Fill the technical position you can’t fill locally.
We find the engineer, employ them in their own country, and hand you someone who works under your direction from day one.
You know exactly what you need. You just can’t find it — a named role, a named skill, a start date. This is still most of what we do, and it isn’t going anywhere.
What this is
Not every open role is an AI conversation
Some teams come to us with a model, a roadmap and a question about tokens.
Most don’t. Most come with a role: a QA team that has to grow, a backend engineer who knows the domain, a mobile developer who can ship next quarter. They’ve already decided what they need. What they can’t do is find the person.
That’s a complete request, and we treat it as one. You don’t have to justify it, modernise it, or attach an AI strategy to it.
Why staff augmentation hasn’t gone away
The work is real
Large teams still open positions the same way, and still need someone accountable in the seat.
Not everyone is ready to move
Being told to move faster than you can is not a service.
Token spend is a budget question
Some teams would rather pay a salary they can forecast.
What you still get, even without the AI conversation
Framework-equipped engineers. They arrive with the group’s engineering frameworks and playbooks, so your team doesn’t spend the first two months rebuilding what already exists. The method comes with the person — it doesn’t replace them.
Talk to us about a position
When it doesn’t go to plan
Three things go wrong often enough that it’s worth saying them out loud.
The counteroffer
A good engineer hands in their notice and their current employer improves the offer. It happens most with the profiles you most want. We keep a second candidate warm until the start date, and we tell you when we’re worried.
The role moves mid-search
Four weeks in, the spec changes because the roadmap did. That’s normal — but it resets part of the search, and pretending otherwise is how a search quietly runs six months.
The interview panel goes quiet
The single most common reason a good candidate is lost is a week without an answer. If your team can’t interview for two weeks, we’d rather start the search when they can.
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Explore our talent pool for nearshore team augmentation. Whether it's a specific technology stack or a specialized role, we deliver top-tier experts to seamlessly integrate into your project at up to 50% costs savings versus North America.
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Tell us which position you can’t fill.
We’ll tell you who can fill it, how long it takes, and what stays on your side.
