Staff augmentation & dedicated teams
Engineers who work like your team, not a vendor
Named people in your stand-ups, your repository and your shared channel — vetted before you meet them, billed monthly, replaceable if the fit is wrong.
Monthly billing, 30 days' notice. You interview before anyone starts.
What staff augmentation is, and isn't
Staff augmentation means adding engineers to your existing team who work under your direction, on your roadmap, in your tools. They attend your stand-ups and commit to your repository. Management of the work is yours; employment, hiring, cover and continuity are ours.
It's the right model when you know what needs building and simply don't have enough hands, or when you need a specific skill for a defined period without hiring permanently. It's the wrong model when you need someone to own an outcome end to end — that's a fixed-scope project, and you should buy it as one.
The reputation of this market is poor for good reasons: CV inflation, someone different starting than the one you interviewed, and constant rotation. We'll be specific below about how we contract against each of those, because saying "we're not like that" isn't worth anything.
Augmentation, dedicated team, or project?
Choosing on who owns the outcome, rather than on which is cheapest per hour.
| Staff augmentation | Dedicated team | Fixed-scope project | |
|---|---|---|---|
| Who directs the work | You do, day to day | You set priorities; our lead runs delivery | We do, against an agreed scope |
| Who owns the outcome | You | Shared | Us |
| Best when | You know what to build, need capacity | You need a whole capability, not just hands | The scope is definable and stable |
| Team shape | Individuals joining your team | A squad with its own lead and QA | Whatever the scope requires |
| Commercials | Monthly per person | Monthly per squad | Fixed price, milestone billing |
| Notice | 30 days | 30 days | Ends with the project |
Most clients who think they want augmentation actually want a dedicated team — because they need the coordination as much as the capacity.
Roles we provide
People who work across our own client projects, not a bench of CVs waiting to be placed.
Engineering
- Full-stack (TypeScript/React/Node)
- Backend (Node, Python)
- Frontend (React, Next.js)
- Mobile (React Native, Flutter)
Infrastructure
- DevOps / platform engineers
- Cloud engineers
- Database engineers
Quality
- QA engineers
- Automation engineers
Data & AI
- Data engineers
- Analytics engineers
- AI/ML engineers
Product
- Technical leads
- Product designers
- Delivery managers
How it works
Three to four weeks from first conversation to someone contributing.
Define the gap
The skills, seniority and duration you actually need — plus the working hours overlap that matters for your team. Frequently reshapes the ask.
You interview
We propose specific named people with real profiles. You interview them exactly as you would a hire, and you can say no. Nobody is assigned to you sight-unseen.
Onboard
They join your tools, your stand-ups and your repository. We handle equipment, access and the administrative side; you handle direction.
Review and adjust
A check-in after the first month on whether the fit is right. If it isn't, we replace at our cost — and we'd rather you tell us in week four than month six.
What we commit to in writing
Each of these exists because it's a specific way this market commonly goes wrong.
The person you interviewed is the person who starts
No substitution between interview and start date. If circumstances genuinely change, you interview the replacement and can decline them.
Minimum tenure and notice on our side
We don't rotate people off your project for our own convenience. If someone must move, you get notice and a handover overlap, not an announcement.
Replacement at our cost
If the fit is wrong in the first month, we replace the person and you don't pay for the overlap. The risk of a bad match should sit with us.
No exclusivity trap
Thirty days' notice, no minimum term, no penalty for reducing the team. If you need fewer people next quarter, that's a conversation, not a contract dispute.
Direct access, always
You talk to the engineers, not through an account manager. Nothing is routed through a coordinator whose job is to manage the relationship rather than the work.
FAQ
Staffing questions
How is this different from hiring a freelancer?
Continuity and cover, mainly. If a freelancer is ill, takes a holiday or takes a better offer, that's your problem. Our engineers have a technical lead behind them, documented handover, and a contractual replacement commitment. You're also not managing contracts, invoices and compliance for each individual.
What time zone do your engineers work in?
IST, with a committed overlap window agreed up front — typically four hours or more with European teams and a shorter morning overlap with US-East. If your team needs substantial US-Pacific overlap, we'll tell you honestly whether we can staff it sustainably.
Can we hire your engineers permanently?
Yes, and we don't obstruct it. There's a conversion fee if it happens inside the first year, scaled down over time, which reflects the cost of recruiting and replacing them. We'd rather someone joins a client they've enjoyed working with than lose them entirely.
What if the person isn't a good fit?
Tell us in the first month and we replace them at our cost, with no charge for the overlap. After that we'll still work to resolve it, but the first-month commitment is the one written into the contract because that's when a mismatch is most likely and most fixable.
How quickly can someone start?
Typically three to four weeks from the initial conversation, including interviews and onboarding. Common skill sets can be faster; specialised ones take longer. We won't propose someone unsuitable to hit a date — that's the single fastest way to waste both parties' time.
Who owns the code they write?
You do. IP assignment is in the contract, work is done in your repository, and there's no ambiguity about ownership of anything produced during the engagement.
Related
What's the gap in your team?
Tell us the skills, the seniority and roughly how long. We'll come back with specific people you can interview — or tell you if a project engagement fits better.