Senior React, Node.js, Python, mobile and dedicated engineers — screened for skill and working style, shortlisted in days. You pay only when you hire.
We focus on the senior engineering roles teams struggle to fill — vetted on real work, not keyword-matched off a CV.
Senior React engineers for product UIs, dashboards and design systems. Screened on component architecture and performance.
APIs, real-time services and high-throughput backends. Vetted on system design and production reliability.
Backends, data pipelines and AI/ML work. Many ship LLM and RAG integrations in production.
iOS, Android and React Native engineers who ship to the stores — offline sync, push, release pipelines.
A developer or full pod that works as an extension of yours — long-term, timezone-aligned, retention-focused.
Go, Rust, DevOps, data, QA, full-stack — tell us the role and seniority bar, and we'll shortlist for it.
No intake forms, no account-manager relay, no upfront cost. Five steps from "we need someone" to a signed hire.
A 30-minute call to map the role, stack, seniority bar, timezone and budget.
3–5 vetted candidates within days — pre-screened for skill and working style.
You interview the shortlist. We keep scheduling and feedback moving so candidates don't go cold.
Optional 1–2 week paid trial sprint — real PRs and velocity data before you commit.
Success fee. No retainer, no upfront cost — you pay only when you land someone you keep.
Most agencies match keywords off a résumé. We screen every candidate for skill and run a structured work-style assessment — powered by JobCannon, our own live assessment platform with 1,500+ skills and 2,500+ career profiles. You see how a person actually works and where they fit on your team before you spend an interview slot. Fewer mis-hires, faster yes/no.
See JobCannon →Practical, opinionated guides on adding engineering capacity — no vendor fluff, just the trade-offs that decide whether a build ships.
The plain-English definition — how it works, how it differs from outsourcing and hiring, and when it is the right way to add capacity.
When adding vetted software talent on demand beats hiring or outsourcing, what it costs, and how to run it so the budget ships code.
When to rent individual engineers versus hand a whole slice of work to a team that owns the outcome. Cost, control and the mistakes to avoid.
What good ones do differently, the questions to ask on the first call, and the red flags that signal a résumé pipe rather than a partner.
Where to find good engineers, how to screen for skill and fit, what it really costs, and the hiring mistakes that quietly sink early teams.
Remote hiring, offshore & nearshore, in-house vs outsourcing, staff augmentation vs outsourcing and consulting — the full library.
We reply within one business day with a shortlist plan. Success fee — you pay only when you hire.
