Full-stack engineers
TypeScript, React, Node, Python, Django — product-grade.
Senior engineers, embedded with your team.
When hiring takes six months and the project starts next week. Senior developers, architects, DevOps, and specialists — US-led, with a global bench in India and the UAE. No junior pass-through.
Why most staff augmentation quietly fails.
Staff augmentation has a deservedly bad reputation — pass-through juniors at senior rates, surprise rotations, résumés that don't match who shows up. We staff differently — every engineer a direct hire on our payroll, vetted by senior leadership, tenured in the practice.
We staff for capability, not availability. If the right person isn't on the bench, we say so — and scope a narrower engagement we can staff well. Twenty years in the business because we don't over-promise.
— Roles we staff
Senior specialists, direct hire.
Odoo developers
Senior Python with 5-15 years of Odoo experience.
Data & AI engineers
Pipelines, warehouses, retrieval, production AI.
DevOps & SRE
Kubernetes, Terraform, CI/CD — on-call-ready.
Solutions architects
System design and integration — engineers who lead.
Product managers & designers
Embedded PMs, UX researchers, product designers.
— How we operate
Built for the long engagement.
< 3 wks
Typical ramp to productivity
From onboarding to first shipped PR for mid-level engineers.
> 85%
Retention on engagement
Engineers staying through the agreed term — rotations scheduled.
100%
Direct hire, no pass-through
Every engineer on our payroll — you meet who ships.
— Honest fit
When staff augmentation is the right answer.
Strong fit
- Burst capacity for a product launch, migration, or platform rebuild
- Specialty skills you don't have in-house (Odoo, agentic AI, data engineering)
- Bridge hiring while full-time recruiting runs in parallel
- Distributed teams that need senior ICs without more coordination overhead
- Multi-quarter engagements where continuity matters
Poor fit
- Single short tasks — use a fixed-bid engagement instead
- Purely junior capacity where hourly rate is the only variable
- Teams that won't invest in onboarding or technical context
- Projects without a product owner or clear backlog on your side
— Questions
Staff augmentation — FAQ.
How quickly can someone start?
Two to four weeks for engineers already on the bench. Four to eight weeks if the role requires specialty skills or a hiring round. We'll tell you honestly which category your ask falls into after a 30-minute scoping call.
Do you subcontract to offshore shops?
No. Every engineer is a direct hire on our payroll — based in the US, India, Afghanistan, or the UAE. If we ever need to partner with an outside specialist, you'll know about it in advance and approve it in writing.
What happens if the engineer isn't a fit?
Two-week replacement guarantee on every placement. If an engineer isn't working out technically or culturally, we replace them — no additional cost, no commercial games.
Can engineers work in our tools and sprints?
Yes, by default. Our engineers embed in your Jira/Linear/GitHub, attend your standups, and use your tools. Our governance layer runs underneath — weekly delivery reviews, escalation paths, and quarterly retrospectives.
Do you handle security clearance, NDAs, BAAs?
Yes. NDAs are standard on every engagement. We sign BAAs for HIPAA-adjacent work, DPAs for GDPR, and support background checks for clients with compliance requirements.
Need a senior engineer fast?
Send the role profile. 2-3 senior candidates within 5 business days — pre-vetted, ready to start, with a 2-week replacement guarantee.
Get matched in 5 business days