Onshore senior engineers
US-based, W-2 or 1099, technically interviewed by our practice leads. Default delivery model.
Solutions / Staff Augmentation
Senior engineers who fit into your team in two weeks.
We staff the way we'd want to be staffed — pre-vetted technologists who've been technically interviewed by senior engineers, presented with notes, and ready to be productive in your stack within ten business days.
8 days
Median time-to-shortlist
2 wks
Median time-to-productive
76%
First-interview-to-offer rate
4.6/5
Median client satisfaction (90-day review)
What it is
The work, plainly described.
Staff Augmentation is our solution for teams that need senior engineering capacity now. Unlike pure staffing, we pre-vet, technically interview, and onboarding-shadow every engineer before they show up at your standup. Onshore (US-based, US-billed) is our default; nearshore and offshore are available with full disclosure and the same vetting bar.
Where it fits
- Burst capacityLaunch in 90 days, need three more senior engineers. We have them.
- BackfillTech lead just gave notice. Senior bridge engineer in your standup within two weeks.
- Specialized skillsML platform, security, embedded, life-sciences-domain — we have networks most agencies don't.
- Long-term capacity12-24 month engagements where you want senior engineers without the salary commitment of a full-time hire.
Capabilities
What we'll actually do.
Each of these is a deliverable category, not a buzzword bullet. We scope, build, and stay accountable for each one.
Nearshore (LatAm)
Mexico, Colombia, Argentina time zones. Same vetting bar, faster ramp than offshore.
Offshore (India, EU)
When budget or specialization requires it. Full disclosure, same engineering interview, same bar.
Practice-led pools
ML/AI, security, data engineering, mobile, Salesforce — practice-specialized talent rather than generalist Rolodex.
Embedded squads
When you need 4-8 engineers in one team, we ship a pre-formed squad with a tech lead.
Replacement guarantee
First 90 days: we replace at our cost. After 90 days: structured exit and re-staffing at preferred terms.
Process
How an engagement actually runs.
No mystery, no shifting goalposts. Five phases with measurable outcomes per phase.
Intake
We meet with your hiring manager and team. We listen for team dynamic and culture, not just JD bullet points.
Sourcing & technical interview
Pre-qualified candidates from our network or fresh sourcing. Every candidate is technically interviewed by our senior practice leads.
Shortlist
Three to five candidates with our notes, recommended order, and a recommendation on the interview loop.
Engagement & onboarding
Offer mechanics, equipment, accounts, security review, and a 30-day check-in to make sure the engagement is going well.
Continuous support
Quarterly check-ins, structured performance feedback both ways, and the conversation when something isn't working.
Why us
Three things you should know.
Engineers screen engineers
Every shortlisted candidate has been technically interviewed by a senior engineer. We don't outsource the bar.
Onshore is the default
Our staffing model is US-based and US-billable by default. Blended models are available with full disclosure.
We replace at our cost
First 90 days, we replace placements at no cost. We'd rather take the loss than have you stuck with a bad fit.
Frequently asked
The questions everyone asks.
How does pricing work?
Flat hourly rates, no markup games. Typical onshore senior engineer rates are $135-$195/hr depending on specialization. We share line-item rates in scoping.
Are you a body shop?
No. We don't make money on volume placements with a 25% margin. Our engagements are pre-vetted senior placements at flat rates.
Do you support visa transfers?
Yes — we sponsor H-1B and other work authorization classes through our in-house immigration team. AC21 portability cases are a specialty.
Can you blend onshore + offshore?
Yes, with disclosure. Most engagements that blend have an onshore tech lead and offshore engineers, with full transparency on rates and time-zone reality.
What if a placement doesn't work?
First 90 days: we replace at no cost. After 90 days: we do a structured exit and stand up a search for replacement at preferred terms.