Tech Staffing
Staff augmentation or hiring: choosing the right model for your roadmap
Your roadmap needs more hands. Should you hire, bring in augmented staff or hand over a whole project? Here is a practical way to decide.
5 min read
Service 06 of 07
Staffing & Technical Talent Support
The right people, when you need them.
Vetted developers, designers and engineers on flexible terms, so you can expand your team without slowing your roadmap.
Overview
What it is, and who it is for
Hiring technical people is slow, and a wrong hire is expensive. We help you add developers, designers, testers and engineers to your team on terms that fit the work, whether that is a short contract, a long engagement or a permanent role.
It is for companies whose roadmap is bigger than the team, agencies that need extra capacity for a project, and founders who need technical skills but are not ready to build a full department. Because we build software ourselves, we screen candidates on the work and not just the CV.
At a glance
- Shortlists, not CV stacks
- Screened by practitioners
- Contract or permanent terms
- What you get
- 7 deliverables
- How we work
- 4 clear steps
What you get
What you walk away with
Every engagement is scoped to your needs. These are the pieces this service usually includes, so you know what to expect before we start.
- 01
Role definition
Help turning a vague need into a clear brief: skills, seniority, responsibilities and measures of success.
- 02
Sourcing and shortlisting
A focused shortlist of people matched to the brief, not a stack of unfiltered CVs.
- 03
Technical screening
Practical assessments and interviews run by practitioners who do the same kind of work.
- 04
Flexible engagement
Contract, contract-to-hire or permanent placement, full time or part time.
- 05
Onboarding support
Help with access, tools and a first-weeks plan, so new people contribute sooner.
- 06
Regular check-ins
Scheduled reviews with you and the professional to catch small problems before they grow.
- 07
Replacement terms
A fair path to a replacement if a placement does not work out, agreed in writing at the start.
Our approach
A clear path from brief to delivery
Our four-step rhythm, tuned for this discipline. You always know what is happening now and what comes next.
Step 01
Define the role
We learn about your team, stack and ways of working, then write a brief that describes the person you actually need.
Step 02
Scout and screen
We search, approach and assess candidates with practical tasks and conversations, and only put forward people we would work with ourselves.
Step 03
Interview and select
You meet the shortlist and make the decision. We handle scheduling, feedback and the paperwork that follows.
Step 04
Onboard and follow up
We help the new joiner settle in and check in regularly with both sides, so the engagement keeps working for everyone.
Toolkit
Roles and formats we support
- Engineering
- Front-end developers
- Back-end developers
- Full-stack developers
- Mobile developers
- Design and product
- UI/UX designers
- Graphic designers
- Project coordinators
- Quality and operations
- QA testers
- DevOps engineers
- Cloud engineers
- IT support staff
- Engagement formats
- Short-term contract
- Long-term contract
- Contract-to-hire
- Permanent placement
Roles vary with demand. If you need a skill that is not listed, ask, and we will tell you honestly whether we can help.
A good fit if
- Your roadmap is slipping because the team is at capacity.
- You need a specific skill for a few months, not a permanent headcount.
- You find it hard to judge technical candidates in interviews.
- You want the option to convert a contractor into a permanent hire.
Not quite your situation? Tell us anyway. If we are not the right team, we will say so.
Check your fit with usFAQ
Ask a questionStraight answers
Questions worth asking about this service. If your question is not here, ask us directly.
Every candidate has a conversation about their experience, a practical assessment relevant to the role and a check on how they communicate. Screening is done by practitioners, so we are judging real work.
It depends on the role and how specialised it is. We give you an honest estimate after the briefing call, and we would rather tell you a search will take time than send unsuitable people quickly.
You do. They work as part of your team, in your tools and your meetings. We stay in the background for contracts, check-ins and any issues that come up.
Tell us early. We try to resolve the issue first, and if that fails we follow the replacement terms agreed at the start of the engagement.
From the blog
Worth reading before you start
A practical guide on this topic, useful whether or not you end up working with us.
Start the conversation
Need to grow your pack?
Tell us the role, the stack and the timeline. We will tell you honestly how we can help fill it.