliance requirements — take longer because the qualified pool is smaller. We give you a real timeline up front instead of an optimistic one we can't hit.
Tell Kiyansh Group what your database role needs — platform, tuning depth, and engagement model — and we'll send technically vetted, US-based candidates who can do the work.
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