IT Staff Augmentation Services.

IT staff augmentation is a hiring model where vetted external engineers join your in-house team and work under your direction instead of becoming full-time employees. You keep the roadmap, the standups, and the code review standards. The engineers stay on our payroll, so you skip recruiting, benefits, and severance.

You send us the roles, seniority, and stack you need. We shortlist vetted engineers, usually within one working day, and you interview them yourself. Once you approve someone, they join your repos, your sprint, and your standup, and you extend or release them month by month.

Most requests get a shortlist within one working day, and an approved engineer can start the next morning. Access to repos, tickets, and environments usually takes a day or two, so first commits land inside week one. Niche stacks or extra background screening add a few days.

Augmentation fits when the work is urgent, the skill is temporary, or headcount is not approved yet, for example a migration, a fixed launch date, or one specialist you need for a quarter. A full-time hire wins when the role is permanent and central to your product. Plenty of teams run both, using augmented engineers to hold the schedule while recruiting continues.

Augmentation adds engineers to your team under your management, so you own the backlog, the architecture, and the definition of done. Outsourcing hands a whole scope to an external team that manages delivery and reports back. Pick augmentation when you have the technical leadership but not the capacity.

Staff augmentation gives you engineers you direct, billed per person, with capacity you can change monthly. A managed service buys an outcome such as uptime or a support response time, and the vendor decides how many people that takes.

Rates run roughly $35 to $75 per hour depending on role, stack, and seniority, and you see the rate before you interview anyone. There are no recruitment fees, benefits, or payroll overhead stacked on top. The lower cost comes from removing recruiting and payroll overhead, not from staffing juniors on senior work.

Most engagements are time and materials per engineer on a rolling monthly term. IP assignment, NDA, and security requirements are handled in a master agreement, so adding another engineer later does not restart legal review. Exact terms, including the notice period, are set in your contract.

Engineers reach a client shortlist only after a technical screen and a hands-on coding exercise. We only put forward people we would staff on our own delivery work. You still run your own interview, and declining a candidate does not commit you to anything.

Treat them like your own team: same sprint board, same standup, same review rules, same definition of done. You set priorities and accept the work, while we handle payroll, equipment, and time off, and if someone moves on we source a replacement and cover the handover. A delivery lead reviews progress with you so problems surface early rather than at renewal.

Yes. You can add engineers for a release push and release them afterward inside the notice period, so capacity follows your roadmap instead of a fixed headcount plan. Ramping down is a notice-period conversation, not a renegotiation.

Our engineers work remotely across US and international time zones, and the core overlap is agreed before the engagement starts. Most US clients get several hours of live overlap each day for standups, pairing, and reviews. There is also an office in San Francisco when a conversation is easier in person.