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Two ways to hire
| Staff augmentation | Dedicated development team | |
|---|---|---|
| What you get | Individual engineers joining your team | A complete team, often with a lead, QA and design |
| Who manages day to day | Your engineering manager | Our delivery lead, reporting to you |
| Best for | Filling skill gaps, extra capacity | New products or workstreams |
| Commitment | Monthly, scale up or down | Monthly, usually 3+ months |
Compare in detail: IT staff augmentation or dedicated development team.
How hiring works
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Tell us what you needDay 1
Skills, seniority, time-zone overlap and start date.
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Review profilesWithin 48 hours
Shortlisted engineer profiles with experience and sample work.
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InterviewDays 3–5
You interview candidates and choose who joins.
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OnboardWeek 2
Accounts, tools and a first task — productive in days, with a trial period.
Which hiring model fits?
| Your situation | Best fit |
|---|---|
| You have a tech lead and need one or two more engineers | Staff augmentation |
| You need a complete, stable team for a long-term product | Dedicated development team |
| You need a specific skill for a few months | Staff augmentation with a defined end date |
| You have no in-house engineering leadership | A dedicated team with a delivery lead, or a project engagement |
| You are comparing outsourcing with augmentation | Our comparison guide |
Most requested roles
For web products, the most common requests are full-stack developers, React developers and Node.js developers. Mobile teams usually start with Flutter or React Native engineers, adding iOS or Android specialists for platform-specific work. Growing products often add DevOps engineers and QA automation engineers to keep releases fast and stable.
What to prepare before engineers start
- A short description of the product, users and current priorities
- Access to the code repository, issue tracker and communication channels
- A development environment that can be set up from documentation
- A named person who answers questions and reviews work in the first weeks
- A first task small enough to ship to production within a week
Good preparation shortens ramp-up considerably. Our guide on how to hire software developers covers assessment and onboarding in more detail.
How we vet engineers
Every engineer we place has passed a practical assessment in their main stack, a technical interview covering design decisions and code quality, and a communication check for working directly with your team. We look for people who ask good questions, write tests, and flag risks early. If someone is not the right fit once they join, we replace them — the goal is a team you would have been happy to hire yourself.
Working hours and communication
Engineers work with an agreed overlap with your business hours for stand-ups, pairing and reviews, and communicate through your own tools — Slack or Teams, Jira or Linear, GitHub or GitLab. Each engagement has a regular check-in with us as well, so concerns about fit, workload or priorities are raised early and resolved quickly. Scaling the team up or down is handled with notice periods agreed in the contract.
What happens after you request developers
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Requirements call30–45 minutes
We discuss the role, skills, seniority, time-zone overlap and how the developer will fit into your team.
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Shortlisttypically within a week
You receive profiles of engineers we believe fit, with notes on their relevant experience.
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Your interviews
Interview the candidates yourself, including a technical session if you wish.
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Start
Agree the start date, onboarding plan and reporting rhythm; the engineer joins your tools and stand-ups.
Timelines are typical rather than guaranteed; niche skills or very senior roles can take longer to match well, and we would rather tell you that than send weak candidates.
Keeping knowledge in your team
Augmented engineers should leave your codebase easier to work with, not harder. We ask every engineer to document decisions in your tools, write tests alongside features and pair with your staff on complex areas. When an engagement ends, there is a planned handover: open work is closed or reassigned, documentation is updated and access is removed on the agreed date.
You stay in control throughout: you set priorities, review work and can request a change of engineer at any point if the fit is not right.
What every engagement includes
- Vetted engineers with verified experience
- Working hours overlapping your time zone
- NDA and IP assignment to your company
- Replacement if a developer is not the right fit
- Monthly invoicing with no long-term lock-in
- A written rate card before you commit