01 / Overview
Capacity problems are usually specific.
A platform migration needs two engineers who have done it before. A data team needs an analytics engineer for two quarters. A product needs a designer for the eight weeks between research and build. Hiring permanently for a shaped, temporary need is how teams end up carrying the wrong bench a year later.
We place vetted specialists into your existing team, under your delivery process, in your tools, attending your standups. There is no parallel workstream, no separate reporting line, and no account manager translating between your engineers and ours.
Vetting is done by practitioners. Every candidate works through a technical assessment run by someone who does the job, plus a working-style interview, because the failure mode for embedded roles is almost never raw capability. It is someone who cannot work inside an existing team’s conventions.
Typical time from brief to first day is two to four weeks depending on specialism. We would rather tell you a niche role will take six weeks than present three approximate profiles in five days.
Every placement is scoped with an end in mind and a handover expectation attached. Documentation and pairing are part of the engagement, so knowledge stays with your team when the placement closes.
02 / Challenges
If two or more of these sound familiar, a first conversation will pay for itself.
03 / Our approach
Scope the shape of the gap precisely, vet with practitioners for capability and working style, embed inside your process and tools, and build handover into the engagement from the first week.
04 / Capabilities
- Software engineering across backend, frontend, and mobile
- Cloud, platform, and DevOps engineering
- Data engineering, analytics engineering, and data science
- QA automation and release engineering
- Product management and delivery leadership
- Product and experience design
- Security engineering and compliance support
- Team-shaped squads with an embedded delivery lead
You walk away with
- Role brief agreed on capability, seniority, and duration
- Shortlist with practitioner assessment notes
- Onboarding plan for the first two weeks
- Documented handover at engagement close
05 / Process
Three stages.
Value at each one.
Assessment & planning
We scope the gap precisely: capability, seniority, duration, and the working environment. That way the brief describes a person who actually exists at that rate.
Implementation & optimization
Practitioner-led vetting, then a structured two-week onboarding inside your tools and process. We check fit at week two and will replace a placement that is not working.
Review & ongoing support
Regular delivery reviews against the original brief, and a documented handover before the engagement closes so nothing leaves with the placement.
06 / Who it’s for
Startups
Add senior capability for a defined push without diluting equity or building a bench you cannot sustain past the round.
Mid-market
Cover parental leave, migrations, and seasonal peaks with people who work inside your process from week one.
Enterprise
Staff programs at pace under existing procurement, security, and compliance requirements, with a single accountable partner.
07 / FAQ
Good
questions.
Often paired with.
All practices
Staff Augmentation
Tell us the shape
of the gap.
The skills, the seniority and the timeline. Vetted specialists can usually start within weeks.