Contract or permanent. QA, Automation, Full-Stack, DevOps, Data, and AI engineers who plug into your team and start shipping.
Scale teams, faster.
Three ways to add senior engineers to your team
Same vetted talent pool. Different commitment levels. Pick the one that fits your situation.
Direct Hire
They join your team, full-time. We do the search.
We handle sourcing, screening, technical interviews, and reference checks. You meet only the finalists. The engineer joins your payroll as a full-time employee — with your benefits, your equity, your culture. We disappear after placement, with a 90-day replacement guarantee.
- Engineer becomes your employee
- You handle salary, benefits, equity
- 90-day replacement guarantee
- Best for: roles you know are permanent
Embed
Our engineer, your team, your project.
The engineer is on our payroll. We handle salary, benefits, taxes, equipment, time off — everything employment-related. They embed with your team in your Slack, your sprints, your repo. You direct their work. They feel like a hire, without the long-term commitment.
- Engineer is on our payroll
- You direct day-to-day work
- Month-to-month, 15-day notice
- Best for: needing flexibility and speed
Trial Hire
Test the fit. Convert when ready.
Start with the engineer as an Embed placement (on our payroll). At any point in the first 3–6 months, you can convert them to a permanent hire on your team. The transition is seamless — they keep working without interruption. The lowest-risk path to a full-time hire.
- Starts as Embed, converts to Direct Hire
- 3–6 month evaluation period
- Convert anytime within trial window
- Best for: evaluating before committing
Have a different need? We also offer Match (independent contractor placement), Build (fixed-scope projects), and Squad (dedicated multi-engineer teams). See all engagement models →
We've placed engineers with seed-to-Series B startups across SaaS, fintech, and developer tools. We'll tell you if we're not the right fit — and point you somewhere better if we're not.
How we make sure every engineer is worth your time
Our vetting process is how we earn your trust before the placement.
Production experience only
Every engineer we place has shipped production code at a funded startup. Minimum 5 years of experience. No exceptions.
Three-round technical screening
Async technical assessment, live coding session, systems design conversation. We run this ourselves — not outsourced to a platform.
Reference checks from previous employers
We speak to previous employers, not just the references the engineer selects.
A network, not a marketplace
We're not a platform with 25,000 engineers. We're a curated network. Most of the engineers we place are people we've worked with or placed before.
If a placement isn't working within the first 30 days, we replace them. No drawn-out conversations.
Common senior engineering roles we place
The technical roles startups usually need when the roadmap is moving faster than the hiring pipeline.
Senior QA Engineers
Manual, exploratory, and product-minded QA engineers who understand release confidence, edge cases, regression risk, and startup shipping pressure.
Senior Test Automation Engineers
Automation specialists who build reliable end-to-end suites, API tests, regression coverage, CI/CD integration, and maintainable quality systems.
Senior Full-Stack Engineers
Product engineers who move comfortably across frontend, backend, database, integrations, and shipping workflows without needing heavy management.
Senior Backend Engineers
Server-side engineers for APIs, auth, data models, integrations, performance, reliability, and the systems behind B2B products.
Senior DevOps / Platform Engineers
CI/CD, cloud infrastructure, observability, deployment reliability, SOC 2 support, and platform maturity without over-engineering.
Senior AI Engineers
AI engineers for LLM features, agent workflows, RAG systems, model integrations, evals, and production AI product experiences.
Senior Data Engineers
Data engineers for pipelines, analytics foundations, product data workflows, warehouse models, and dependable reporting layers.
How we match and place engineers
From conversation to contributing engineer in 10 days
Define the Role
Tell us what you need: stack, seniority, start date, contract or permanent. No deck, no fluff.
We Match
We go into our vetted network and handpick 2–3 engineers who fit your requirements.
Pick Your Engineer
We technically interview and shortlist. You receive 3 pre-vetted profiles. You pick the one who fits — no technical interviews on your end.
They Join Your Team
The engineer drops into your Slack, standups, and codebase. Reports to your tech lead. Follows your process.
Built for how startups actually work
Scale your team with 1–6 senior engineers, month-to-month
Most startups don't need the same engineering capacity every month. Place one engineer this quarter, three next quarter, scale down during a slow stretch. Month-to-month contracts mean you're never locked into headcount you don't need.
Senior engineers only — no juniors learning on your dime
Every engineer we place has shipped production code at startups before. You don't pay us to train people. You pay for a senior engineer who can own their work from day one.
Month-to-month engagements
You shouldn't sign a year-long contract to find out if we're a fit. Start month-to-month. Scale up, scale down, or stop anytime with 15 days' notice.
Your placed engineer works in your timezone
The engineers we place align with your timezone for real-time collaboration. Standups, code reviews, and Slack replies happen when you need them — not on a 12-hour delay. US and EU coverage as standard.
Who we place engineers with
We specialize in SaaS, fintech, and B2B startups from seed through Series B
Seed to Series A SaaS
You're shipping features fast but QA is falling behind and your next enterprise demo is 6 weeks out. You need a senior QA engineer who can build automation from scratch — without a 3-month hiring cycle.
Engineers we place
Senior QA engineers, test automation, engineering velocity
Series B Scaling Teams
You're growing headcount but engineering velocity isn't keeping up. You need 2–4 senior engineers on contract while you build out your permanent team. Month-to-month gives you the flexibility to scale down once you've hired.
Engineers we place
Senior full-stack engineers, contract-to-hire
Fintech & Compliance-Bound
Performance, security, and SOC 2 compliance aren't optional. You need DevOps and QA engineers who've worked in regulated environments before — and can move at startup speed anyway.
Engineers we place
Senior DevOps engineers, platform engineering, compliance
Not sure if you're a fit? We'll tell you straight up.Book a call and let's talk.
Your next senior engineer is 10 days away.
Book a 30-minute intro call. No deck, no hard sell — we'll tell you if we can help or point you somewhere better.