Add vetted senior engineers to your existing team, fast staff augmentation for data engineering, AI, and product work without the recruiting cycle.
- You have an existing team and process you just need more hands in it
- The gap is a specific skill or stack, not a whole product's worth of ownership
- You need someone productive in weeks, not a full hiring cycle
- You need a self-contained team accountable for a roadmap see Dedicated Teams
- You need someone owning architecture decisions, not just execution see Virtual CTO
Hiring takes months you don't have
A backlog doesn't wait for a hiring cycle. Recruiting, interviewing, and onboarding a senior engineer typically takes two to four months even when it goes well and that's before they're productive. Staff augmentation closes that gap: engineers who already do this work, added to your team on a timeline measured in weeks.
How it works
- Senior engineers matched to your specific stack and project needs
- Engineers work inside your existing team, tools, and process not a separate silo
- Ramp-up measured in weeks, not the months a direct hire takes
- Flexible scaling up or down as project needs change
- Clean handover terms if you later convert the engagement to a direct hire
How we work
Scope the exact skills and stack experience the gap requires
Match engineers with relevant, verifiable project history
Onboard into your existing tools, repos, and communication channels directly
Review fit within the first few weeks, with an easy off-ramp if it's not right
Typical stack
Frequently asked questions
You get the same day-to-day integration as a direct hire the engineer works in your tools, attends your standups, reports to your leads without running your own sourcing, vetting, contracting, and payroll process. We handle that layer; you manage the work.
Typically two to four weeks from scoping to a productive start, depending on how specialized the stack requirement is. That is the entire point of the model closing a capacity gap faster than a direct hiring cycle allows.
Yes that flexibility is the other half of the value. Ramp up for a crunch period or a specific initiative, then scale back down without the severance and morale costs of a layoff.