Staff augmentation — our people, inside your team
Senior practitioners who join your standups, work in your repo and your ticket queue, and take direction from your lead. We carry the employment and the paperwork. For a sprint, or for a year.
When this beats hiring
Hiring takes months and commits you for years. Often that's the right call. These are the four cases where it isn't.
You need the person now
Recruiting a permanent engineer takes months you may not have — advertising, screening, notice periods. We can usually put candidates in front of you faster than a hiring process can.
You need one skill, not one head
An Oracle Integration Cloud specialist for a few weeks isn't a job you can advertise for. It is something you can rent for exactly as long as the work lasts.
The role might not outlast the project
If the work has an end date, the contract should too. You're not carrying a seat, a licence and a laptop after the thing ships.
They work inside your process
Our people use your repo, your board and your review process, and your lead sets their priorities. Anything else turns into a second team you have to manage separately.
The stacks our people work in
If what you need isn't on this list, say so. We'd rather tell you we don't have it than send you someone who read the documentation last week.
Full-Stack Development
React, Node.js, Python, .NET
Mobile Development
iOS, Android, React Native
Data Engineering
SQL, NoSQL, Big Data, Analytics
DevOps & Cloud
AWS, Azure, Docker, Kubernetes
Cybersecurity
Security Audits, Compliance
AI & Machine Learning
Python, TensorFlow, Data Science
Three ways to buy this
The real difference between them is who carries the risk on scope. Pick the one that matches how well you can define the work today.
Dedicated team
People assigned to you full time and to nobody else. You run them day to day. Best when the work is ongoing and the domain takes a while to learn.
- Full time, assigned to one client
- They learn your domain and keep it
- You set priorities week to week
- Direct access, no account manager in between
Fixed scope
A defined deliverable with a date on it. This works when you can write down what finished means. Where you can't, hourly is honestly the cheaper option.
- Scope agreed in writing before we start
- Milestones you sign off
- Specialists brought in for the phase that needs them
- A date, and what we do when it moves
Hourly
For a code review, a second opinion on an architecture, or an outage nobody can explain. No commitment past the hours you use.
- Billed by the hour, no retainer
- Code and architecture review
- A second opinion on somebody else's estimate
- Useful when you don't yet know the size of the problem
How we place someone
Four steps, and the second one is where this is usually won or lost.
- 01
What you actually need
Not the job description — the work. Which system, which stack, who they'd report to, and what will block them in week one.
- 02
Candidates, with the gaps stated
You interview them. We tell you where each one is light before you find it out yourself in week three.
- 03
Onboarding
Access, accounts, environment, context. One of us stays involved through the first weeks so the ramp-up isn't your lead's second job. Our own employees have their work authorisation confirmed through E-Verify — we have been enrolled since 2024.
- 04
While they're with you
We check in with you, not only with them. If it isn't working we replace the person — that part is what you're paying us for.
Tell us about the role you can't fill
The skill you need for three months, the seat that has been open too long, or the deadline that needs two more pairs of hands. Tell us what the work is and we'll tell you whether we have the person.